Source | talentculture.com | Marinus van Driel
What kind of talent will your organization require in the next five years? In today’s volatile and complex world, digitization, artificial intelligence and automation have moved the goalposts for workforce development.
Make no mistake: These factors are disrupting the world of work. The skills required to succeed in organizations are shifting — and this is having a profound effect on workforce planning and on the career paths of employees.
HR faces the new challenge of understanding which aspects of jobs can be automated — and of understanding the broader impacts, including the human element for the people involved, of digital transformation. In the face of technological disruption, it’s challenging to confidently predict what any role will look like in five years’ time. So how can HR teams coherently plan the skills and competencies that will be needed at each level of the organization amid the constant advancement of technology?
Here’s how you can use agile talent management to future-proof your talent and take advantage of the competitive advantage that technology now provides, based on research in our recent white paper on the topic.
Update Your Competency Framework
Today’s volatile world means employees need to fit into constantly adapting, agile project teams. It’s unlikely that your existing competency framework was designed to support agile working and digital collaboration.