IBM’s HCM 2008 Survey
“Unlocking the Codes to the Adaptable Workforce” is the title of IBM’s Global Business Services, Human Capital Management survey. You can download a copy by clicking here.
We are living either in the transition to, or already in the Integral Age. It’s great news that the importance of our workforces is taking a front row seat in this transition. As the entirety of human knowledge, from the East and from the West, is available to the human species for the first time in our history, our next challenge is how do put it together so all of our collective knowledge acts as a map of where we’ve been, where we are, and points, optimistically to the future. What this means for businesses, I am convinced, is a greater adeptness at understanding human nature, conflict, success and change. Sitting at the center of these maps is (along with a few other keys) an innate capability to adapt.
I am highlighting three main points in the summary.
More than ever, today’s global organization are focusing their time and attention on maximizing the value of their workforces. As corporations, nonprofits and government entities are becoming more globally integrated, and as traditional geographic and competitive boundaries disappear, the need to identify, develop and connect talent has never been more critical.
The next major human change, currently underway, is a massive movement to connect everything to everything else. In that connection, networks, meshworks, and hubs will become the organizing medium around which our lifestyles revolve. The businesses that adapt to this new organizing principle, will not only thrive themselves, but are positioned to “help others thrive” as well.
The next point is actually several in one. This study discerns 4 main areas of focus for unlocking the adaptive workforce. They are:
- The development process that leverages an adaptive workforce that can rapidly respond to changes in the outside market.
- Leadership to guide individuals through change and deliver results.
- An integrated talent management model that addresses the entire employee lifecycle.
- Data and information to deliver strategic insights and measure success.
These areas of focus come from the Human Resource executives, and as the study points out, they guide not only the HR function but the entire organization. The objective I have for this site to show that if we begin to understand human adaptability as a key to human nature, these areas of focus are set inside of large view of the business and the environment in which it operates. I am also convinced, that the companies the take this big picture view are the companies that will not only lead stronger, more flexible workforces, they uniquely position themselves in a time of change and transition that will yield results way beyond the bottom line of profit.
The last point I am highlighting is:
We have realized the external pace of change will require us to address workforce transformation continually, rather than treat it as a bounded event.
It is important to realize that solving the challenges of workforce management is a long view project. It will not happen overnight, it is messy and filled with fits and starts, and at it’s core is inherently fulfilling work for those that openly and honestly engage it.
