Here’s proof about the extent to which the business landscape, and specifically talent management, is changing: (Bersin by) Deloitte’s recent research report, “Predictions for 2014,” features an in-depth analysis of how companies need to retool their human resources operations to keep up with thechanging times. It pegs 2014 as “the year to focus on ‘optimizing’ HR to focus on the delivery of talent services, performance consulting, and deep expertise in management, coaching, and recruiting.” HR teams also need to focus on the acquisition of top-notch talent. Companies are realizing this as well, as two-thirds of the firms Deloitte reached out to have acknowledged that they are beginning to go through some form of HR alteration. With talent challenges constantly growing, human resources must measure its value by “its ability to source, attract, retain, and build talent— not simply its ability to deliver service to employees.” Phrases such as “keeper of the corporate talent system” and “architect of the talent machine” are now being used to describe HR departments. New titles and new strategic responsibilities indicate the need for key upgrades in the department’s capabilities as well.