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The State of People Management: Now and the Future




The State of People Management: Now and the Future

Wed 24 Nov, 2021 People Strategy Ulari Nwaogazie

Navigating through trends in the current state of many organisations is a new skill every HR or organisational leader needs to stay abreast with. Here are some of the trends we currently find in talent management and how it affects organisations.

Availability yet Scarcity of Talents

Talent is the core of success for any organisation, but fortunately and unfortunately for organisations,  most employees today are looking for global career opportunities. Hence, companies today are no longer competing for employees within their localities, cities, states, countries but globally competing to attract and retain talent. If it was ever challenging to manage and source talents within one’s locality, it has become even so more challenging today. Current trends such as remote work have resulted in a relaxation of borders.  A more distributed workforce or the possibility of fully remote or partially remote teams has opened talent pools wider than some organizations would have ever thought possible. In the aspect, where organisations remain rigid, they would have smaller talent pools.


A Strong Need for Data and Analytics in Corporate Decision Making 

Data! What is the big deal? As trends speedily cause the transformation and digitisation of organisational processes, Data-driven decision-making (sometimes abbreviated as DDDM) is the process of using data to inform your decision-making process and validate a course of action before committing to it will become a critical action to take. These days, the place of intuition although relevant is fast losing its place in Corporate Decision making. The collection of data through surveys and analysis of data have long played an important role in enterprise-level corporations and organizations, but also fast becoming a norm today and shall become more consistent in the future.

Despite the time it may consume, the benefits are enormous. For example, it is easier to reach a confident decision about virtually any business challenge. Implementing a data-driven decision makes one proactive. Operational efficiency is achieved and there are lots of cost savings.

New Considerations in Organisational Design

The need for restructuring within organisations is pertinent. Now more than in the past organisational design would become a critical consideration in people management.  As the remote work trend continues to envelop almost all organisations post-COVID -19 new roles, team structures, departments are being created. New career pathways are also being formed.

Companies are now faced with the decision of how to work, should it be fully remote, partially remote, are they remote-only roles, what constitutes a full remote or partial remote working role? When starting a new company can we work remotely first and get an office later? Etc.

Age-old definitions such as hierarchical or flat structures etc begin to either collapse or lose meaning where they previously existed. There now rapidly exist a new era of fluidity in organizational design.

To design an effective organization these considerations would be relevant when designing one

  • What are the roles and the career pathways under consideration?
  • How would you access, identify, attract, and retain top talents?
  • What Cultural Ecosystems are you planning to scale in?
Changes with Recruitment Processes

Undoubtedly, with all the changes going on, recruitment processes are fast changing. The old transactional approach to recruitment may no longer work. Processes such as asking for references are quite becoming extinct because with the use of psychometrics testing an organization can identify an individual’s skills, behavior, and motivations. These test questions will find a way to funnel the suitable candidates who match the role and company culture. Of course, the more senior the role, the more important a recruitment process will be. Needless to also point out that Entry-level hiring will also be processed with importance as the quality of a team in any organization will come directly from the quality of candidates hired especially at the entry level.

The artisan type recruitment becomes marginalized by analytics and procedural approaches to recruitment.

Also, important to note that candidates will also become more selective to the companies they apply to. This trend follows the fact that most job seekers today fall into the millennial bracket, and for this group of persons, work is beyond having a job but made of consideration of other values.


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