The Opportunities in Talent Development Post-Pandemic
It is said that the pandemic is changing the rules of talent development and management. Employers must be proactive in designing comprehensive strategies to determine which skills they require to remain competitive and how to acquire them, whether through new hires or reskilling and upskilling their current staff. Here, you will know more about the opportunities in talent development post pandemic.
In this podcast, Christine Rumble highlights some of the most important bi-products of talent development. It also discusses whether traditional techniques of training and development will still be applicable in the post-pandemic corporate sector, or will new ways be required. She also discusses the most critical areas of change to focus on right now, emphasizing the significance of personal branding and creativity in the workplace. Lastly, she goes on to discuss the most critical talent development trends in the next years.
Related podcast: Why The Future Of Leadership Is Personal: Leadership Branding
About The Speaker
After 29 years working for an international hotel company across Asia, Pacific, Europe, and the Middle East, Christine Rumble returned to her home in Perth, Western Australia at the end of 2020 to establish her own business - Dawn Consulting Services which specializes in executive coaching, leadership development and the creation of robust HR strategies to transform leaders and culture.
Christine has a strong belief in fairness and equality and her efforts in creating programs to drive inclusivity was recognized by the United Nations, who presented her with the UN He for She Influencer Award in 2019. Recently she was listed in the 2021 ONCON Awards as one of the Global Top 10 HR Professionals. She is a Fellow Certified HR Practitioner with AHRI as well as a Professional Member & WA Council Member of AITD.
Connect with Christine on Linkedin
(01:00) Please tell us a brief about your journey in the corporate world.
(03:00) Your people are your most valuable asset; it's a business phrase that has a lot of truth. The thing about assets, though, is that their worth is always decided by how much time and effort you put into them. And that's pretty much where the idea of talent development strategies has landed. So, to begin, would you like to highlight some of the most important talent development bi-products?
(04:20) For the past few months, we've been attempting to strike a balance between ensuring each employee's well-being while also implementing new tactics to help the entire business remain competitive and prepare for the future. Will traditional methods of training and development still be applicable in the post-pandemic business sector, or will new approaches be required?
(06:10) What are the most important areas of change to concentrate on right now?
(08:41) We believe, when we talk about talent development, the advantages of training to improve your current crew are just what many businesses require right now. What are the advantages of hiring an outside trainer over hiring one in-house? Or if is it otherwise?
(10:00) Most companies have a large library of learning products, ranging from workshops to films to whitepapers but the most significant learning programs have always been given in person. They're the ones where everyone could gather in one location to learn from the facilitator as well as from each other.
Due to the inability to conduct in-person programs in the period of physical distancing, businesses must rely on their e-learning library to grow their employees professionally. Video learning, gamification, and social learning are also options. And ideally, most companies are having these ready as a part of their L&D now.
Are these tools ideal in your opinion? Or do you believe that at this critical juncture, leaders should reconsider how they establish their personal brand with some unique innovation?
(11:35) It’s a multigenerational workplace, whether it be baby boomers, Generation X, Millennial, or Generation Z. It's no coincidence that, on average, older professionals are less confident in their abilities than their younger counterparts.
60% of baby boomers believe they lack the skills needed to withstand a potential layoff, while only 49% of Millennials believe they do.
Because they anticipate they will retire soon, a number of companies do not invest in learning and development programs for senior employees. Isn't there a lot to think about here, considering that every generation deserves to learn and be a part of your talent development strategy?
(13:39) Where does talent development go from here? What are the most important talent development trends we expect to see in the coming years?
(16:00) Any talent development resource that you suggest our listeners go through?
(16:39) Other suggestions to our listeners.