Join us at our latest Talent Management Forum
Over the last decade we have seen fundamental shifts in employment models: full-time employed workers commuting to the same physical place of work day-in day are an ever-decreasing majority. Flexible hours, flexible locations, virtual working, zero-hours contracts and of course freelance gig-workers are now commonplace. For example the ONS estimates self-employment has grown by 26% over the last decade, with nearly 5 million workers, or 15% of the workforce now self-employed. At the same time recent court cases (Uber, Pimlico Plumbers, Deliveroo, DPD, and Parcelforce to name a few) are forcing companies to reassess the fairness of some of the most flexible contracts, and may signal more shifts in employment models.
But our talent management practices have not undergone similar fundamental shifts. Forced distributions, performance ratings, potential assessments, and the much maligned 9-box grid have been widely used for at least 20 years, when full-time employment was the norm and zero-hours unheard of.
Perhaps that is why 47% of respondents to Roffey Park’s 2017 Management Agenda rated their approach to talent management as weak, and only 13% of respondents agreed their organisation was prepared for the Gig Economy.
So how do we need to change our talent management approaches to reflect the variety of employment models? How can we identify, retain and develop ‘talent’ when they are not employees? Do approaches need to be tailored for different generations and different cultures? And will there even be a role for talent management as workforces become increasingly automated? After all, you don’t need to 9 box grid a robot.
Join us for a lively debate with some practical recommendations at Wallace Space on 1 June.
Timings and fees
9.30 am – 2 pm with lunch
at the Wallacespace, Covent Garden
£85 +VAT per person