The microscope on talent is in sharp focus and HR has more programs and processes to manage talent than ever before. Yet many CEOs continue to see talent management as an escalating risk. The truth is that market realities across the world are so fundamentally different that one size solutions almost never succeed.

Talent Economics is a refreshingly new, outside-in view on talent, which brings workforce analysis, management practice and strategy together. It uses economic inquiry as a discipline to present a brand new perspective in talent management - as simply put - economics is the study of how the forces of supply and demand allocate scarce resources. Talent Economics presents business leaders an opportunity to step back and understand the ebb and flow of global talent, before translating this new understanding into a winning strategy.

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Breaking News

    CAPABILITY GAMES : YOUR CAREER IS NOW THE ULTIMATE MULTIPLAYER GAME. over 1 year ago
  • Best selling author of Talent Economics, Gyan Nagpal, shares his observations on disruptive career and hiring models in this month's Global Recruiter magazine.
    https://magazine.theglobalrecruiter.com/2017/05/15/gr-177-asia-pacific-capability-game/pugpig_index.html

    http://talenteconomics.com/blog/10


  • Gender issues in Asian Leadership over 1 year ago
  • View the Tweetchat that Gyan Nagpal co-lead here https://twitter.com/i/moments/865154854024564738


  • Join Gyan Nagpal on this tweet-chat on women in Asian business (18 May 2017 : 11am Paris) over 1 year ago
  • • Gyan Nagpal, @gyannagpal Founder of the Talent Economics Movement, Bestselling Author, Talent Strategist, CEO of PLGA Consulting (Singapore)    will be joined by : Audrey Tan, @audreytan, Co-founder of Angels of Impact and Playmoolah (Singapore), Aadil Bandukwala, @aadil Outbound Hiring Maven, Belong.co Entrepreneurship Development Institute of India. (India), Mario Ferro, @Mario4change Co-founder & CEO of Wedu Global (Thailand), Melissa Lim, @melzaza1 Founder of LadyBoss (Singapore) and Sarah Chen, @scsarahchen Corporate Ventures & Innovation. Co-Founder of Asia Women Circle (Malaysia)


  • Join Capstone and PLGA's Masterclass on Talent Centric Leadership on 3rd May 2017 over 1 year ago

  • Gyan Nagpal presents brand new Full Spectrum Research at the HRBP congress in Singapore over 1 year ago

  • New Talent Economics Programs Announced over 1 year ago
  • Programs will be held in Johannesburg, London, Bali and Hong Kong over the (Northern) Summer.  http://talenteconomics.com/become-talent-ecomomist


  • Talent Economics Executive Masterclass almost 2 years ago
  • The evening masterclass, hosted by the SP Jain Global Business School in Singapore, was attended by 50 business leaders and graduate students


  • 15 new Talent Economists join our global community in October about 2 years ago
  • The program, in Cape Town South Africa from 19-21 October, takes our global community of masters to 404.


  • 24th October 2016 - Exclusive CXO Roundtable led by Gyan Nagpal in Dubai. about 2 years ago
  • The morning summit will be held at the Ritz Carlton DIFC, and is by invitation only. 


  • Talent Economics Masterclass in Dubai this October about 2 years ago
  • 16 October 2016 at the Middle East Society for Human Resource Management- Leadership Conclave


  • Talent Economics Masterclass in London this November about 2 years ago
  • 16 November 2016 at the Europe Middle-East and Africa HR Summit - Pre-Conference Masterclass

    Talent 25 :  Managing People in an Age of Disruption

    This practical and highly interactive master class helps an HR leader build talent foresight; and provides practical tools which are customisable across emerging and developed markets alike.The microscope on talent is in sharp focus, and organisations have more programs and processes to manage talent than ever before. Yet, 93% of CEOs express an overall dissatisfaction with their company’s talent agenda. The truth is that market realities Durban, Dubai, Delhi or Dalian are so fundamentally different, that one-size solutions almost never succeed.

    In this master-class, award winning strategy coach Gyan Nagpal presents compelling evidence that the predominantly reactive talent practices and programs in common use today only end up making a risky situation worse. According to ground-breaking research, published in his best-selling new book “Talent Economics: The Fine Line Between Winning and Losing the Global War for Talent”, true progress towards winning the war for talent begins with clarity on what the workforce of the future will look like, and ends with talent strategy which is deeply anchored within the business.


  • Listen to the Introduction to Talent Economics Webinar over 2 years ago
  • This 50 minute webinar covers the basic concept, construct and value of Talent Economics as a subject. 


  • Upcoming Programs Across the World over 2 years ago
  • The Certified Talent Economist Program goes to Singapore in August, Windhoek, Namibia in September, Cape Town, South Africa in October and Mumbai India in November this year. Sing up now if you want to join our exclusive community of 400 masters and gain access to over a hundred research resources.


  • IBM rates Talent Economics in the top 3 topics relevant to HR leaders over 2 years ago
  • https://www.ibm.com/blogs/smarter-workforce/2016/04/start-the-conversation-3-topics-top-of-mind-for-hr-executives/


  • Talent Economist Programs Across the world over 2 years ago
  • The Certified Talent Economist Program goes to Johannesburg and Mumbai  in April ; Dubai and Singapore in May; London and Windhoek in July. 


  • Gyan Nagpal's " Talent 2025" Masterclass In London this November over 2 years ago
  • Europe Middle-East and Africa HR Summit - Pre-Conference Masterclass. 16 November 2016


  • Glimpses of the SIM Keynote on 11th March almost 3 years ago
  • Bestselling Author Gyan Nagpal presented the first keynote and participated in a panel discussion on the Future of Work. see glimpses of the event here


  • Gyan Nagpal Keynote at Recruitment Thinktank in Singapore almost 3 years ago
  • New-Gen Recruiting 2016 at Marriott Singapore on 9th March 2016


  • Talent Economics Keynote and book signing at Singapore Institute of Management almost 3 years ago
  • On 11th March 2016, join 300 business leaders and academics at the SIM Global Educational Conclave : SIM GE Industry Forum - "Collaborative Human Capital Development in the New Work World"


  • Join industry leaders discuss People Analytics at this years HR Analytics APAC Forum, 2016 almost 3 years ago
  • Gyan Nagpal presents a supply side view on the global talent system (12.oopm on 18 January 2016 )


  • Join The Talent Economics Panel Discussion with leading CFOs almost 3 years ago
  • Hosted by the ICAI Singapore Chapter , on 21st January 2016, at the Singapore Cricket Club. for more information go to : http://icai.org.sg/the-key-talent-trends-driving-asia-and-the-world/


  • 32 Senior Executives Participate in the Final Talent Economics Certification for 2015. about 3 years ago
  • At the completion of the program in Cape Town, our global community of Talent Economics experts stands at 210 from 27 countries spanning the globe. 10 cohorts are planned in 2016 across several global locations


  • Feedback on the Talent Economics Keynote at the Global Recruiters Summit. about 3 years ago
  • “The keynote session by Gyan Nagpal was mind opening, as the focus on trends from a macro perspective, such as population and demographic projections, really helped me look at recruitment and our market from a new angle in the present and into the future,” said Greg Chen, Secretary General of The Indonesian Outsourcing Association (ABADI) who were participating in the Summit for the first time.


  • Gyan Nagpal awarded the Learning Luminary Award by LNOD Roundtable about 3 years ago
  • The 2015 Learning Luminary awards were conferred to Dr Mrityunjay Athreya (Padma Bhushan), Dr Ric Roi (Russel Reynolds Associates), Gyan Nagpal (Bestselling Author of Talent Economics), Andrew Jefferson (author of the Six Disciplines of Breakthrough Learning), Ed Cohen (ex CHRO-Mahindra Satyam and author of Leadership Without Borders: Successful Strategies from World Class Leaders) and Dr Boris Groysberg (Harvard Business School)


  • Gyan Nagpal delivers the opening Keynote at Global Recruiter's APAC Summit about 3 years ago
  • Best selling author Gyan Nagpal started the programme with a session which examined the five talent trends prevalent in the Asia Pacific region and beyond. Nagpal explain how shifts in business strategy and employment preferences have changed the war for talent and how recruiters must be ready to adapt.


  • A Detailed Book Review of Talent Economics in Personnel Psychology over 3 years ago
  • A Cup Full of Insight  ( Book Review by Alexis Fink)

    Talent Economics, by Nagpal, is a broadly integrative work that packs a lot of conceptual punch into its 207 pages. The central premise of the book rests at the intersection of talent management, labor economics, and corporate strategy, but in making his central points, Nagpal frequently incorporates useful perspectives from adjacent disciplines such as history.

    Where many business books seem to take a handful of ideas and create something book length by examining the same ideas in excruciating detail, Nagpal's book is snappily paced, typically devoting no more than five paragraphs to each of the scores of meaty topics addressed. Nagpal takes his own advice in keeping a tight connection between the wide volume of data presented and the implications they suggest: “A pond full of information can sometimes be less useful than a cup full of insight” (p. 4). Completing this book feels a bit like completing a semester-long course in terms of the sheer volume of concepts presented.

    A book as densely packed with concepts and insights as Talent Economics runs the risk of feeling disjointed and dry. Surprisingly, it is neither. The book is well organized, and for the most part, there is a clear conceptual thread leading from one section to the next. Liberal use of headers, graphs, figures, lists, case studies, and diagnostics help keep things peppy and break up the pages visually. Occasionally, Nagpal personalizes the concepts with a personal anecdote or observation, such as illustrating globally falling birthrates with a look back at the changes in family size over three generations of his own family (see p. 60). A crisp, 13-page toolkit is included at the end and, in addition to highlighting items like the talent strategy assessment around which Chapter 6 on talent strategy is built, also includes an extensive list of website URLs for significant global organizations and projects that are relevant to the wide range of topics included.

    A key differentiator for this book is that it examines the global economy and global trends from the standpoint of someone living and breathing that milieu everyday—not just for the occasional business trip or a couple years as an expatriate. Nagpal is currently based in Singapore and is keenly attuned to the complexities and opportunities of a truly global economy and workforce. Particularly for those primarily rooted in an American viewpoint on the world, this sophisticated global analysis will be eye opening.

    The text itself is broken in seven sections. The first three sections set up the context and conceptual framework. These are relatively shorter. The next three sections form the bulk of the book, delving deeply into macro trends, micro insights, and a prescription for strategic assessment. The seventh section includes the toolkit referenced above.

    The book sets off at a sprint from the beginning, neatly summarizing the challenges at hand: “In the future, the data tells us, this war for talent will get considerably works, because while global circumstances for business are converging, the 3-billion-strong global workforce is not. In some places it is ageing rapidly, in others, social, cultural or language barriers are holding talent back. And in countries full of young personal ambition, a lack of infrastructure or education is severely limiting potential” (p. 2).

    The first chapter is a social and political Cook's Tour of the last quarter century, highlighting the impact of the fall of the Berlin wall and the key factors contributing to the rise of India and China. Nagpal uses that contextual foundation to shift deftly to the evolution of global market strategies, the impact of technology, particularly in terms of global commerce and virtual work, and finally to reach his key point about reinvention of employment in light of these seismic shifts.

    Having set the context, Nagpal shifts gears to discuss the implications of these contextual factors on 21st century leadership. Here, I review the history of leadership imperatives, each aligned to a respective context. Nagpal argues that the shareholder return focus of the past 30 years is insufficient for the coming decades and suggests that innovation and collaboration are top contenders for a replacement. The balance of the chapter is devoted to these themes.

    The third chapter functions as an extended segue from the context setting of the first two chapters into the data-dense fourth chapter. Here, he essentially argues for a mass customization strategy, noting “centralized global strategy [is] a hazardous game to execute…. The only way to control chaos and complexity is to give up some of that control” (p. 40). In this chapter also Nagpal scolds both leaders and HR as a function, arguing that talent strategy must “sit squarely on the business leader's table” (p. 42) and scolding that “By pitching someone else's best practice, programmes, initiatives and ‘tweaking’ existing processes in the name of strategy, [HR] is distracting leadership focus from a greater goal – commercial talent strategy that is embedded at the very core of business strategy” (p. 43).

    Chapter 4 is a deep and roving dive into labor economics, analyzed along eight themes: (a) broad workforce changes in aggregate talent; (b) replacement and mobility; (c) age and scope of dependency, that is, the number of dependents each worker is supporting; (d) gender mix broadly and within management specifically; (e) generational trends within specific markets; (f) basic education and workforce proficiency; (g) management proficiency, especially as indicated through quality college and graduate manager preparation; and (h) corporate governance and sustainability of social systems. As you might expect, this chapter includes a great number of illustrative graphs and tables. I appreciated the generational section especially as it provided an assessment of the major generational markers in China, India, and Japan.

    The student of Organizational Effectiveness will find the most familiar territory in Chapter 5. Here Nagpal flits about like a bumblebee, delving into a wide variety of talent management topics. He begins by considering how to find the right, as opposed to the best, talent, including discussions of employee value propositions, culture, and organization assimilation. From there, he moves to different models for bringing talent into your organization, especially tending to unconventional talent pools and entry points. In the same vein, he addresses the importance of understanding and tending the internal labor markets within organizations. The book is aimed at business leaders, but industrial and organizational psychologists will be pleased to see him emphasize the importance of sound job analyses. The chapter also includes a discussion on the importance of removing obstacles and growing engagement in the workforce and brief treatments of topics such as the impact of cash versus noncash rewards.

    The work reviewed here all comes together in Chapter 6, where Nagpal addresses in detail his approach to developing and embedding a sound talent strategy. Accordingly, this chapter is the most linear, walking thoughtfully through 11 distinct talent priorities that bring together the topics addressed earlier in the book. Here, he reemphasizes his point about talent strategy as a business imperative rather than an HR problem. My favorite analogy in the book is used here: “a groundsman's goal to prepare a good soccer pitch cannot be mixed up with a coach's strategy to win the soccer game” (p. 140).

    Having walked through the diagnostic, he moves on an approach for creating a customized talent strategy, balancing across two axes, individual and group, and short-term and long-term. Here again Nagpal is crisp and focused, sharing key examples without belaboring the point. The toolkit with which he closes the book reiterates the key points, as noted earlier.

    This book is explicitly targeted at senior management, and the succinct style and speedy pacing is appropriate for that time-constrained audience. Those seeking a silver bullet will likely find the journeys into topics such as the global stack ranking of basic capabilities in reading, science, and math (pp. 87–88) tiresome. However, for those seeking to create a talent strategy based on more than the latest fad in performance management and cafeteria-style benefits plans, the broadly integrative ideas and data presented here will likely feel like a door opening into a whole new world.


  • Talent Economics in the news- From a Manila newspaper covering our June 23-35 Philippines CTE Program over 3 years ago
  • The article covers how participants from our first program in March 2015 have been using their new skills. Click on this link to read


  • Read the new article on Talent Economics in Business Today (7th June 2015- Print Edition) over 3 years ago
  • The article focuses on four steps to reboot reactive talent agendas.


  • "Talent development in an age of content led learning" keynote at the Global Learning Summit over 3 years ago
  • The keynote titled "Reinventing Learning for a Content Led World " shared 5 core practices to accelerate learning velocity


  • Gyan Nagpal's Keynote for Hospitality featured in EHotelier over 3 years ago
  • Most hoteliers, regardless of geography, cite finding good staff as one of the top challenges in running their business. Gyan Nagpal, CEO and Principal of PeopleLENS Global Associates, author of the book Talent Economics, talked about the issue at his address at the Hotel Operations Summit India in Delhi this week.


  • The British Chamber of Commerce hosts Gyan Nagpal almost 4 years ago
  • Breakfast Club on 25th Feb 2015 with special guest speaker: Gyan Nagpal

    Talent Economics: The Building Blocks of 21st Century Talent Strategy

    In this session, Nagpal, the bestselling author of Talent Economics will present the 9 global macro talent trends in play today before diving into what the “war for talent” will look like in 2020 for key economies in Asia. Using economics as a construct, participants will study how talent supply is changing in markets like China, India, Vietnam, Philippines or Singapore, among others.

    In addition, the speaker will decode micro factors like eroding loyalty, escalating career risk and changing demographics in the business environment; with an aim to create a distinctly 21st century talent agreement that works for both employee and employer.


  • The CTE Program Goes to the Phillipines almost 4 years ago
  • The first Certified Talent Economist program will be delivered from 4-6 March followed by the second one from 3-5 June. Seats for the second one  are filling fast! 


  • Come hear Gyan Nagpal speak on "Talent Management in Healthcare" during ArabHealth Dubai almost 4 years ago
  • The Masterclass organised by CIELO will be hosted on 27th January 2015 at the Dubai International Convention & Exhibition Centre, UAE


  • Join HRM Asia's workshop designed exclusively for L&D leaders almost 4 years ago
  • The workshop delivered by PLGA on 22 January 2015 at the Suntec Convention Centre is titled "Business and Strategic Acumen: Commercial Skills to Empower L&D"


Buy the book

Order Talent Economics Now

Amazon

Amazon

The employee is evolving, and the very concept of employment must evolve to keep pace. Most businesses are still trying to manage a 21st century workforce with 20th century management.

Barnes

Barnes & Noble

The employee is evolving, and the very concept of employment must evolve to keep pace. Most businesses are still trying to manage a 21st century workforce with 20th century management.

Flipkart

Flipkart

The employee is evolving, and the very concept of employment must evolve to keep pace. Most businesses are still trying to manage a 21st century workforce with 20th century management.

Soundview

Soundview

Soundview Executive Book Summaries has chosen Talent Economics as one of the 30 best business books of 2013 (read the press release here ).

Soundview summaries can be read and listened to on any computer, tablet, smartphone or e-reader.. Find the Talent Economics Summary here