{"id":5618,"date":"2019-04-15T15:07:11","date_gmt":"2019-04-15T19:07:11","guid":{"rendered":"https:\/\/www.epsi-inc.com\/?p=5618"},"modified":"2023-03-27T13:50:00","modified_gmt":"2023-03-27T17:50:00","slug":"sustainable-approach-talent-management-context-skilled-labor-shortage-possible","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/sustainable-approach-talent-management-context-skilled-labor-shortage-possible\/","title":{"rendered":"Is a sustainable approach to talent management in a context of skilled labor shortage possible?"},"content":{"rendered":"\n<p>Les d\u00e9fis associ\u00e9s \u00e0 la p\u00e9nurie de main-d\u2019\u0153uvre qualifi\u00e9e sont multiples et varient d\u2019un secteur d\u2019activit\u00e9s \u00e0 un autre. Les organisations doivent travailler d\u2019arrache-pied afin d\u2019accro\u00eetre leur pouvoir d\u2019attraction et d\u2019avoir une \u00ab marque employeur \u00bb qui se diff\u00e9rencie de celle de la concurrence. Pr\u00e9sence accrue sur les m\u00e9dias sociaux, horaire de travail flexible et environnement de travail stimulant font partie des pistes de solution actuelles et sont g\u00e9n\u00e9ralement consid\u00e9r\u00e9s pour des r\u00e9sultats \u00ab court terme \u00bb en raison de leur pouvoir d\u2019attraction imm\u00e9diat.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Y a-t-il des solutions?<\/strong><\/h4>\n\n\n\n<p>Les solutions \u00e0 plus long terme sont fortement sugg\u00e9r\u00e9es en raison de leur capacit\u00e9 \u00e0 fid\u00e9liser et \u00e0 retenir les talents. \u00c9valuer le potentiel des talents et non la ma\u00eetrise actuelle de leurs comp\u00e9tences ou de leurs connaissances, cibler \u00e0 l\u2019embauche des talents partageant des valeurs communes \u00e0 l\u2019organisation, mettre en \u0153uvre des programmes de d\u00e9veloppement des comp\u00e9tences ou sonder le niveau de mobilisation des employ\u00e9s par l\u2019implantation de strat\u00e9gies de sondage, par exemple. Ces solutions \u00e9prouv\u00e9es permettent g\u00e9n\u00e9ralement aux organisations d\u2019avoir une approche durable en mati\u00e8re de gestion des talents et d\u2019\u00eatre moins susceptibles ou de ne pas \u00eatre affect\u00e9es directement par la p\u00e9nurie actuelle de main-d\u2019\u0153uvre qualifi\u00e9e.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Quelques questions \u00e0 se poser<\/strong><\/h4>\n\n\n\n<p>Il est \u00e9vident que chaque organisation doit travailler \u00e0 l\u2019int\u00e9rieur de ses limites et de ses capacit\u00e9s (c.-\u00e0-d., ressources financi\u00e8res, ressources humaines, orientations strat\u00e9giques, livrables op\u00e9rationnels, \u00e9ch\u00e9anciers, etc.) dans la r\u00e9alisation de certaines des activit\u00e9s \u00e9nonc\u00e9es ci-dessus. La priorisation des activit\u00e9s passe n\u00e9cessairement par une prise de conscience organisationnelle en mati\u00e8re de gestion des talents. Une organisation doit se poser des questions. Quels sont nos enjeux? Quelles sont nos forces et nos faiblesses? Qui sont nos comp\u00e9titeurs et que font-ils de mieux que nous?<\/p>\n\n\n\n<p>Par exemple, une organisation ayant un bon taux de r\u00e9tention de ses employ\u00e9s, mais qui n\u2019arrive pas \u00e0 attirer des candidats hautement qualifi\u00e9s devrait probablement travailler sur des strat\u00e9gies de mise en valeur de son image de marque. Voici un autre exemple: une organisation, qui offre d\u2019excellentes conditions de travail et des salaires plus \u00e9lev\u00e9s que la moyenne du march\u00e9, mais qui n\u2019arrive pas \u00e0 amener ses talents \u00e0 passer \u00e0 un autre niveau. Celle-ci devrait assur\u00e9ment opter pour une strat\u00e9gie de d\u00e9veloppement des comp\u00e9tences ou d\u2019\u00e9valuation du potentiel \u00e0 l\u2019embauche. En somme, les d\u00e9fis d\u2019une p\u00e9nurie de main-d\u2019\u0153uvre qualifi\u00e9e sont importants et ne cesseront de cro\u00eetre dans une perspective \u00e0 court et \u00e0 moyen terme. Or, plusieurs solutions parfois m\u00eame \u00e0 l\u2019interne, sont disponibles afin de les surmonter. En conclusion, cela est possible d\u2019avoir une approche durable. Il suffit de bien planifier les solutions et de les mettre en \u0153uvre efficacement afin d\u2019obtenir les r\u00e9sultats escompt\u00e9s.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Les d\u00e9fis associ\u00e9s \u00e0 la p\u00e9nurie de main-d\u2019\u0153uvre qualifi\u00e9e sont multiples et varient d\u2019un secteur d\u2019activit\u00e9s \u00e0 un autre. Les organisations doivent travailler d\u2019arrache-pied afin d\u2019accro\u00eetre leur pouvoir d\u2019attraction et d\u2019avoir une \u00ab marque employeur \u00bb qui se diff\u00e9rencie de celle de la concurrence. Pr\u00e9sence accrue sur les m\u00e9dias sociaux, horaire de travail flexible et [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":9284,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[75,76],"tags":[],"class_list":["post-5618","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips-and-tricks","category-post"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Is a sustainable approach to talent management in a context of skilled labor shortage possible? &#8211; EPSI Blog<\/title>\n<meta name=\"description\" content=\"In this article by Nicolas Roy, Vice President at EPSI, find out how to better retain talent and enhance employee loyalty.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/epsi-inc.com\/en\/sustainable-approach-talent-management-context-skilled-labor-shortage-possible\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Is a sustainable approach to talent management in a context of skilled labor shortage possible? 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