Career pathing provides huge benefits to both employees and employers – so why do companies expect their employees to shoulder the burden by themselves?
WEBINAR The Role of Technology in HR: Past, Present, and Future Aaron Wu, the co-founder of SuccessFactors, talks about how technology reshapes HR as we know it, and how you should harness it to keep HR in your company relevant. https://vimeo.com/458983575/4460db48e4
As companies’ needs change, so do their talent pools. But what if organizations were able to look at their workforces and instead ask, “What can we do with our existing resources”?
As organizations become increasingly reliant on big data and AI, it’s time to start thinking about your company’s data policy. Who is your AI really working for?
Hiring new talent while letting go of existing employees when their roles become obsolete is wasteful – and keeps companies from realizing their full potential. There’s a better way.
The way we approach work has radically changed over the last few years, but the tools we use are entrenched in old-world conventions. It’s time to reexamine.
The Talent Marketplace: HR’s New Paradigm – A Study by Josh Bersin Today’s HR is no longer suitable for our challenges, shows Josh Bersin – and outlines why, and how, Talent Marketplaces march HR into the future. Download now.
Whether it’s an epidemic resurgence, another hit to the economy, or another, as yet unknown disruptive force, the next crisis is coming – and you need to be ready.
Moneyball is a 2011 film about baseball starring Brad Pitt. But it’s more than that: it’s the key to an HR revolution.
WEBINAR How AI Enabled Schneider Electric to Upskill and Retain Employees The rising need for a better skilled workforce and undesired turnover rates urged Schneider to launch a Talent Marketplace. We hosted their VP Talent Digitization to tell their story.
The Talent Marketplace is an innovative new approach to HR management that’s been hailed as a mission-critical tool by global industry leaders.
WEBINAR Josh Bersin: The Talent Marketplace What Works and Why Now
WORKFORCE INSIGHTS Make informed decisions A live talent marketplace generates an abundance of real time data to enhance strategic workforce decisions. From supply and demand of skills, to impending gaps and trends, ensure your organization is always prepared. Book a
DYNAMIC TALENT ALLOCATION Distribute talent, the right way Balance skills, availability and aspirations at scale by staffing projects and gigs with the help of AI-driven recommendations. Book a Demo Based on availability and skills In project-oriented environments, the availability of
TEAM DEVELOPMENT Streamline your team Enable managers to chart their team’s abilities, track members’ development, and take an active role in employee career pathing. Book a Demo See your team for who they are Gloat’s team development tools help managers
SUCCESSION PLANNING Ensure talent continuity Future-proof your company from impending skill gaps and strategic vacancies with increased visibility, low-latency tracking, and actionable succession plans. Book a Demo A company-wide perspective Successful succession planning and decision making rely on having access
ACTIONABLE CAREER PATHING Put your employees in the driver’s seat Give employees agency in their careers with a personally-tailored roadmap of diverse career paths. Book a Demo Help employees become the architects of their futures Career development is no longer
MENTORING Build relationships that matter Utilize AI to bring employees together at scale across hierarchies and generations. Create new learning relationships based on more than just professional experience. Book a Demo Artificial intelligence, organic relationships Long-term organizational knowledge is a
INTERNAL MOBILITY When company and career goals meet Recruit talent within your organization to fill open positions. Harness your employees’ career goals to satisfy your business needs. Book a Demo Help employees discover their next position internally It should be
The COVID-19 crisis has changed the workforce for good, and dynamics between employers and employees along with it. What does this mean for organizations looking to hire and retain Millennials and GenZ-ers?
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