Given the growing complexity of human capital management, many companies are betting on the People Analytics, on the one hand, because these initiatives help to collect a large amount of valuable data and, the most important, because the applied data analytical algorithms extractknowledge that substantially improves decision -making and value creation.
In my experience, the main challenges faced by the Talent Management Departments (Call Human Resources, Talent and Culture, Human Capital, etc..), are the following:
one.There is a high complexity when defining positions and roles in the organization.The activities constantly change and it is not easy to define the preparation and experience that ensure the necessary skills and the expected performance.The positions are now matrix or network, there is no hierarchical relationship which facilitates to break down the required competences.
2.The number of generational profiles has increased and it is very difficult to establish work schemes because for the same position there can be up to four or five generations that can cover it.Each generation has its salary expectations and benefits, scale of values, permanence plans and incentive preferences.
3.Due to the previous two points, the personnel selection processes are complex.It is very common for support in external companies, which increases hiring costs.It is difficult to determine who is the ideal candidate.