Oracle Information InDepth

MIDSIZE EDITION

Oracle
Oracle Accelerate for Midsize Companies

Stay Connected

Oracle Blog Oracle on Twitter Oracle on Facebook Google+ Oracle on Youtube

October 2013

Subscribe Subscribe Forward Forward
 

Back to the main page

Q&A: Talent Management Expert and Evangelist Pamela Stroko on the Current State of Employee Engagement

An expert in the field of talent management, Pamela Stroko has a track record of driving business performance through talent strategies in organizations such as ICI London, RR Donnelley & Sons, The Coca-Cola Company, and Gap Inc. In the following interview she explains the challenges of employee retention and engagement—and provides recommendations for midsize organizations that ensure talent development and retention.

Q. Is there currently an epidemic of employee disengagement?
A. I wouldn’t say epidemic. What we are seeing today has been a long-standing issue as disengagement has hovered between 70 and 73 percent for the last several years. A 2013 Gallup poll revealed that 70 percent of US workers were either not engaged or actively disengaged. And the costs are huge. We are talking about an estimated US$450 to US$550 billion in lost productivity every year—just in the US alone.

Q. Disengagement is a perennial problem. Why should companies be concerned now?
A. Research indicates that between 2014 and 2018, we are going to witness a huge talent exodus in the US, with about 37 million people—more than 23 percent of the workforce—shifting jobs. Meanwhile, companies are going to have fewer qualified people to choose from, especially as evolving roles in a revitalized manufacturing industry change the kinds of skills required. That will make attracting and retaining employees a top priority for growing organizations.

Q. What is driving this talent exodus?
A. Many factors are coming together to create this perfect storm. There's pent-up demand after the recession. A big wave of baby boomers are going to retire. And there is a shortage of people aged 40 to 55, who tend to fill valuable middle management roles. Meanwhile, hiring managers are observing that people under the age of 30—the Millennials—are switching jobs much more often than their older peers. Rather than seeking a long-term relationship with an employer, Millennials want to develop their portfolio of skills and capabilities and are willing to change jobs more often to do it.

Q. How can companies respond?
A. One thing employers can do is to start looking for the almost-ready. These are people who may not have all the skills required for a given position, but who have demonstrated three or four key skills—and have shown they can adapt, learn, and grow. Of course, organizations that take this approach will want to have tools at hand and a clear strategy to help with career development and planning.

Q. Where should a midsize organization start in terms of building engagement? What are the must-haves?
A. Midsize organizations have unique advantages. For instance, many can offer positions with a broader scope of work that allows employees to gain more responsibility faster. But midsize companies will also experience challenges as a result of departures and disengagement—and they’ll have to compete with larger firms during the coming talent exodus. I recommend that when the executives of a midsize organization start the selection process for human capital management and talent management software, Oracle should be the first vendor to contact. Only Oracle can offer solutions to

  • Expand influence by driving real business growth, empower people, and create a great employee experience with Oracle Human Capital Management Cloud.
  • Boost efficiency and improve service delivery by cutting through the red tape of workforce management with a mobile user-friendly platform that encourages accountability and compliance with HR for operations
  • Find, acquire, and retain the right talent to define the company by aligning corporate strategy and employee goals using Oracle Talent Management Cloud
  • Use cloud, social, and mobile tools to help deliver a great employee experience, as well as enable employees to gain valuable insights and help the company grow with HCM for technology leaders

Learn more about Oracle solutions for employee engagement.

Back to Top
 
 

Please send questions or comments to newsletter_feedback_us@oracle.com.

This document is provided for information purposes only, and the contents hereof are subject to change without notice. This document is not warranted to be error-free, nor is it subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose. We specifically disclaim any liability with respect to this document, and no contractual obligations are formed either directly or indirectly by this document. This document may not be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without our prior written permission.

Copyright © 2013, Oracle and/or its affiliates. All rights reserved.
Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners.

Intel and Intel Xeon are trademarks or registered trademarks of Intel Corporation. All SPARC trademarks are used under license and are trademarks or registered trademarks of SPARC International, Inc. AMD, Opteron, the AMD logo, and the AMD Opteron logo are trademarks or registered trademarks of Advanced Micro Devices. UNIX is a registered trademark of The Open Group.

  Hardware and Software, Engineered to Work Together Contact Us | Legal Notices and Terms of Use | Privacy Statement
 
Oracle Corporation

NSL100236992

Oracle Corporation - Worldwide Headquarters, 500 Oracle Parkway, OPL - E-mail Services, Redwood Shores, CA 94065, United States

Your privacy is important to us. You can login to your account to update your e-mail subscriptions or you can opt-out of all Oracle Marketing e-mails at any time.

Please note that opting-out of Marketing communications does not affect your receipt of important business communications related to your current relationship with Oracle such as Security Updates, Event Registration notices, Account Management and Support/Service communications.