Whether they’re doctors, line workers, mechanics or cooks, huge swaths of many large organizations’ workforces are deskless. Is there a way to connect them to your tech-reliant HR ecosystem if they don’t work with a computer?
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”?
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.
It’s not enough to provide your people with training. Without any follow-through, reskilling your workforce loses its impact.
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.
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
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 is disruptive, but organizations that harness advanced talent reallocation practices can still come out on top – and help their employees along the way.
The 4 key elements to get you there.
Spoiler alert: it’s the secret sauce to maximizing productivity, profitability, and employee retention and happiness.
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