As workers continue to reevaluate their work preferences and what they want from their work and career, firms are at a greater risk of losing current workers who pursue external opportunities. And although organizations continue to face challenges in filling open jobs, it is interesting that a Gartner survey shows that only 33% of respondents who …
Internal mobility is a vital component of a firm’s talent strategy. And one way organizations are enabling this strategy is through their internal talent marketplace (ITM). An ITM is: a) usually hosted on a technology-enabled platform, b) connects employees with opportunities, ranging from full-time roles and projects, to name a few; c) provides an effective way to deploy talent quickly, where and …
As corporate functions, such as HR, rethink their operating models to enable effective inter-department collaboration, coordination, and faster decision-making, this article provides a few suggestions. One idea presented is the “flow to work” talent model. Under this model, staff operating in organizational silos (such as HR generalists supporting a single business unit) become part of a shared …
This 2022 Talent Trends research report is based on a survey of over 900 C-suite and human capital leaders at international and regional organizations across 18 global markets. This 54-page report identifies ten talent trends, ranging from refocusing recruiting on human potential, ramping up your own talent marketplace to boost internal mobility, and obsessing over your talent …
As the effects of the pandemic hinder organizations’ ability to meet their talent needs, work assignments—assigning work tasks, activities, or projects to internal workers—are an increasingly viable talent strategy. However, firms can inadvertently cause potential disparities in the experiences or perceptions of assignments between worker groups (e.g., women are often overlooked for challenging work assignments because of …
Diversity, equity, and inclusion (DEI) are top priorities for many organizations. Simultaneously, firms increasingly show interest in exploring artificial intelligence solutions for driving more fair and efficient talent practices. This Deloitte article addresses how firms can use internal talent marketplaces (ITM) as one enabler to achieving desired DEI outcomes. An ITM is an AI-enabled platform that allows …
This 57-page issue of Gartner’s HR Leader’s Monthly includes nine articles centered on the theme: The Equity Imperative—How Fairness Improves Performance. The articles range from how HR can create a more fair employee experience to improve talent outcomes and how equity will drive employee engagement in the hybrid world, to name a few. Page 10 begins an article on overcoming barriers …
I have shared several posts highlighting how firms are unlocking workforce capacity by redeploying the skills of their workers to company projects versus simply roles and jobs. This article shares aspects of Unilever’s flex-work program that encourage employees to “explore new parts of the business, contribute in different ways, and develop new skills and passions” via project work. To support this …
Many organizations are moving towards a project-based work model versus one that is solely role-based. As work becomes more project-driven, one key benefit of the project model is it enables organizations to effectively and efficiently redeploy the skills of their workforce—where and when needed. This model also unlocks internal mobility opportunities beyond the constraints of …
As noted in Josh Bersin’s HR Technology 2021 Report, the Internal Talent Marketplace (ITM) or Talent Marketplace is one of the hottest trends in the HR tech space. An ITM is often described as an AI-based platform that provides workers with suggestions on jobs, projects, and development opportunities that match their skills, experience, and aspirations. But as PepsiCo’s Allan …
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