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Business services M&A update: Q3 2017

From data adoption, to just-in-time staffing, to multiteaming, staffing as we know it is shifting to more fluid, learning-focused environments focused on building talent activation. This 'Business services M&A update: Q3 2017' provides Deloitte Corporate Finance LLC insights and market data analysis that shed light on M&A trends in the business services industry.

Business services trends

  • Data adoption strategies1: Businesses are starting to recognize the need to create a learning environment, rather than simply teaching employees how to leverage data analytics through training. The formation of Competency Centers, a collection of domain experts who drive communication, establish best practices, and foster innovation, should be the ultimate goal of any comprehensive data adoption plan. The concept of continual learning continues to gain traction. Leaders can no longer be successful with foundational, one-time training programs and must evolve their company culture to include learning as an ongoing commitment.
  • Just-in-time staffing2: The human cloud is an emerging set of online/digital marketplaces where talent and those looking to hire talent can find and engage one another in a work arrangement. New staffing models are emerging, such as just-in-time staffing, which enables work that is very short-term in nature (shift-based or hourly) and can be filled in a very short period of time via smartphone apps. Companies are increasingly employing this model and growing demand for technology-enabled staffing services. Such models will likely or are expected to drive a quick leap into AI-based candidate screening technologies.
  • Managing multiteaming3: Nearly every knowledge worker today, those whose main capital is knowledge, is a member of multiple concurrent teams (multi-teamers). Together, organizations and team leaders can capitalize on the trend by creating an environment designed around multi-teamers. This involves mapping and analyzing human capital interdependence, promoting knowledge flows, and articulating and navigating groups’ competing priorities. These efforts can result in optimized efficiency and can help achieve organization-wide objectives.
  • Balancing talent and technology4: Organizations are raising the bar on training practices through talent activation. Talent activation engages talent for better business outcomes through a heightened “employee first” focus and by delivering innovative technology that meets the demands of employees who are highly mobile, familiar with consumer apps, and information hungry. Talent activation solutions double down on analytics, expanding the historical views into predictive and prescriptive actionable insights that go beyond reports and compliance to support business strategies and goals.

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1 “Analytics training isn’t enough to create a data-driven workforce.” Harvard Business Review. August 3, 2017.
2 “The human cloud, the gig economy & the transformation of work.” Staffing Industry Analysts, October, 2017.
3 “The overcommitted organization.” Harvard Business Review, September, 2017.
4 “Transforming learning results through talent activation.” Training Magazine, September, 2017.

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