As digital capabilities expand, attracting and retaining talent has become increasingly complex for any organisation. Now workforce management will become more tech-driven, on-demand and responsive to global trends. Organisations that wish to remain ahead of the curve and an employer of choice need to become more sophisticated in how they approach workforce development and talent management.
Below are a few ways organisations can adapt to the changing landscape and lead with action.
Talent management for remote work
Companies now have an opportunity to turn remote working into a competitive advantage. As more employees expect the flexibility to work remotely, organisations who re-think their business models and consider training and upskilling their employees in a variety of areas including technical skills and software could be well positioned to attract top talent.
According to a July 2020 McKinsey report, organisations need to create the foundation for long-term remote work, revamping upskilling approaches and adopting an agile approach to strategic workforce planning. Remote working is here to stay, and it’s time to build new management processes fit for purpose.
Demand for assessments and solutions
By utilising meaningful data, organisations 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 while also helping organisations to match the right person for the role. These insights support talent decisions, reduces talent acquisition costs and improves employee mobility by aligning the right capabilities and potential to the organisation’s skills gaps.
You can discover more on this offering and its benefits here.
Improving supply chain resilience
As we saw with supply shocks from the pandemic, supply chains can be vulnerable unless companies work to better approach uncertainty and manage risk. In the future, it will be essential for organisations to create connected supply chain ecosystems that include aggregated suppliers, satisfied users, and amplified networks. If and when another crisis hits, organisations need to have a more sophisticated system to prepare for supply chain shock and diversity 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 organisations 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 organisations look ahead, the constant will be that business will continue to evolve and require a sophisticated response demanding resilient leadership, technology, and solutions.
Download ManpowerGroup’s Top 21 Trends for 2021 infographic for more information on the major forces shaping the workplace and workforce of the future.