The speed of change, created by advances in technology, means that jobs are evolving at a breakneck pace. And that has significant implications both for organizations and individuals.
An urgent issue relates to addressing vital questions about future workforce needs: What skills and abilities will be necessary for success that are not in play now? How do you assess the current talent pool for the skills that will be required in the future? What is the best approach: to hire from the outside or to build competencies internally? Or, should you move to a temporary staffing solution?
As organizations struggle with these questions, individual employees also face a world in which many jobs are becoming extinct, while new ones are appearing to take their place. They must address a different challenge: finding ways to adapt and grow, to embrace these changes and turn them into opportunities.
For organizations, the solution lies in understanding which type of skills and abilities will be required as driven by workforce trends like demographic changes, technology use, increasing market sophistication and other forces. Then creating a process ensuring they have the right people in the right roles – and that their talent strategy supports their current business goals and future business strategy. For individual employees, it’s the chance to look ahead to the future, rather than at the door that’s closed behind.
In either case, the ability to create a plan for addressing rapid workforce change will mean the difference between success or failure in the market.
Business & Talent. Aligned.
How you manage talent spells the difference between success and failure. To gain a competitive edge, leaders must be prepared to address shifting economic, social and demographic trends that impact workforce performance. Stay informed with research, insights and advice from our leading industry experts. The world of work is changing. Is your company ready?
Tuesday, June 1, 2010
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