Name: Top 4 emerging talent trends in the next decade
Uploaded: 2024-04-29T15:45:45.689Z
Duration: 395.32
Description: In the ever-changing landscape of HR and talent management, it's crucial to stay ahead of the curve. Learn how certainty in uncertain times and the power of analytics are reshaping the industry. Discover with Dave Ulrich, Author and Professor, the top four trends impacting HR this year.

Deve Ulrich v2.mp4

Deve Ulrich v2.vtt

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We study what's next.

{{00:00:02}}
We always try to anticipate some of the
trends, future agenda of where HR and

{{00:00:07}}
talent can create value going forward.

{{00:00:22}}
As we look to the future, we face
an incredible time of uncertainty.

{{00:00:26}}
We don't know what's going to happen.

{{00:00:28}}
We don't know what's going to happen
economically, socially, politically.

{{00:00:31}}
So in that world of uncertainty, one
of the trends is to focus on certainty.

{{00:00:37}}
When I don't know the future.

{{00:00:39}}
I stop and I say, what am I personally
or what are we as a company certain

{{00:00:44}}
about at a personal level when COVID hit

{{00:00:47}}
I've been traveling
extensively for decades.

{{00:00:50}}
I wasn't traveling.

{{00:00:52}}
So what am I certain about
in an uncertain world?

{{00:00:55}}
For me, it was a commitment to
learning and to helping others do

{{00:00:58}}
their learning for each of you in a
world of uncertainty in the future.

{{00:01:03}}
Start by saying, what am I certain about?

{{00:01:07}}
What are my values?

{{00:01:08}}
What are my goals?

{{00:01:09}}
What do I know for sure, regardless
of what might happen in the future?

{{00:01:14}}
So the trend of uncertainty
requires a response of certainty.

{{00:01:19}}
The principles of certainty.

{{00:01:20}}
I am deeply committed to learning.

{{00:01:22}}
I don't know if that means I'm
going to be a professor, I'm going

{{00:01:24}}
to be a consultant, I'm going to
travel, I'm going to do video.

{{00:01:27}}
I don't know.

{{00:01:28}}
But I know I'm going to learn.

{{00:01:30}}
So my comment to each of you
listening, what are you certain about?

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Who can you trust?

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What are your values?

{{00:01:36}}
How do you define success?

{{00:01:38}}
When you have that certainty, what happens
outside of you doesn't matter as much.

{{00:01:43}}
And so one of the trends that
I think companies have to face,

{{00:01:46}}
what are we certain about?

{{00:01:48}}
We will innovate.

{{00:01:49}}
We will serve customers.

{{00:01:51}}
We will build customers
as part of who we are.

{{00:01:54}}
That's our certainty.

{{00:01:55}}
And no matter what industry we're in,
no matter what happens politically

{{00:01:58}}
or socially or economically,
when we're certain, we are able

{{00:02:02}}
to move forward with progress.

{{00:02:10}}
Once we figure out what we're more
or less certain about, we've got to

{{00:02:13}}
track it, we've got to measure it.

{{00:02:15}}
HR is a field where everybody has
an opinion and it's so exciting to

{{00:02:19}}
say, what do you think about HR?

{{00:02:21}}
And they have an opinion, but
they often don't have data.

{{00:02:24}}
We love analytics.

{{00:02:26}}
We love data.

{{00:02:27}}
We love evidence.

{{00:02:29}}
And what analytics does is it takes
individual opinions and creates patterns.

{{00:02:34}}
And so I think one of the
trends is going to be how do

{{00:02:37}}
we see patterns in what we do.

{{00:02:39}}
The other part of analytics
that's so critical is it doesn't

{{00:02:43}}
start with activity but outcome.

{{00:02:45}}
HR is not about HR.

{{00:02:47}}
It's about doing HR so that we
create value with a customer,

{{00:02:51}}
with an investor, with a strategy.

{{00:02:54}}
I think a trend is going to be an
increasing connection between what

{{00:02:58}}
we do inside the firm in managing
people, talent, and organisation, and

{{00:03:02}}
how it creates value outside through
evidence and through analytics.

{{00:03:06}}
What are we measuring?

{{00:03:13}}
What are we tracking?

{{00:03:15}}
It's a subset of analytics,
but it's a trend.

{{00:03:17}}
We don't want to just
measure how much we did.

{{00:03:20}}
How many people got 40 hours of training?

{{00:03:22}}
No, that's not very interesting.

{{00:03:23}}
How many got people training so that
our customers bought more products?

{{00:03:29}}
Well, that's the outside in trend.

{{00:03:31}}
So we have a trend of certainty.

{{00:03:33}}
We have a trend of analytics.

{{00:03:34}}
We have a trend of analytics that
create value in the external marketplace

{{00:03:39}}
with customers, with investors.

{{00:03:41}}
What can we do now?

{{00:03:42}}
Get to know the business.

{{00:03:44}}
When HR walks into a room, our first
impression is here comes the HR person.

{{00:03:50}}
That should be our second impression.

{{00:03:52}}
The first impression should be
here comes a great business person.

{{00:03:56}}
He or she is going to talk about
our customers and what we're trying

{{00:03:59}}
to do to serve them, our investors,
either debt or equity, and what

{{00:04:02}}
we do to meet their needs, our
communities, where we live and work,

{{00:04:05}}
our strategy, where we invest to grow.

{{00:04:08}}
Once we get that the HR person
is committed to those outcomes,

{{00:04:11}}
customer investor strategy.

{{00:04:14}}
Then we say, how do you manage your
people, your organisation and your

{{00:04:19}}
leadership to make that happen?

{{00:04:27}}
The fourth trend becomes so critical
when HR sits at a business discussion.

{{00:04:32}}
What do they talk about?

{{00:04:34}}
Often when we do sessions, it's
always about people, human, human,

{{00:04:37}}
human, the employee, the workforce,
the people, labor competence.

{{00:04:41}}
Do we have the right people?

{{00:04:42}}
right skills, right place.

{{00:04:44}}
We totally agree.

{{00:04:46}}
But we believe the trend has to evolve.

{{00:04:49}}
You've got to have great people, but
you've got to have even greater teams.

{{00:04:53}}
Talent counts.

{{00:04:55}}
Teamwork manages more or
individual competencies matter.

{{00:04:59}}
Organisational capabilities matter more.

{{00:05:02}}
So in our world, the
trend in HR is very clear.

{{00:05:07}}
I'm gonna show my fingers to show talent.

{{00:05:09}}
We've got to have great people.

{{00:05:11}}
My fist means those people
come together in a team.

{{00:05:14}}
Leadership is the combination.

{{00:05:16}}
So in any business discussion, HR, in
world of certainty, with analytics,

{{00:05:22}}
to build value in the marketplace,
do we have the right people?

{{00:05:25}}
Do we have the right organisation?

{{00:05:26}}
And do we have the right leadership?

{{00:05:28}}
And those three elements combined are
the levers for HR to create value.

{{00:05:34}}
As we look at those future trends,
managing uncertainty, managing

{{00:05:38}}
analytics, managing outside
in, managing human capability,

{{00:05:41}}
talent, organisation leadership,
we've got to invest in ourselves.

{{00:05:45}}
I think HR is often
the cobbler's Children.

{{00:05:48}}
It's the preacher's son or
daughter who's not worthy.

{{00:05:51}}
We've got to make sure that while we
build training for others, we develop,

{{00:05:55}}
we train, we invest in ourselves.

{{00:05:57}}
I was in a company once it was doing
executive leadership development.

{{00:06:00}}
They had a day on strategy, a day
on finance today and customers a

{{00:06:03}}
day on marketing global changes.

{{00:06:05}}
They didn't design a day on people.

{{00:06:07}}
So I said to them, if you're in
HR and you're building a program

{{00:06:11}}
and you're not even talking about
people, why should anyone care?

{{00:06:15}}
We've got to care for ourselves.

{{00:06:17}}
We've got to develop ourselves.

{{00:06:19}}
We've got to learn.

{{00:06:19}}
We've got to step up with the courage,
with the conviction, with the desire

{{00:06:24}}
to make a difference and invest in
ourselves so that we go forward.

We always try to anticipate some of the
trends, future agenda of where HR and

As we look to the future, we face
an incredible time of uncertainty.

We don't know what's going to happen
economically, socially, politically.

So in that world of uncertainty, one
of the trends is to focus on certainty.

I stop and I say, what am I personally
or what are we as a company certain

I've been traveling
extensively for decades.

So what am I certain about
in an uncertain world?

For me, it was a commitment to
learning and to helping others do

their learning for each of you in a
world of uncertainty in the future.

Start by saying, what am I certain about?

What do I know for sure, regardless
of what might happen in the future?

So the trend of uncertainty
requires a response of certainty.

I don't know if that means I'm
going to be a professor, I'm going

to be a consultant, I'm going to
travel, I'm going to do video.

So my comment to each of you
listening, what are you certain about?

When you have that certainty, what happens
outside of you doesn't matter as much.

And so one of the trends that
I think companies have to face,

We will build customers
as part of who we are.

And no matter what industry we're in,
no matter what happens politically

or socially or economically,
when we're certain, we are able

Once we figure out what we're more
or less certain about, we've got to

HR is a field where everybody has
an opinion and it's so exciting to

And they have an opinion, but
they often don't have data.

And what analytics does is it takes
individual opinions and creates patterns.

And so I think one of the
trends is going to be how do

The other part of analytics
that's so critical is it doesn't

It's about doing HR so that we
create value with a customer,

I think a trend is going to be an
increasing connection between what

we do inside the firm in managing
people, talent, and organisation, and

how it creates value outside through
evidence and through analytics.

It's a subset of analytics,
but it's a trend.

We don't want to just
measure how much we did.

How many people got 40 hours of training?

How many got people training so that
our customers bought more products?

We have a trend of analytics that
create value in the external marketplace

When HR walks into a room, our first
impression is here comes the HR person.

The first impression should be
here comes a great business person.

He or she is going to talk about
our customers and what we're trying

to do to serve them, our investors,
either debt or equity, and what

we do to meet their needs, our
communities, where we live and work,

Once we get that the HR person
is committed to those outcomes,

Then we say, how do you manage your
people, your organisation and your

The fourth trend becomes so critical
when HR sits at a business discussion.

Often when we do sessions, it's
always about people, human, human,

human, the employee, the workforce,
the people, labor competence.

You've got to have great people, but
you've got to have even greater teams.

Teamwork manages more or
individual competencies matter.

So in our world, the
trend in HR is very clear.

I'm gonna show my fingers to show talent.

My fist means those people
come together in a team.

Expert Insight

In the ever-changing landscape of HR and talent management, it's crucial to stay ahead of the curve. Learn how certainty in uncertain times and the power of analytics are reshaping the industry. 
Discover with Dave Ulrich, Author and Professor, the top four trends impacting HR this year. 

Leadership & Teams

Talent Acquisition

Future Trends

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Dave Ulrich

Discover insights from other experts

Author I Professor 

Join Ulrich as we uncover the trend of uncertainty and how using certainty can combat it.  

Embracing uncertainty

 Hear why Ulrich feels data is a trend HR can't ignore. 

Data-driven HR

Ulrich shares the importance of aligning HR initiatives with broader business goals for maximum value creation.

Driving business impact

Explore the pivotal role of talent, organisation, and leadership in driving business value. 