HR technology checklist for supporting critical skills
Exposing your people to a wide variety of roles will help them gain a greater range of skills, be more collaborative across business areas and be more productive. And you’ll experience a massive increase in time-to-productivity as your “new” hires will already have most or all of their corporate onboarding done before even assuming the new role. Using your own people as a talent pool for filling job requisitions has a ton of great benefits.
Use this checklist as a reference guide to ensure your organization has the tools it needs to plan, facilitate and execute a great internal talent mobility program.
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What’s your career agility quotient?
"Growing in your career" used to mean climbing a linear ladder based on promotions and a fixed path of development. Today, career growth is more of a lattice structure, allowing for lateral movement and purpose-driven growth. Career development can be a personalized journey based on skills, progression, interest, and career goals.....that is, if you've got a the right skill-forward, agile mindset. How much agility do you bring to career planning and development? Take the quiz to determine your career agility quotient. Use the results and insights to learn how to become a true career acrobat.
How to launch a skills-forward talent strategy
It’s been said that 2020 brought about three years of digital transformation in three months. The initial phases of that transformation centered on adapting to the dramatic and sudden changes thrust upon us, such as enabling remote and distributed workforces to simply work, communicate, and collaborate. What we know now is that this change is far more permanent than many expected. In today’s environment of unrelenting business transformation, roles are shifting quickly, and skills are becoming obsolete faster. Your organization needs to identify, acquire, and develop the skills needed to transform, compete in new markets, and thrive. So how do you upskill your people in a scalable way that keeps you competitive rather than constantly playing catch-up? In short, by providing career growth opportunities. But often, employees think it’s easier to find a new job outside their company than inside. And in many organizations, there are internal cultures holding back career growth and internal mobility. Developing a skills-forward talent strategy can help you unite people growth with business success. This guide outlines four key steps involved in this strategy. Let’s dive in.
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Enabling organizational agility through talent & people success
Over the past two years, the how, when, where and why of work have been challenged like never before. In the modern economy, being able to execute brilliantly in new and unexpected ways, and quickly, is often the difference between success and failure. Agility is a key foundation for organizational success. Great people power great agility, and skills power great people. But, in the wake of the Great Resignation, organizations are struggling to attract and retain workers. Thus, the onus is on organizations to develop their own. This enables employers to retain workers and grow the skills they need now, but also to build the irresistible and magnetic reputation that enables them to attract the best talent in the future. Join Fosway & Cornerstone as they share valuable insights into the importance of organizational agility and how to create an agile business model. In this webinar you’ll learn how to: Reassess your talent strategies Embrace talent mobility as a central pillar of your people strategy Rethink work so opportunities are more accessible for your workforce Get AI and machine learning to do the heavy lifting Set clear measures of success Watch today to learn how to create a skills-forward approach so that your workforce is ready to adapt to any future.