For any organization, attracting and retaining talent has become increasingly complex as digital capabilities expand. Now workforce management will become more tech-driven, on-demand and responsive to global trends. Organizations need to become more sophisticated in how they approach future workforce development and talent management. Here are a few ways they can adapt to the changing landscape and lead with action.
Talent management for remote work
As more employees expect to work remotely, organizations need to re-think their business models and consider training and upskilling their employees in a variety of areas including technical skills. According to a July 2020 McKinsey report, organizations need to create the foundation for long-term remote work, revamp their upskilling and retaining approaches, and adopt an agile approach to strategic workforce planning. Those companies can turn remote working into a competitive advantage. This includes attracting new talent including working mothers, professionals looking for more flexibility or work-life balance, and access to broader international talent.
Demand for assessments and solutions
With meaningful data, organizations can better predict performance, skills knowledge and overall job fit for individuals. Assessments like ManpowerGroup’s proprietary SkillsInSight™ Assessment help people identify their strengths and work preferences and help organizations to match the right person for the role. These insights supports talent decisions, reduces talent acquisition costs and improves employee mobility by aligning the right capabilities and potential to the organization’s skills gaps.
Improving supply chain resilience
As we saw with supply shocks from the pandemic, the supply chain is vulnerable unless companies can better approach uncertainty and manage risk. In the future, organizations will need to create connected supply chain ecosystems that include aggregated suppliers, satisfied users and amplified networks. If and when another crisis hits, organizations need to have a more sophisticated system to prepare for supply chain shock and diversify their mitigation strategies, as well as have the right technology, systems and talent in place to reduce risks and respond to threats.
Renewed demands on leaders
Leadership has always been important, but it is at an even greater premium as organizations navigate months of a crisis and look to emerge stronger. The global economic, political, and social turmoil that has resulted because of the COVID-19 pandemic has put increasing pressure on global leaders to lead with empathy and digital agility, champion social justice and climate action regardless of sector, and help usher in recovery and sustainability. No small feats on their own, together these goals will take masterful leadership to achieve.
As organizations look ahead, the constant will be that business will continue to evolve and require a sophisticated response demanding resilient leadership, technology and solutions.