Markets are changing fast — customer demand is shifting, and online is taking over, leaving some sectors to confront existential challenges. Disruptive change requires elastic structures and fluid workforces, so organizations have the flexibility to bounce forward, not just withstand shocks.

 

Staying a step ahead requires rethinking and how the workforce must adapt to achieve future business success. Strategic workforce planning connects people’s capabilities to future strategy. It allows a business to identify its projected critical future skills and pinpoint its supply of, and demand for, those skills under multiple business scenarios.

 

Before the pandemic, two in five HR leaders acknowledged they didn’t know what skills they had in their workforce. Those employers that lack the knowledge and data associated with workforce skills are quickly working to build it. Meanwhile, leading companies are expanding their talent and learning ecosystems and exploring ways to move talent around their organizations based on skills.

 

Adopting a skills-based approach to reinventing for flexibility enables companies to address challenges such as:

  • How do I know what skills we have today, and how can I use those skills to advantage?
  • How can I develop the skills I need for the future while delivering today?
  • How do I prioritize my learning and development spend?
  • How can we speed up and improve our HR processes for a more flexible working world?

 


 

Three ways to start building an agile workforce

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