Learning & Development

Talent management is key to innovation

By Cornerstone OnDemand and IDC
Learning & Development
Published: 18 May 2018

A new study, “Future Culture: Building a Culture of Innovation in the Age of Digital Transformation” by Cornerstone and IDC, shows a direct relationship between an organisation’s speed of innovation and talent management. How an organisation finds talent, their appraisal process, how employees recommend the organisation they work for to others, and how much the employees collaborate are all tell-tale signs of an organisation’s speed of innovation.

The research shows that organisations with a steady stream of new products and services are more likely to have an ongoing feedback process with employees, rather than an annual performance review, while organisations with a slower rate of innovation often use coaching and mentoring to develop employees. Read the report to find out more about what factors distinguish the different organisational archetypes, the effects on speed of innovation, and the link to talent management in the age of digital transformation.

Largest study of its kind
This is the third year of the major European study, the largest of its kind, which this year focuses on the topic of innovation and organisational culture. Almost 2,000 interviews were conducted with managers in HR, IT, and line of business in companies with more than 500 employees from 14 countries, including Sweden.

According to the study, most Nordic companies are already well on their digital transformation journey. The main challenge to an organisation’s digital transformation success across the region is “cultural resistance to change” (28%), followed by “legacy IT systems” (26%).

Nordic organisations still believe that it is “difficult to find and retain the right talent” (23%), but it is interesting to note that “lack of know-how to execute objectives” is (20%), and that “lack of internal innovation “(21%) ranks higher among Nordic companies this year compared to last year. This may indicate that the challenge has shifted over the last 12 months for Nordic operations to converting their transformation practices into business value.

Key findings
The comprehensive study also shows that:

  • Internal recruitment is the most common recruitment method in the Nordic countries (56%), especially in Finland, and that recruitment platforms are also popular, topping the list of recruitment methods in the Nordics (61%). University traineeship programmes and referrals are less common in the Nordic countries compared to the rest of Europe.
  • Key requirements recruiters are looking at are: job skills, education, and problem-solving skills, while factors such as cultural fit were considered less important in the Nordic countries than elsewhere in Europe. In Sweden, it is more important than in the rest of Europe to create diversity in the workplace. In its recommendations, the study points out diversity is critical to bringing in fresh new thinking and creating competitive advantage.
  • Previous studies have looked at how well HR, IT, and the rest of the business work together, crucial to make digitalisation work in a good way. Of the Nordic countries, Sweden is the most balanced in terms of how well the three functions work together, but there is still room for improvement, particularly in terms of cooperation between IT and business, while HR and IT have moved closer to each other compared to the last year’s research.

“Digital transformation, automation and artificial intelligence have propelled us into the Skills Economy, where businesses need to develop and embrace new skills to drive innovation. Everyone agrees that innovation is crucial if businesses are to survive in a fast-moving digital world, but innovation can be abstract and difficult to define. The study’s findings provide a clear link between speed of innovation and talent, and why it is so important,” said Vincent Belliveau, executive vice president and general manager EMEA, Cornerstone OnDemand. “The research makes it easier for organisations to understand where to focus their efforts on what really makes a difference. No matter what industry you’re in or what defines you as an organisation, it is possible to accelerate speed of innovation by attracting and developing the right talent, so they will flourish in the future workplace.”