Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
In the decade of human capital, HR is in the driver’s seat.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
As business leaders, we keep a constant eye on the economy. How it grows, shrinks, overperforms or underperforms impacts our organizations. As HR professionals, we must also be aware of how the changing supply and demand of workers affects our companies’ ability to meet goals. This is the impact of what I call the talent economy—and it’s a volatile element.
Talent is now more global, mobile and social than ever before. The job market is stronger, and the competition for talent is intense. Today, if you ask any leader what is most important to business success, he or she will tell you it’s all about people—attracting, engaging and retaining them. That’s why I say we are in the decade of human capital. In this environment, the competitive difference between the highest-performing companies and everyone else no longer lies just with technology or innovative products but with exceptional people strategies.
Consider the worldwide coffee chain Starbucks, named one of
Fortune’s “World’s Most Admired Companies” in 2015. Starbucks has become known not only for what many consider a great cup of coffee but also for the way it treats its employees, who are referred to as “partners.” As Starbucks’ chief partner resources officer Scott Pitasky shares in this month’s issue of
HR Magazine, “I’ve never been at a place where HR is so central to the success and future of the company, and that’s because the partner experience is the core of the business.”
Although not every organization has found its version of the Starbucks people model, more and more leaders are recognizing that, to compete in business today, they need the most talented people and teams possible.
In turn, HR and recruitment professionals are feeling the pressure to identify those star performers. According to the results of a
2015 survey by the Society for Human Resource Management (SHRM) and Globoforce, turnover was the top challenge HR faced—and recruitment has ticked up the list. Further underscoring the idea that companies recognize the need for effective people management strategies now and in the years ahead, “HR manager” made lists of the
best jobs in 2016 by CareerBuilder and Glassdoor, based on factors such as job openings, career growth and earning potential.
Demand for comprehensive talent management strategies is at an all-time high.
This is why, at SHRM, we are stepping up our efforts to help you find and attract top talent. You can expect more SHRM research, resources and events focused on talent acquisition in the year ahead—from our Talent Acquisition & Talent Management
e-newsletter to our
Talent Management Conference & Exposition, to be held April 18-20 in Orlando, Fla.
In today’s talent economy, HR is in the driver’s seat. According to Pitasky, “There is so much opportunity to do less chasing and more leading.” I could not agree more.
I urge you to seize this unmatched opportunity to lead your organization by building and sustaining the talented teams your company depends on. And know that, along the way, you can turn to SHRM as a resource.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies