AS we begin 2014, global organizations have left the recession in the rear-view mirror and are positioning themselves aggressively for growth. Sluggishness has given way to expansion. Retrenchment has been replaced by investment. The need for caution has been superseded by the need to take action. Yet as the economic recovery takes hold, businesses realize that the workforce today has changed. Skills are scarce, workers have high expectations, and Millennials are now in charge. Enter the 21st-century workforce. The 21st-century workforce is global, highly connected, technology-savvy, and demanding. Its employees are youthful, ambitious, and filled with passion and purpose. Millennials are a major force—but so are older workers, who remain engaged and valuable contributors. Critical new skills are scarce—and their uneven distribution around the world is forcing companies to develop innovative new ways to find people, develop capabilities, and share expertise. [Introduction, p. 2]
Deloitte's 2014 global survey identified the top 10 findings of global human capital trends, and outlined an agenda to guide business and HR leaders as they pivot between the recession and future growth strategies. Companies cited four issues as the most urgent: leadership, retention and engagement, the reskilling of HR, and talent acquisition and access.
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