(From PRNewswire) -- As global organizations grapple with a more technologically intensive and complex agenda, fissures in traditional approaches to talent management and leadership development are increasingly visible.  This was a key theme that emerged at ON Talent, an invitation-only discussion hosted at Deloitte University where leading names in talent argued that the prevailing models of talent development no longer hold.  New models like the corporate lattice that are better attuned to the times must be adopted or the risk of HR becoming less relevant is high.

"The system is broken," said Annmarie Neal, founder of the Center for Leadership Innovation.  "If the economic models of the last era of business won't translate to today's environment, why would our organizational and talent models translate? In fact, the way we have traditionally approached talent can be an impediment in the 21st century."

ON Talent explored the future of talent in a post-digital environment, where technology, cloud, social, analytics, mobile, and cyber-security are embedded in the workplace and long-standing assumptions are being challenged.  The conversations included deep-dive discussions on the following themes:

  • The changing social contract between employee and employer
  • How new technology is changing the way employees connect, work and generate high performance
  • The imperative to augment "gut judgments" with analytics

"It is clear that we need to re-evaluate and recalibrate much of our approach to talent and leadership as a result of the new business dynamics, social changes and the work styles of today's global employees," said Jeff Schwartz, principal, Deloitte Consulting LLP and ON Talent chair.  "The perspectives brought forth at ON Talent will help to identify new strategies for a world transformed by technology, the human cloud, mobile and social media."