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The Great HR Debate – What does the iterative talent marketplace design look like?

The need for an internal talent marketplace has grown in the past few years

Source | | HRK News Bureau

The need for developing an internal talent marketplace was felt more than ever before during the pandemic. Companies faced a major issue in redeploying employees to different businesses or departments, and change became unavoidable. During such times of crisis, an organisation requires agility for quick deployment and internal mobility of resources.

A fine example of this is Unilever, During the COVID-19 pandemic, which managed to redeploy more than 8000 employees and 300,000 hours of employee work using an internal talent marketplace, amidst the pandemic. An iterative design is require in the talent market place to derive such innovation.

For an organisation, creating an internal talent marketplace helps fulfil the skill and talent demands, as and when they arise, from within. On the other hand, for the employees, it opens up doors to explore new and better opportunities, which align with their interests. To do that, one has to identify one’s internal talent and their skills, and map the same with the needs of the organisation, enabling technology.

In the third session of The Great HR Debate, Talent Special, the topic of discussion was ‘What does the iterative talent marketplace design look like?’

The debaters who were part of this session were, Gautam Srivastava, VP-HR, The Leela Hotels & Resorts; Mona Thangaraj, head of talent acquisition, GroupM India and Shailesh Saumya Singh, head of talent acquisition, Max Life Insurance. The session was moderated by Sachin Agrawal, head-HR, B2B ecommerce business, Reliance Retail.

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