Abstract
The Fourth Industrial Revolution (4IR) and the COVID-19 pandemic led to the transformation of the world of work, as virtual working arrangements became mainstream. The surge in virtual working arrangements presents new challenges to business leaders and human resource (HR) professionals: the world of work underwent a seismic shift, so too must talent management (TM) professionals adapt. Traditional TM practices may not be suitable to attract, retain and develop talent in a hybrid context, therefore, it is important to understand how TM has evolved in the new era of hybrid working.
This study set out to explore how TM practices have evolved and adapted in the context of hybrid working. A qualitative study was employed. Eight HR and TM professionals from eight companies in the private sector who have adopted the hybrid work approach were interviewed. Data was collected through semi-structured interviews, followed by thematic analysis.
The findings indicate that TM practices were adapted by accelerating the adoption of virtual tools and platforms in processes such as recruitment, onboarding and training. Hybrid work and its associated radical flexibility has emerged as a key factor in employee retention. With benefits such as an enhanced employee value proposition (EVP) offering and a wider sourcing pool, hybrid work is set to remain a feature in TM practices.
Tension exists between management and employees, as employees continue to vocalise the importance of hybrid work. Challenges faced by organisations that implement the hybrid work approach include the requirement for leaders and managers to evolve and embrace new ways of leading people. Moreover, a shift has taken place in the expectations of employees post COVID-19, as they now regard flexibility as an inherent requirement for them to remain at an organisation, as it allows for a more holistic work-life fit.
Companies are urged to take an intentional approach to hybrid work and to employ employee listening strategies to remain connected to the preferences of employees.
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Furthermore, companies are encouraged to integrate hybrid work practices into their TM strategy.
Key words:
hybrid workforce, talent management, COVID-19, Fourth Industrial Revolution, remote work practices, virtual work practices.