Gartner’s 2020 Future of HR Survey names building critical skills as the #1 priority – together with addressing internal skills gaps. To identify the skills your organization needs, Gartner recommends a ‘’market driven, predictive approach’’. This requires both an understanding of the trends in your specific sector, together with a skills audit to gain an accurate picture of the skills your business needs to grow and remain competitive.
A competency-based skills audit helps establish a clear understanding of the skills available and required for each role, and unlocks the potential for growth, development and mobility already available in your company.
The shape and nature of work is changing, forcing employers to re-examine the role of humans in the workforce. By 2030, it is predicted that as many as 30% of today’s jobs will be lost to automation.
As businesses begin to evaluate the impact of this disruption, one thing is clear. Everything we have become familiar with relating to the workplace is undergoing a shift and talent management cannot continue to live within its own silo. Your employees must become the focal point for corporate strategies in 2020 if businesses are to effectively respond to such radical change.
As the ‘future of work’ begins to assume a more defined shape, the majority of employers are leaning towards training of their existing talent, rather than hiring, but skills development is not moving fast enough to keep up with demand. Ongoing upskilling and reskilling can help to offset the impact on your workforce from these fundamental changes. Understanding which training methods are the most effective for new skills acquisition is therefore paramount.
The 2018 Future of Jobs Report from the World Economic Forum predicts that 75 million jobs will be displaced by 2022 in 20 major economies. At the same time, 133 million new roles are expected to be created, driven by advances in technology and continuous digital transformation.
As demand for new capabilities gathers pace, reskilling and upskilling can enable your organization to develop the skills needed to remain competitive.
Talent mobility was identified as a key emerging trend in Deloitte’s 2019 Human Capital Trends Survey and has already been embraced by best-in-class, high performance organizations who understand the value of developing a culture focused on their people. For companies new to talent mobility, it is rapidly becoming a priority for 2019 and beyond. But what is it and why is it so critical to your organization’s future success?
As an employer, do you really know what motivates your employees? What would help you to improve your staff retention levels and enable everyone in your organization to maximize their potential?
Millennials have grown up in a fast moving, ‘on-demand’ culture. Their expectations are high and they are impatient for success and accelerated career advancement. Moving up in their career is at the top of their agenda and it must be on yours too as their employer if you are to prevent them from moving on.
In 2018, workers left their jobs at the highest rate since 2001, a trend that is continuing in 2019. The latest figures from the Bureau of Labor Statistics show that quit rates are fairly consistent at 2.3% (or 3.5 million employees) each month. At the same time, new jobs are being added to the economy every month – 263,000 were recorded in April, exceeding all forecasts and making staff retention the focus for 2019. But as employers scramble to recruit new talent or simply hold on to the people they have, they are missing one vital piece of the jigsaw.
Employee engagement surveys are an indicator of how emotionally committed your employees are to your organization – and to their jobs. Ideally the results of your survey should reflect an organization that is perceived as invested in the development of its employees. But while that may be the perception it is often not the reality for most organizations.