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Let's define an effective strategy and build loyalty within your company!",img:{dimensions:{width:az,height:aB},alt:uy,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F9d9e4e0c-51c6-4f42-b386-37ad1393f725_img-hero-fr-media-collections-amplifying-upskilling.png?auto=compress,format",id:uz,edit:{x:d,y:d,zoom:q,background:u}}},id:gp,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Talent Management: building strategies to retain top talent",spans:[],direction:b}],category_grp:[{category:{id:h$,type:x,tags:[],lang:f,slug:r,first_publication_date:ib,last_publication_date:ic,uid:ia,link_type:h,isBroken:g}},{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:la,type:t,tags:[],lang:f,slug:ey,first_publication_date:lb,last_publication_date:lc,uid:ey,link_type:h,isBroken:g}},{tag:{id:ei,type:t,tags:[],lang:f,slug:dQ,first_publication_date:cu,last_publication_date:ej,uid:ek,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:uA,id:uB,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:zX,u_date:zX,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:"We promise: All wonders, no spam. votre inbox. 0 spam.",spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Today, companies face a critical challenge: retaining their top talent. If your organization is also grappling with this, this article is for you!",spans:[],direction:b},{type:a,text:"The Great Resignation and \"quiet quitting\" have shifted employee expectations—employees are looking for purpose, personal growth, and work-life balance. Human Resources (HR) teams must adapt to prevent excessive turnover. But how can you effectively retain talent? Why is employee retention essential in today’s job market? Let's build an effective strategy together.",spans:[],direction:b},{type:a,text:"Outline of this guide:",spans:[{start:d,end:ar,type:c}],direction:b},{type:L,text:"Definition, Objectives, and Benefits of Talent Management",spans:[{start:d,end:cW,type:c}],direction:b},{type:L,text:"Talent Management and Retention: An Essential Strategy",spans:[{start:d,end:bk,type:c}],direction:b},{type:L,text:"How to Retain Top Talent: HR Tools and Strategies\n",spans:[{start:d,end:cv,type:c}],direction:b},{type:o,text:"Talent Management: Definition, Objectives, and Benefits",spans:[],direction:b},{type:E,text:"What is Talent Management?",spans:[],direction:b},{type:a,text:"Talent management is a strategic process to attract, develop, motivate, and retain an organization's most qualified and talented employees. This approach goes beyond traditional HR functions by focusing on identifying, nurturing, and advancing exceptional talent within the company.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Objectives of Talent Management",spans:[],direction:b},{type:a,text:"The main goal of talent management for HR teams is to ensure that the right people are in the right roles at the right time to meet company objectives. Talent management aims to:",spans:[],direction:b},{type:j,text:"Identify Top Talent: Spot employees with strong potential and essential skills.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Develop Skills: Offer training and development opportunities to build employees' skills and knowledge.",spans:[{start:d,end:au,type:c}],direction:b},{type:j,text:"Motivate and Engage: Foster a positive work environment that boosts motivation, engagement, and employee satisfaction.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Retain Talent: Given that replacing an employee can cost 50-120% of their annual salary, effective retention strategies are essential.\n",spans:[{start:d,end:bq,type:c}],direction:b},{type:E,text:"Benefits of Talent Management",spans:[],direction:b},{type:a,text:"1. Competitive Advantage In today’s fast-evolving marketplace, organizations with effective talent management gain a significant competitive edge. Skilled teams enable quick adaptation to market changes, helping companies stay ahead.",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"2. Increased Productivity Talent is more likely to reach its full potential with proper management and motivation. Effective talent management boosts productivity, enhances work quality, and drives ongoing innovation.",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"3. Reduced Turnover Investment in employees’ growth and professional development builds loyalty, significantly reducing turnover. With hiring and onboarding costs often reaching up to $10,000, reducing turnover is vital.",spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"4. Strategic Succession Planning Talent management also facilitates proactive succession planning. By identifying and preparing future leaders, organizations can ensure continuity and smooth transitions during leadership changes.",spans:[{start:d,end:aF,type:c}],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Talent Retention: A critical HR strategy for businesses",spans:[],direction:b}],image:{dimensions:{width:zY,height:zZ},alt:"fidélisation des talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F8ac69039-6989-49d0-82d2-59158d87118a_584206.jpg?auto=format,compress",id:"ZCvo_RAAACIAzwFH",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:po,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Retaining talent is the \"final step\" in the talent management process. Beyond recruitment and onboarding, it’s about implementing HR initiatives to keep employees engaged—this could include development plans, competitive compensation, and a positive work environment. Employees are a company’s most valuable asset, so they should be central to your talent management strategy.",spans:[],direction:b},{type:a,text:"Without motivated, engaged employees, productivity suffers, business goals aren’t met, and overall company performance declines. According to Microsoft, 41% of employees considered resigning in 2022. HR departments must go the extra mile to retain top talent.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Defining Talent Retention",spans:[],direction:b},{type:a,text:"Talent retention represents an employee's lasting commitment to their employer, minimizing turnover. While previously overlooked, retention has become a priority in the post-pandemic job market. Gallup’s 2022 survey shows that engaged teams are 21% more productive and profitable. Consequently, HR departments are crafting strategies to retain top talent and curb turnover.",spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"The turnover rate, or employee turnover, measures workforce changes over a set period—typically a quarter, semester, or year.",spans:[],direction:b},{type:E,text:"Calculating Turnover",spans:[],direction:b},{type:a,text:"Calculating your company’s turnover rate is straightforward, helping you assess employee attrition and its impact on productivity, performance, and workplace culture. High turnover can be costly, resulting in missed goals, reduced creativity, and communication gaps.",spans:[],direction:b}],image:{dimensions:{width:z_,height:nC},alt:"calcul du turnover en entreprise",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fb1c2050c-ff86-453f-bbc8-8e19278380c1_TurnoverFormula_FR_1.png?auto=format,compress",id:"ZCwXCxAAACEAz1XK",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"Le formule pour calculer votre taux de turnover",spans:[],direction:b}]},id:"content_text_section$a46615c8-45ea-49c9-8678-7dc2c7acb230",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Add to the costs of de-motivation the costs of high turnover, and there's only one thing left to do: HR departments need to build an effective, people-focused talent retention strategy. And to do this, it's vital to be aware of the new challenges and the associated impact.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"New talent management challenges",spans:[],direction:b},{type:a,text:"Talent management has evolved into a true challenge for HR teams. With shifting employee expectations, some companies mistakenly believe employees no longer wish to work. However, employees’ relationship with work has merely evolved, and organizations must adapt to stay competitive. Today’s employees seek:",spans:[{start:d,end:gr,type:k,data:{id:pp,type:l,tags:[],lang:f,slug:iW,first_publication_date:pq,last_publication_date:pr,uid:iW,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Meaningful work",spans:[{start:d,end:au,type:c}],direction:b},{type:j,text:"Company values that align with their own",spans:[{start:d,end:bO,type:c}],direction:b},{type:j,text:"Work-life balance",spans:[{start:d,end:U,type:c}],direction:b},{type:j,text:"Recognition and trust from leadership",spans:[{start:d,end:bs,type:c}],direction:b},{type:j,text:"Career advancement and growth opportunities",spans:[{start:d,end:bP,type:c}],direction:b},{type:j,text:"Clear communication and feedback",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:"The current dynamic favors employees, allowing them to expect more from employers. To thrive, companies need to align with these expectations.",spans:[],direction:b},{type:a,text:"Top priorities for employees include: A solid company culture, participatory management style, career development opportunities, and clear paths for growth.\n",spans:[{start:d,end:bs,type:c}],direction:b},{type:n,text:"Five key HR levers to retain talent throughout the employee lifecycle",spans:[],direction:b},{type:a,text:"If you’re among the 67% of HR professionals planning to strengthen retention strategies, here’s a checklist for success:",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"1. Recruitment: setting the foundation for future retention",spans:[],direction:b},{type:a,text:"Retention begins at recruitment. Transparent employer branding attracts candidates who align with your culture and values, improving retention from day one. During recruitment, communicate the benefits of joining your organization (e.g., remote work, training, social responsibility, and career growth) to avoid surprises and boost engagement.",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Onboarding: essential for engaging new talent",spans:[],direction:b},{type:a,text:"Effective onboarding is key for setting the tone for new hires. To ensure a positive experience, ask yourself: “What could improve my first day?” Provide a personalized onboarding experience to welcome new hires.",spans:[{start:d,end:d$,type:c}],direction:b},{type:a,text:"Whether remote or in-person, a structured onboarding process, including an introduction to the team and access to necessary tools, sets a solid foundation for engagement. Additionally, don’t overlook “pre-boarding” during the probation period to reinforce commitment. A supportive start establishes long-term engagement.",spans:[{start:iX,end:gs,type:G},{start:rz,end:z$,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"3. Career advancement: retaining top talent",spans:[],direction:b},{type:a,text:"After a period with the company, high-performing employees often seek advancement. Offering career growth keeps them engaged and committed. Assessing each employee’s skills, needs, and aspirations is essential to providing personalized growth opportunities.",spans:[{start:le,end:rA,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}}],direction:b},{type:a,text:"An actionable plan to retain employees can include:",spans:[],direction:b},{type:j,text:"Leadership training",spans:[],direction:b},{type:j,text:uC,spans:[{start:d,end:aW,type:k,data:{id:Aa,type:l,tags:[],lang:f,slug:Ab,first_publication_date:rB,last_publication_date:rB,uid:Ac,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Internal mobility (e.g., role transfers within teams)",spans:[{start:d,end:U,type:k,data:{id:lf,type:l,tags:[],lang:f,slug:r,first_publication_date:lg,last_publication_date:lh,uid:li,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Performance-based salary increases",spans:[],direction:b}]},id:"content_text_section$3fa48a0b-dd32-4709-8444-929e6ba210fa",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"According to a 2021 CIBC report, 57% of employees aimed to advance within two years. Listening to employee aspirations and personalizing their career path fosters loyalty and growth.",spans:[],direction:b}],image:{dimensions:{width:5000,height:3333},alt:"parcours de carrières personnalisés",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fa8aac1d2-47d8-4cb6-babc-29cc272863a6_365-TALENTS-45.jpg?auto=format,compress",id:"ZS_lcxAAACcAaIyd",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Ad,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"4. Customized mobility paths",spans:[],direction:b},{type:a,text:"At 365Talents, we believe in an internal mobility culture that boosts retention, conserves talent, and reduces recruitment costs. By advancing within the company, employees gain new skills and motivation from fresh challenges.",spans:[{start:aF,end:jJ,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Before identifying new opportunities, HR teams need insight into employees’ existing skills and potential skill gaps. Thankfully, specialized tools make it easy to match skills with opportunities. 365Talents accelerates mobility with intelligent suggestions, matching top talent to open positions, career paths, and projects in seconds.\n",spans:[{start:el,end:iY,type:k,data:{id:ps,type:al,tags:[],lang:f,slug:pt,first_publication_date:pu,last_publication_date:pv,uid:pw,link_type:h,isBroken:g}}],direction:b},{type:o,text:"5. Change management and employee engagement",spans:[],direction:b},{type:a,text:"Preparing employees and teams for changes, such as role adjustments or return from leave, strengthens engagement. Although on a smaller scale, this type of change management is crucial.",spans:[{start:jK,end:em,type:c},{start:hb,end:hc,type:k,data:{id:jL,type:co,tags:[],lang:f,slug:co,first_publication_date:jM,last_publication_date:jN,uid:jO,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Imagine if a team leader took maternity leave for several months—without guidance, the team might feel lost. Implementing re-engagement plans for employees and managers undergoing changes keeps morale high.",spans:[],direction:b},{type:a,text:"Providing a “re-onboarding” experience allows returning employees to seamlessly reintegrate. Schedule meetings to share updates and clarify goals, fostering positive engagement for the individual and team.\n",spans:[{start:aJ,end:an,type:G}],direction:b},{type:o,text:"Bonus: Quality of Life and Working Conditions (QLWC)",spans:[],direction:b},{type:a,text:"Finally, focusing on QLWC—an integral part of retention—means assessing factors like work environment, work-life balance, interpersonal relationships, job structure, and recognition. These elements are central to an employee’s journey and contribute significantly to motivation and engagement. 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Let's define an effective strategy!",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:"Zx9nDRAAAM5bWdq6",uid:Af,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zx9nDRAAAM5bWdq6%22%29+%5D%5D",tags:[],first_publication_date:"2024-10-28T13:06:22+0000",last_publication_date:"2024-10-28T14:39:18+0000",slugs:[Af],linked_documents:[],lang:f,alternate_languages:[{id:"ZCsWkRAAAB8Azbl2",type:l,lang:T,uid:"maitriser-toutes-les-competences-de-vos-collaborateurs"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:uE,sitename:D,description:"Strategically manage key competencies and use a relevant reference framework to meet business objectives.",img:{dimensions:{width:K,height:J},alt:"key competencies for hr",copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:uE,spans:[],direction:b}],category_grp:[{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}},{tag:{id:jG,type:t,tags:[],lang:f,slug:d_,first_publication_date:jH,last_publication_date:jI,uid:d_,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"key skills",copyright:e,url:Ag,id:Ah,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2024-10-28",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:M,version:i,items:[{}],primary:{content:[{type:a,text:"It’s a big question, one with over 27 million search results on Google alone. With countless definitions, approaches, and methodologies, there are nearly as many answers as there are perspectives on skills and competencies.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Defining skills: Soft, Hard, and \"Mad\" skills",spans:[],direction:b},{type:a,text:"Understanding the types of skills within an organization helps HR build an inclusive and dynamic skill map. Here’s a breakdown of key skill types:",spans:[],direction:b},{type:j,text:"Hard Skills: These are technical skills and industry-specific knowledge often acquired through training, education, or hands-on experience. Examples include software development, data analysis, and proficiency in specific tools or platforms. Hard skills are typically measurable and straightforward to assess.",spans:[{start:d,end:aE,type:k,data:{id:ih,type:l,tags:[],lang:f,slug:ii,first_publication_date:ez,last_publication_date:ij,uid:ik,link_type:h,isBroken:g}},{start:d,end:aE,type:c}],direction:b},{type:j,text:"Soft Skills: Soft skills, or interpersonal skills, refer to qualities that enable effective interaction and collaboration. Examples include communication, problem-solving, adaptability, and leadership. While often harder to measure, soft skills are crucial to creating an agile, collaborative work environment.",spans:[{start:d,end:aE,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{start:d,end:aE,type:c}],direction:b},{type:j,text:"Mad Skills: Mad skills are unique, unconventional skills that bring an innovative edge to an organization. They often stem from unconventional experiences or talents outside the usual scope of work. For instance, a professional with graphic design skills might also have expertise in storytelling or improvisational theater, which could bring fresh perspectives to team projects. Mad skills can enhance creativity and innovation, making an organization more adaptive to change.",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Understanding and mapping these three types of skills—hard, soft, and mad—enables HR to fully leverage individual and collective talent in building a skills strategy. 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Additionally, collective skills help HR identify key competencies critical for organizational success.",spans:[],direction:b}],image:{dimensions:{width:840,height:uF},alt:"skills pyramid",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZx9mta8jQArTz3_w_skillspyramid_EN.jpg?auto=format,compress",id:"Zx9mta8jQArTz3_w",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Skills development: Empowering employees for growth",spans:[],direction:b},{type:a,text:"An effective skills development strategy is essential for building resilience, retaining talent, and maintaining a competitive advantage. HR can drive skills development through a variety of methods:",spans:[],direction:b},{type:L,text:"Training and Upskilling: Continuous learning is vital. Offering both formal training and on-the-job learning opportunities allows employees to strengthen and expand their hard and soft skills. Upskilling programs, whether through internal training modules, external courses, or certifications, are particularly effective for developing industry-specific competencies.",spans:[{start:d,end:ap,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}},{start:d,end:ap,type:c}],direction:b},{type:L,text:"Personalized Learning Paths: By leveraging data-driven insights from Skills Intelligence platforms, HR can tailor development opportunities to each employee’s needs and career aspirations. Personalized paths enhance engagement and encourage employees to take ownership of their growth.",spans:[{start:d,end:aq,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}},{start:d,end:aq,type:c}],direction:b},{type:L,text:"Mentoring and Cross-Functional Collaboration: Mentoring programs and collaborative projects facilitate the exchange of soft skills and mad skills. This approach not only develops competencies but also fosters a culture of knowledge-sharing and innovation.",spans:[{start:d,end:bj,type:c}],direction:b},{type:L,text:"Internal Mobility: Internal mobility is a powerful tool for skills development, allowing employees to explore new roles, gain diverse experiences, and apply their skills in different contexts. Mapping skills and aligning them with internal opportunities supports career progression and reduces turnover.",spans:[{start:d,end:U,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}},{start:d,end:U,type:c}],direction:b},{type:a,text:"By investing in a structured skills development program, HR can ensure that the organization’s talent remains agile and prepared to adapt to industry changes.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Competence: the most sought-after competitive advantage",spans:[],direction:b},{type:a,text:"The strategic value of competencies cannot be overstated, as demonstrated by successful acquisitions focused on skill acquisition:",spans:[],direction:b},{type:j,text:"The Walt Disney Company: Through acquisitions like Marvel and Pixar, Disney diversified its capabilities, gaining industry expertise and creative talent.",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"Amazon: Since its founding, Amazon has acquired over 80 companies, especially in logistics and robotics. 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Continuing recruitment efforts during turbulent times can be challenging, but there’s a powerful asset at your disposal to help meet organizational goals: employee upskilling.",spans:[{start:gr,end:eR,type:c},{start:eK,end:eS,type:c},{start:fL,end:gx,type:c},{start:nI,end:nJ,type:c},{start:lq,end:jX,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}},{start:lq,end:jX,type:c}],direction:b},{type:a,text:"Upskilling is the process of tapping into the full potential of your talent pool, maximizing overall performance and driving business outcomes. 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Providing upskilling opportunities shows employees that their abilities matter, which has a significant impact on motivation. A motivated employee is always more efficient, and the better they perform, the stronger your team and company will be.",spans:[{start:aY,end:aG,type:c},{start:ba,end:cv,type:c},{start:ct,end:fK,type:c},{start:eT,end:dv,type:c},{start:in0,end:io,type:c},{start:jY,end:ip,type:c},{start:hn,end:fQ,type:c},{start:lr,end:jb,type:c},{start:nL,end:rI,type:c},{start:uH,end:Ar,type:c}],direction:b},{type:a,text:"Supporting employees’ skill development has become a vital strategic objective. Gone are the days of improvised approaches—HR must now focus on continuous skill enhancement strategies.\n",spans:[{start:d,end:ba,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}},{start:ar,end:ba,type:c},{start:dw,end:dI,type:c},{start:gz,end:fL,type:c},{start:ft,end:mC,type:c}],direction:b},{type:n,text:"How HR can achieve upskilling: 7 key tips",spans:[],direction:b},{type:E,text:"Tip #1: Offer ongoing support for employees",spans:[{start:bq,end:aQ,type:c},{start:bg,end:bP,type:c}],direction:b},{type:a,text:"Upskilling isn’t something to address only once; it should be an ongoing priority. Replace rigid management approaches with a more personalized, close-contact management style. HR’s role in this is, as usual, invaluable to both managers and employees.",spans:[{start:d,end:aW,type:k,data:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{start:d,end:aW,type:c},{start:eU,end:ho,type:c},{start:fu,end:gA,type:c},{start:hp,end:jc,type:c},{start:jt,end:fW,type:c},{start:dj,end:uI,type:c},{start:ls,end:mD,type:c}],direction:b},{type:a,text:"In practice, this means listening, communicating, and supporting employees throughout the year, not just during annual reviews. It also involves understanding their unique needs and ambitions in terms of skill development.",spans:[{start:aM,end:aU,type:c},{start:eU,end:ea,type:c},{start:gf,end:fX,type:c},{start:iq,end:lt,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #2: Actively listen to employees’ needs",spans:[],direction:b},{type:a,text:"Attempting to launch an upskilling initiative without knowing employees’ needs is like trying to learn to swim without water. The process may be in place, but without a clear understanding of what’s needed, it’s hard to make meaningful progress.",spans:[{start:aM,end:ai,type:c},{start:d$,end:dI,type:c}],direction:b},{type:a,text:"The solution is simple: listen to your employees regularly! By doing so, you’ll be able to offer training that meets their needs. Consider scheduling regular check-ins to foster open communication.",spans:[{start:aM,end:bR,type:c},{start:gB,end:eA,type:c},{start:mE,end:hn,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #3: Assess current skills",spans:[{start:au,end:aQ,type:c}],direction:b},{type:a,text:"Understanding employees’ needs is only part of the equation; assessing each person’s current skills is equally critical. Combining these insights allows you to outline clear development paths. When you evaluate each person’s skills, you gain a comprehensive view of their strengths, enabling you to recognize and encourage their abilities, which is inherently motivating.",spans:[{start:bq,end:aZ,type:c},{start:fv,end:fw,type:c},{start:fx,end:jZ,type:c},{start:mF,end:hU,type:k,data:{id:hq,type:l,tags:[],lang:f,slug:hr,first_publication_date:hs,last_publication_date:ht,uid:hu,link_type:h,isBroken:g}},{start:mF,end:mG,type:c},{start:lu,end:hU,type:c},{start:jd,end:mp,type:c},{start:As,end:uJ,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #4: Set intermediate goals",spans:[{start:aY,end:aZ,type:c}],direction:b},{type:a,text:"The skill assessments pave the way to setting employee goals. Determine which skills they want to enhance, the methods for improvement, and the target proficiency level. The answers will help you define short- and long-term goals. To track progress, use the fifth tip: micro-check-ins.",spans:[{start:eb,end:V,type:c},{start:bz,end:eB,type:c},{start:dI,end:fY,type:c},{start:he,end:ja,type:c},{start:j_,end:jb,type:c},{start:lq,end:mH,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #5: Schedule micro-check-ins",spans:[{start:U,end:aF,type:c}],direction:b},{type:a,text:"Conducting regular check-ins with employees lets you monitor their skill development progress.",spans:[{start:ac,end:aG,type:c},{start:bg,end:bP,type:c},{start:dx,end:cP,type:c}],direction:b},{type:j,text:"Have they achieved their intermediate goals?",spans:[{start:aC,end:bP,type:c}],direction:b},{type:j,text:"Are they encountering challenges?",spans:[],direction:b},{type:j,text:"Are they interested in advancing or acquiring new skills?",spans:[{start:cq,end:cj,type:c}],direction:b},{type:a,text:"These are likely questions on your mind, and micro-check-ins provide the answers, offering direction to maximize progress.",spans:[{start:ai,end:eB,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #6: Rely on managers for support",spans:[{start:$,end:aM,type:c}],direction:b},{type:a,text:"Managers are your best allies! They conduct one-on-one meetings, understand their team members’ skills and preferences, and monitor each person’s daily progress. So don’t hesitate to involve them. Regular check-ins with managers will clarify achievable objectives and allow for a co-creation process that engages managers closely in skill development.",spans:[{start:d,end:bf,type:c},{start:bj,end:ec,type:c},{start:hv,end:fZ,type:c},{start:gC,end:je,type:c},{start:eV,end:dj,type:c},{start:ju,end:rJ,type:c},{start:rK,end:rz,type:c},{start:pn,end:uK,type:c},{start:At,end:rL,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Tip #7: Leverage the right tools",spans:[{start:V,end:aF,type:c}],direction:b},{type:a,text:"You might be thinking, “This all sounds great, but how do I get a comprehensive view of everyone’s skills?” Don’t worry—we’ve got you covered. To guide employees through the upskilling journey, the right tools are your best ally.",spans:[{start:fw,end:eA,type:c},{start:j$,end:gD,type:c},{start:fx,end:pE,type:c},{start:mI,end:jf,type:c}],direction:b},{type:a,text:"According to the Future of HR Barometer, only 21% of companies have tools that adequately support their needs in skills identification and management. That leaves 79% either dissatisfied with their current tools or still searching.",spans:[{start:U,end:ba,type:c},{start:dy,end:cL,type:c},{start:eW,end:hw,type:c},{start:io,end:dJ,type:c},{start:mI,end:ka,type:c}],direction:b},{type:a,text:"With our 365Talents platform, you gain a dynamic skills mapping solution, providing real-time insights into each employee’s skills. 365Talents also enables visibility into training needs in line with your upskilling strategy.",spans:[{start:aD,end:aG,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},{start:aD,end:aG,type:c},{start:cv,end:cH,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}},{start:cv,end:cH,type:c},{start:lv,end:el,type:c},{start:fy,end:jK,type:c},{start:ir,end:fW,type:c},{start:gC,end:j_,type:c}],direction:b}],image:{dimensions:{width:620,height:uL},alt:"upskilling and reskilling strategies",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fed3e88e5-6331-461b-a9e3-a4d9dd93ec08_Hero_upskilling-reskilling_EN.png?auto=format,compress",id:"ZCWnvBAAACEAxVUn",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Reskilling in the age of AI: essential for adaptability and growth",spans:[],direction:b},{type:a,text:"As artificial intelligence (AI) becomes an integral part of modern business, it’s reshaping how organizations operate and the skills employees need to thrive. In addition to upskilling, HR leaders should prioritize reskilling employees to remain agile and competitive in an increasingly automated landscape.",spans:[{start:cy,end:at,type:c},{start:fx,end:hc,type:c},{start:kb,end:nJ,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}},{start:kb,end:lu,type:c}],direction:b},{type:a,text:"Reskilling focuses on helping employees develop new skills that equip them to take on entirely different roles or adapt to significant shifts within their current roles. With AI automating repetitive tasks, the demand for soft skills, complex problem-solving, digital literacy, and adaptability has increased significantly. For HR leaders, building a reskilling strategy alongside upskilling initiatives is crucial to maximizing workforce potential and meeting the evolving needs of the business.",spans:[{start:d,end:ct,type:k,data:{id:"ZB2q4hAAACIAqNTT",type:nE,tags:[],lang:f,slug:"how-ai-is-being-used-to-upskill-and-reskill-workforces",first_publication_date:"2023-03-24T14:04:44+0000",last_publication_date:"2023-04-06T13:58:01+0000",uid:"hr-executive-nordic-2022-loic-michel-upskilling",link_type:h,isBroken:g}},{start:d,end:aW,type:c},{start:pF,end:uJ,type:c},{start:rM,end:uM,type:c}],direction:b},{type:a,text:"Here’s how reskilling can complement the other tips discussed in this article:",spans:[{start:aE,end:V,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"The role of HR in reskilling for AI Integration",spans:[],direction:b},{type:a,text:"Incorporating AI within HR functions isn’t just about reducing administrative workload—it’s also about empowering employees to engage in more strategic, creative tasks. HR professionals should identify roles where AI is likely to impact daily responsibilities, then establish targeted reskilling programs that equip employees with skills to pivot into roles where human creativity, empathy, and strategic thinking are paramount.",spans:[{start:bq,end:$,type:c},{start:je,end:pG,type:c},{start:nC,end:nM,type:c}],direction:b},{type:a,text:"For example, while AI can handle large data analysis, employees can be reskilled to focus on interpreting those insights, engaging in human-centered roles like strategic planning and employee relations, or even managing AI solutions themselves.",spans:[{start:ac,end:V,type:c},{start:gE,end:hx,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}},{start:hw,end:nN,type:c},{start:kc,end:hx,type:c},{start:mC,end:iX,type:c},{start:eV,end:f_,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Assess current and future skills needs",spans:[],direction:b},{type:a,text:"Like upskilling, reskilling requires a clear understanding of current skills as well as an analysis of the skills that will be in demand as AI continues to evolve. By regularly evaluating employees’ skills, you can proactively address skills gaps and identify reskilling pathways that align with company objectives.",spans:[{start:gF,end:au,type:c},{start:U,end:aq,type:c},{start:dz,end:jK,type:c},{start:lw,end:pH,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}},{start:lw,end:pH,type:c},{start:mo,end:mJ,type:c}],direction:b},{type:a,text:"With skills assessments, HR leaders can map out a clear path for employees who may be transitioning from roles impacted by AI automation to those that require advanced problem-solving, project management, and digital literacy. This ensures that each team member not only contributes to the organization’s success but also feels prepared for the changing workplace landscape.",spans:[{start:gF,end:ap,type:c},{start:gz,end:fL,type:c},{start:hp,end:lu,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Implementing reskilling goals and tracking progress",spans:[],direction:b},{type:a,text:"In addition to setting intermediate goals for upskilling, establish specific milestones for reskilling. For example, employees in administrative roles impacted by AI automation might set goals to acquire data analysis or digital project management skills. Regular micro-check-ins will ensure employees feel supported in their reskilling journey and provide HR with insights into the effectiveness of the reskilling program.",spans:[{start:ap,end:bQ,type:c},{start:bz,end:cj,type:c},{start:eX,end:fZ,type:c},{start:el,end:eC,type:c},{start:iq,end:hf,type:c},{start:lt,end:lx,type:c},{start:nO,end:mJ,type:c},{start:rN,end:uN,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}},{start:Au,end:uN,type:c},{start:uf,end:422,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Empowering managers in the reskilling process",spans:[],direction:b},{type:a,text:"Just as managers are key allies in upskilling, their role is vital in reskilling. Managers often have the clearest insight into how AI integration affects day-to-day tasks, making them instrumental in identifying reskilling needs. Encourage managers to communicate with employees about future skills and facilitate reskilling by organizing tailored training programs and mentorship opportunities that fit the evolving role requirements.",spans:[{start:bf,end:$,type:c},{start:fK,end:dH,type:c},{start:fy,end:hw,type:c},{start:gs,end:jb,type:c},{start:nP,end:nL,type:c},{start:349,end:uO,type:c},{start:Av,end:rM,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Leveraging AI-driven tools for effective reskilling",spans:[],direction:b},{type:a,text:"AI-powered skills management platforms like 365Talents can provide a dynamic view of employee skills, helping HR identify which skills are at risk of becoming obsolete and where reskilling opportunities lie. With real-time skills mapping and the ability to track employees’ progress in learning new skills, tools like 365Talents enable HR leaders to make data-driven reskilling decisions.",spans:[{start:q,end:bk,type:k,data:{id:uP,type:kd,tags:[],lang:f,slug:kd,first_publication_date:uQ,last_publication_date:uR,uid:kd,link_type:h,isBroken:g}},{start:aE,end:bl,type:c},{start:bj,end:bk,type:c},{start:fv,end:eK,type:c},{start:hx,end:mF,type:c},{start:le,end:pD,type:c},{start:318,end:Aw,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Reskilling to build an agile and future-ready workforce",spans:[],direction:b},{type:a,text:"By prioritizing reskilling alongside upskilling, organizations foster an environment of adaptability, empowering employees to thrive in roles that require distinctly human skills. This balanced approach enhances employee engagement, reduces turnover, and positions the company to leverage AI as a competitive advantage.",spans:[{start:$,end:an,type:c},{start:bs,end:cr,type:c},{start:jv,end:hU,type:c},{start:ls,end:mK,type:c},{start:jg,end:ly,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"In Summary",spans:[],direction:b},{type:a,text:"Effective organization, strategic tips, and the right tools empower HR to champion upskilling efforts, no matter the circumstances. Let’s recap the key elements to help you meet your goals:",spans:[{start:aW,end:ar,type:c},{start:bR,end:dw,type:c},{start:dy,end:fK,type:c},{start:cR,end:eT,type:c}],direction:b},{type:j,text:"Daily support for employees",spans:[{start:aR,end:aq,type:c}],direction:b},{type:j,text:"Active listening and regular check-ins",spans:[{start:aQ,end:bl,type:c}],direction:b},{type:j,text:"Manager involvement in skill development processes",spans:[{start:d,end:ac,type:c},{start:ap,end:cq,type:c}],direction:b},{type:j,text:"Precise skills assessments",spans:[{start:bf,end:an,type:c}],direction:b},{type:j,text:"Regular check-ins to track progress",spans:[{start:bf,end:U,type:c}],direction:b},{type:j,text:"Access to an adaptive tool to streamline the process (like 365Talents!)",spans:[{start:aJ,end:an,type:c},{start:dw,end:cX,type:c}],direction:b},{type:a,text:"We hope this guide proves helpful—until next time!",spans:[],direction:b}]},id:cI,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More insights for HR on upskilling & reskilling",spans:[],direction:b}],suggested_grp:[{article:{id:lf,type:l,tags:[],lang:f,slug:r,first_publication_date:lg,last_publication_date:lh,uid:li,link_type:h,isBroken:g}},{article:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{article:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:"Start your upskilling strategy with us",spans:[],direction:b}],btntxt:[{type:a,text:cE,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"Developing the skills of every employee is crucial to optimizing company results. Discover 7 practical tips to support your employees in this process in times of crisis.",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:"Zw-kyREAACWSjw1L",uid:"365talents-and-orange-team-up-for-innovative-skills-management",url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zw-kyREAACWSjw1L%22%29+%5D%5D",tags:[],first_publication_date:"2024-10-17T07:46:35+0000",last_publication_date:"2024-10-17T09:16:32+0000",slugs:["365talents-and-orange-team-up-to-deliver-innovative-skills-management"],linked_documents:[],lang:f,alternate_languages:[{id:"Zw6PZREAACIAjXGk",type:l,lang:T,uid:"365talents-et-orange-sassocient-pour-une-gestion-innovante-des-competences"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:uS,sitename:D,description:"365Talents, leading AI-driven platform for Skills and Career Management solutions, announces its collaboration with Orange― a global telecommunications company.",img:{dimensions:{width:ke,height:ke},alt:"orange skills management",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65e055a79c42d04f7d969db5_45d8ab54-4da3-425a-90b5-57b3ce7dda26_img-hero-en-media-collections-amplifying-upskilling.avif?auto=format%2Ccompress&rect=440%2C0%2C900%2C900&w=2000&h=2000",id:rO,edit:{x:uL,y:d,zoom:q,background:u}}},id:gp,slice_type:H,slice_label:e}],hero_title:[{type:F,text:uS,spans:[],direction:b}],category_grp:[{category:{id:gl,type:x,tags:[],lang:f,slug:cs,first_publication_date:gm,last_publication_date:gn,uid:cs,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZxDVy4F3NbkBXqRX_orange-post-lk-1-.jpg?auto=format,compress",id:"ZxDVy4F3NbkBXqRX",edit:{x:d,y:d,zoom:q,background:u}},author:{id:mq,type:I,tags:[],lang:f,slug:r,first_publication_date:mr,last_publication_date:ms,link_type:h,isBroken:g},p_date:"2024-10-16",u_date:"2024-10-17",aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"365Talents, the leading AI-driven platform for Skills and Career Management solutions, announced the start of its collaboration with Orange, a major player in the telecommunications sector. The aim of this partnership is to support the skills management of the Group Orange.",spans:[],direction:b},{type:n,text:"An ambitious project supporting operational priorities",spans:[],direction:b},{type:a,text:"Skills are at the heart of Orange's strategic plan. The aim of the partnership with 365Talents is to deploy an innovative, skills-focused approach across the group. By providing better visibility of available talent, Orange aims to optimise the identification of skills, facilitate internal mobility and promote a culture of continuous learning. The solution developed by 365Talents will be tailored to the specific priorities of each Orange division, both in France and internationally.",spans:[],direction:b},{type:n,text:"Simplifying career paths for greater commitment",spans:[],direction:b},{type:a,text:"One of Orange's priorities is to simplify and streamline career paths for employees, managers and HR teams across the group. 365Talents' solution, selected after a rigorous benchmarking process involving 60 participants from 13 entities, has been deployed to 6,000 employees. This project will enable Orange to prepare for tomorrow's strategic challenges by identifying emerging skills and anticipating future needs.",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Loic Michel, co-founder of 365Talents adds:",spans:[{start:d,end:bP,type:c}],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"At 365Talents, we believe that skills management should be at the core of corporate strategies so that every employee can reach their full potential. This partnership with Orange enables us to deploy our technology within a leading organization, to create a unique and personalized experience that meets the needs of today and tomorrow.",spans:[],direction:b}],name:[{type:a,text:"Loic Michel",spans:[],direction:b}],job:[{type:a,text:"CEO & Co-founder of 365Talents ",spans:[],direction:b}]},id:Ax,slice_type:aO,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"About 365Talents:",spans:[],direction:b}],content:[{type:a,text:"With 365Talents, companies are shifting the playing field in terms of internal mobility and skills development. We help HR teams and business managers discover the unexpected and the untapped, so they can act quickly and effectively, giving employees the power to take charge of their own professional development. Companies like Allianz, EY, Veolia and Societe Generale are transforming and reinventing the world of work with us.",spans:[],direction:b}]},id:"content_text_section$7d9b3359-0925-47ab-8bc5-434ffde9d479",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More resources",spans:[],direction:b}],suggested_grp:[{article:{id:Ay,type:l,tags:[],lang:f,slug:Az,first_publication_date:AA,last_publication_date:AB,uid:AC,link_type:h,isBroken:g}},{article:{id:kg,type:l,tags:[],lang:f,slug:kh,first_publication_date:ki,last_publication_date:kj,uid:kk,link_type:h,isBroken:g}},{article:{id:rP,type:l,tags:[],lang:f,slug:rQ,first_publication_date:rR,last_publication_date:rS,uid:rT,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:gk,spans:[],direction:b}],btntxt:[{type:a,text:iZ,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:pI,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:uS,spans:[],direction:b}],thumb_description:[{type:a,text:"365Talents, leading AI-driven platform for Skills and Career Management solutions, announces its collaboration with Orange― a global telecommunications company. ",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:"Zx-M8RAAAM5bWhWO",uid:AD,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zx-M8RAAAM5bWhWO%22%29+%5D%5D",tags:[],first_publication_date:AE,last_publication_date:AE,slugs:[AD],linked_documents:[],lang:f,alternate_languages:[{id:"ZCbgvBAAACEAx0-_",type:l,lang:T,uid:"criteres-choix-internal-talent-marketplace"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:AF,sitename:D,description:"What are the key differences to consider when choosing a Talent Marketplace? And above all, how can you tell the difference between the different types of offerings on the market?",img:{dimensions:{width:K,height:J},alt:AG,copyright:e,url:rU,id:rV,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:AF,spans:[],direction:b}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:AG,copyright:e,url:rU,id:rV,edit:{x:d,y:d,zoom:q,background:u}},author:{id:pk,type:I,tags:[],lang:f,slug:r,first_publication_date:pl,last_publication_date:pm,link_type:h,isBroken:g},p_date:"2024-10-15",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"When choosing a Talent Marketplace, what key differences should you consider? Here’s our expert advice!",spans:[{start:$,end:bg,type:c}],direction:b},{type:a,text:"To start, here are some essential definitions to understand two of the main concepts in this Talent Marketplace comparison.",spans:[{start:cP,end:dK,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"What is an Internal Talent Marketplace (ITM)?",spans:[{start:aE,end:bj,type:c}],direction:b},{type:a,text:"An Internal Talent Marketplace (ITM) serves as the backbone of your Human Capital Management (HCM) tools. It’s the simplest way to create a project economy, or “gig economy,” within your organization. Leveraging algorithms, predictive analytics, and user feedback, this platform suggests mission opportunities, roles, or projects to employees based on their skills and interests.",spans:[{start:cy,end:aZ,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{start:cy,end:a_,type:c},{start:dy,end:hC,type:c},{start:dz,end:ip,type:c},{start:jv,end:f_,type:c},{start:j_,end:rW,type:c},{start:mD,end:rJ,type:c},{start:jX,end:uT,type:c},{start:rX,end:316,type:c},{start:uK,end:rI,type:c},{start:rY,end:AH,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"What is Skills Intelligence?",spans:[{start:bf,end:aq,type:c}],direction:b},{type:a,text:"Skills Intelligence involves mapping, identifying, and managing real-time skills data for both the organization and its employees. It’s about utilizing all available data, whether static or dynamic (e.g., annual reviews, training sessions, community and project activities, feedback), from any platform (HCM, LMS, enterprise social networks, project management tools, etc.). This powerful data analysis feeds directly into your Strategic Workforce Planning program.",spans:[{start:d,end:ac,type:k,data:{id:"ZW9POhAAAF0AJLfe",type:nE,tags:[],lang:f,slug:r,first_publication_date:"2023-12-05T16:35:39+0000",last_publication_date:"2023-12-05T17:02:16+0000",uid:"hr-leaders-panel-nov-2023-skills-intelligence",link_type:h,isBroken:g}},{start:d,end:ac,type:c},{start:gr,end:fv,type:c},{start:is,end:gK,type:c},{start:hD,end:fW,type:c},{start:it,end:gL,type:c},{start:gC,end:lr,type:c},{start:lt,end:rZ,type:c},{start:hE,end:mK,type:c},{start:lx,end:jd,type:c},{start:nD,end:r_,type:c},{start:nM,end:uU,type:c},{start:uT,end:uV,type:c},{start:uW,end:AI,type:c},{start:AJ,end:uO,type:c},{start:r$,end:uX,type:c},{start:AK,end:AL,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"To Conclude: Is 365Talents the Right Fit for You?",spans:[{start:$,end:an,type:c}],direction:b},{type:a,text:"Let’s find out. 365Talents is designed for you if you:",spans:[{start:$,end:cD,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}},{start:$,end:an,type:c}],direction:b},{type:j,text:"Prioritize continuous improvement of the employee experience,",spans:[{start:aE,end:aU,type:c},{start:bQ,end:eB,type:c}],direction:b},{type:j,text:"Aim to better identify, locate, and allocate skills,",spans:[{start:a_,end:dA,type:c}],direction:b},{type:j,text:"Seek Strategic Workforce Planning features, including AI-powered Skills Intelligence, in any language,",spans:[{start:gF,end:aU,type:c},{start:bk,end:fY,type:c}],direction:b},{type:j,text:"Want to maximize your existing HCM tools with minimal incremental costs,",spans:[{start:at,end:bg,type:c}],direction:b},{type:j,text:"Prefer not to waste time implementing complex skills frameworks and workflows.",spans:[{start:bz,end:ec,type:c},{start:dy,end:eR,type:c}],direction:b},{type:a,text:"However, 365Talents may not be the right choice if you are looking to:",spans:[{start:aD,end:ac,type:c}],direction:b},{type:j,text:"Replace your HCM suite entirely,",spans:[{start:aJ,end:ar,type:c}],direction:b},{type:j,text:"Find a tool for payroll or other administrative tasks,",spans:[{start:$,end:ap,type:c},{start:aU,end:cD,type:c}],direction:b},{type:j,text:"Use a short-term, one-time internal mobility solution,",spans:[{start:aq,end:bj,type:c}],direction:b},{type:j,text:"Access thousands of features (even if you won’t use most of them),",spans:[{start:ab,end:aG,type:c}],direction:b},{type:j,text:"Settle for a temporary tool for today’s HR workflows without investing in the Future of Work.\n",spans:[{start:bO,end:eY,type:c},{start:dI,end:eX,type:c}],direction:b},{type:a,text:"We hope this information has provided the clarity you need to make an informed choice. And because we know the value an Internal Talent Marketplace adds, we invite you to contact us for a demo and see it in action!",spans:[{start:hd,end:je,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},{start:hd,end:kl,type:c},{start:lC,end:pE,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More about ITM...",spans:[],direction:b}],suggested_grp:[{article:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{article:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}},{article:{id:pJ,type:l,tags:[],lang:f,slug:r,first_publication_date:pK,last_publication_date:pL,uid:pM,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[],direction:b}],btntxt:[{type:a,text:cE,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"What are the key differences to consider when choosing a Talent Marketplace? And above all, how can you tell the difference between the different types of offerings on the market? We've compiled this summary article to give you a clearer idea.",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:AM,uid:AN,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zv5SPhEAACMAdctP%22%29+%5D%5D",tags:[],first_publication_date:AO,last_publication_date:AP,slugs:[AQ],linked_documents:[],lang:f,alternate_languages:[{id:"Zv5h_xEAACIAdeM5",type:l,lang:T,uid:"le-guide-sur-les-architectures-de-competences-et-de-metiers"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"What are Skills & Job Architecture?  Why do HR need them?",sitename:D,description:"If you ever wondered how organizations are becoming more agile, future-ready and competitive, you’re in the right place. The short answer? Skills and jobs architectures.",img:{dimensions:{width:az,height:aB},alt:uY,copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Skills & Job Architecture: What are they and why do HR and organizations need them?",spans:[],direction:b}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}},{tag:{id:jG,type:t,tags:[],lang:f,slug:d_,first_publication_date:jH,last_publication_date:jI,uid:d_,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"skills and jobs architectures",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F3e7064e0-bd2c-4f5b-8b2f-6382783f7ead_IMG_Articles_uncharted-territory-navy-navy.png?auto=format,compress",id:sa,edit:{x:d,y:d,zoom:q,background:u}},author:{id:fe,type:I,tags:[],lang:f,slug:cz,first_publication_date:ff,last_publication_date:fg,link_type:h,isBroken:g},p_date:uZ,u_date:uZ,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"If you ever wondered how organizations are becoming more agile, future-ready and competitive, you’re in the right place. The short answer? Skills and job architecture. ",spans:[{start:cW,end:d$,type:c},{start:gr,end:hF,type:c},{start:ho,end:eX,type:c},{start:io,end:ja,type:c}],direction:b},{type:a,text:"Today, organizations and HR leaders face constant pressure to adapt to changes in technology, workforce expectations, and evolving business models. The traditional job-centric approach is no longer enough to ensure success. Forward-thinking organizations have recognized this and are shifting their focus to skills and building robust job architectures. Have you? ",spans:[{start:f$,end:hc,type:k,data:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}},{start:f$,end:hc,type:c},{start:298,end:uW,type:c}],direction:b},{type:a,text:"Let’s dive into skills and job architecture,—what they are, and why they’re critical for HR and organizational success.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is a Skills and Job Architecture?",spans:[],direction:b},{type:a,text:"At its core, a skills architecture is a structured framework that defines the skills employees need across various roles and levels within an organization. Meanwhile, a job architecture refers to the systematic organization of roles, job families, and career paths within the company. Together, they create a holistic approach to talent management, aligning business goals with workforce capabilities.",spans:[],direction:b},{type:a,text:"Instead of focusing on static job descriptions, skills-based organizations prioritize skills, competencies, and growth opportunities. This shift is not just a trend—it's a strategic move to foster agility, encourage upskilling, and ensure that talent is aligned with future business needs.",spans:[{start:bR,end:ea,type:c},{start:eS,end:fy,type:c},{start:it,end:AR,type:c},{start:lD,end:jX,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"4 key components of a Skills and Job Architecture",spans:[],direction:b},{type:a,text:"A skills and job architecture provide a foundation for modern workforce management by focusing on skills rather than traditional job roles. These architectures are structured around several key components that ensure alignment with business needs and the effective development of talent. Let's explore why skills taxonomy, job families, career pathways, and skills frameworks are vital to building and sustaining a skills-first organization.",spans:[{start:bO,end:en,type:c}],direction:b}],image:{dimensions:{width:go,height:u_},alt:"4 key components of Skills and Job Architecture",copyright:e,url:AS,id:AT,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Skills taxonomy: A detailed classification of all the skills required within the organization.",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"A skills taxonomy is essentially a comprehensive, organized catalog of all the skills that are key for the success of an organization. This taxonomy breaks down both technical and soft skills across departments and job roles, enabling a clear understanding of the capabilities employees need to possess or develop.",spans:[{start:ed,end:U,type:k,data:{id:nQ,type:l,tags:[],lang:f,slug:hG,first_publication_date:nR,last_publication_date:nS,uid:hG,link_type:h,isBroken:g}},{start:cv,end:fv,type:c},{start:is,end:jZ,type:c}],direction:b},{type:a,text:sb,spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Clarity for Workforce Planning: Having a clear taxonomy helps HR and business leaders identify skill gaps across the organization and forecast future needs based on changing business goals.",spans:[{start:d,end:at,type:c}],direction:b},{type:j,text:"Informs Learning and Development: It helps in designing targeted learning programs by specifying the skills that require upskilling or reskilling.",spans:[{start:d,end:aU,type:c}],direction:b},{type:j,text:"Supports Talent Acquisition: Recruiters can use the skills taxonomy to define precise hiring criteria, focusing on competencies that align with business objectives, ensuring better candidate-job matches.",spans:[{start:d,end:aG,type:c}],direction:b},{type:a,text:"Without a defined skills taxonomy, organizations risk misaligning their workforce capabilities with their strategic goals.\n",spans:[],direction:b},{type:o,text:"Job families: Groupings of jobs with similar functions and skill requirements.",spans:[{start:d,end:aY,type:c}],direction:b},{type:a,text:"Job families are clusters of roles within an organization that require similar skill sets or functions. By categorizing jobs based on shared skills rather than titles, companies can create more fluidity and flexibility in how they manage talent.",spans:[{start:im,end:eQ,type:c},{start:gR,end:kl,type:c}],direction:b},{type:a,text:sb,spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Enhanced talent mobility: Grouping jobs into families allows for easier internal mobility. Employees can transition between roles within the same family by building on similar skills, increasing organizational agility.",spans:[{start:d,end:aC,type:c},{start:bf,end:aM,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Simplifies workforce structuring: For HR leaders, job families streamline workforce planning by reducing the complexity of managing hundreds or thousands of individual job descriptions. It creates consistency in role expectations, compensation structures, and career growth opportunities.",spans:[{start:d,end:aU,type:c}],direction:b},{type:j,text:"Career development: Employees gain clear visibility into career progression options within their job family, helping them to navigate their professional growth with a focus on skill development.",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Job families help break down silos by emphasizing shared skills, enabling smoother transitions and cross-functional collaboration.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Career paths: Clear, flexible routes for employee development, aligned with skills progression.",spans:[{start:d,end:aY,type:c}],direction:b},{type:a,text:"Career paths are structured routes that guide employees through different roles and responsibilities, highlighting the skills and competencies required for advancement. In a skills-first architecture, career pathways are less rigid than traditional hierarchies, offering multiple routes to growth based on skill development.",spans:[{start:d,end:aY,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}},{start:gr,end:eK,type:c},{start:gf,end:he,type:c},{start:fx,end:hH,type:k,data:{id:lE,type:l,tags:[],lang:f,slug:lF,first_publication_date:lG,last_publication_date:lH,uid:lI,link_type:h,isBroken:g}}],direction:b},{type:a,text:sb,spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Employee engagement and retention: Career pathways show employees how they can progress within the organization, enhancing motivation and reducing turnover by providing clarity around opportunities for advancement.",spans:[{start:d,end:bg,type:c}],direction:b},{type:j,text:"Alignment with business goals: By linking career growth to skills progression, organizations ensure that employees develop capabilities aligned with current and future business needs.",spans:[{start:d,end:aZ,type:c}],direction:b},{type:j,text:"Tailored Learning and Development: Career paths allow HR leaders to create individualized development plans that are flexible and personalized, helping employees focus on the skills they need to progress.",spans:[{start:d,end:bg,type:c}],direction:b},{type:a,text:"Flexible career paths ensure employees remain engaged and motivated, while also future-proofing the workforce by aligning skill development with strategic business goals.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Skills Frameworks: Standardized measures to assess and develop employee skills.",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"A skills framework is a structured system used to assess, measure, and develop skills across the workforce. It typically includes defined competency levels (e.g., beginner, intermediate, advanced) and provides criteria for evaluating employee proficiency in specific skills.",spans:[{start:ed,end:aR,type:k,data:{id:nF,type:l,tags:[],lang:f,slug:hg,first_publication_date:nG,last_publication_date:nH,uid:hg,link_type:h,isBroken:g}},{start:cq,end:fv,type:c},{start:f_,end:lJ,type:c}],direction:b},{type:a,text:sb,spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Consistency in skill evaluation: Standardized frameworks allow for objective measurement of employee skills, making performance evaluations more transparent and fair.",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"Guided development: Skills frameworks provide employees with a clear understanding of the expectations for each skill at different levels of proficiency. This enables HR to create targeted development plans based on where employees currently stand and where they need to improve.",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Informs Workforce Planning: With a clear framework, HR leaders can more accurately assess the organization's current skill levels and identify areas that require investment, whether through learning programs or recruitment.",spans:[{start:d,end:aq,type:c}],direction:b},{type:j,text:"Data-driven decision-making: Skills frameworks offer data insights that help organizations predict future skill gaps, allocate training resources, and build talent pipelines.",spans:[{start:d,end:aq,type:k,data:{id:mN,type:l,tags:[],lang:f,slug:ga,first_publication_date:mO,last_publication_date:mP,uid:ga,link_type:h,isBroken:g}},{start:d,end:aQ,type:c}],direction:b},{type:a,text:"By standardizing skill assessment, skills frameworks foster clarity and consistency, ensuring employees and managers stay aligned on development priorities. Read this article to learn more about a dynamic, automatically updated skills framework.",spans:[{start:hx,end:rW,type:k,data:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}}],direction:b}],image:{dimensions:{width:az,height:aB},alt:"skills frameworks",copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Why a Skills and Job architecture is important?",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"1. Future-proofing workforce capabilities",spans:[],direction:b},{type:a,text:"One of the greatest challenges for HR professionals is preparing the workforce for the future. With AI, automation, and digital transformation reshaping industries, companies must identify skill gaps and quickly adapt. A skills and job architecture provide the blueprint for upskilling and reskilling employees to meet the changing demands of the market.",spans:[{start:cb,end:cP,type:c},{start:sc,end:sd,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}},{start:se,end:AI,type:c}],direction:b},{type:a,text:"For example, a company undergoing digital transformation can use a skills architecture to pinpoint which employees need technical training and which roles require emerging skills, such as data analytics or machine learning. By doing so, organizations can future-proof their talent and maintain a competitive edge.",spans:[{start:pN,end:uV,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Improving employee engagement and retention",spans:[],direction:b},{type:a,text:"Employee engagement is closely tied to career development opportunities. 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By leveraging a well-structured skills architecture, HR leaders can focus on hiring individuals based on the skills they bring to the table, not just their previous job titles.",spans:[{start:f$,end:em,type:k,data:{id:ko,type:l,tags:[],lang:f,slug:r,first_publication_date:kp,last_publication_date:kq,uid:kr,link_type:h,isBroken:g}},{start:f$,end:fW,type:c},{start:ls,end:mo,type:c}],direction:b},{type:a,text:"This approach not only widens the talent pool but also creates inclusive hiring practices, as candidates from non-traditional backgrounds may possess the required skills without the formal education or job titles typically sought in hiring processes. This leads to more diverse talent, improved innovation, and a better alignment of capabilities with business needs.\n",spans:[{start:ap,end:ai,type:c},{start:ec,end:eQ,type:c}],direction:b},{type:o,text:"4. Aligning talent with business objectives",spans:[],direction:b},{type:a,text:"A significant benefit of implementing a skills and job architecture is the ability to align talent with business goals. HR leaders can leverage skills architectures to ensure the workforce has the skills needed to drive organizational strategy. Whether it’s expanding into new markets, embracing digital transformation, or launching a new product line, skills architectures help identify and develop the necessary skills to support these initiatives.",spans:[{start:ks,end:fz,type:c}],direction:b},{type:a,text:"This alignment enables HR to shift from a transactional role to a strategic partner, directly contributing to the business’s growth and long-term success.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. Data-driven decision-making",spans:[],direction:b},{type:a,text:"Incorporating a skills and job architecture gives HR teams access to valuable skills data that can be leveraged to make informed decisions about workforce planning, talent management, and employee development. 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Here's how HR leaders can start:",spans:[],direction:b},{type:o,text:"1. Define organizational goals ",spans:[],direction:b},{type:a,text:"Begin by aligning your skills and job architecture with your company’s long-term strategy. Identify critical business objectives and the skills required to achieve them.",spans:[],direction:b},{type:o,text:"2. Create a skills inventory ",spans:[],direction:b},{type:a,text:"Develop a comprehensive list of the skills your workforce currently possesses and assess gaps. This helps in planning upskilling initiatives and recruiting strategies. ",spans:[],direction:b},{type:a,text:"With an AI-powered skills framework like 365Talents, your skills inventory can be easily created with a seamless import from all your data sources.",spans:[{start:bf,end:aS,type:k,data:{id:px,type:al,tags:[],lang:f,slug:py,first_publication_date:pz,last_publication_date:pA,uid:dk,link_type:h,isBroken:g}}],direction:b},{type:o,text:"3. Establish career pathways",spans:[],direction:b},{type:a,text:"Develop clear career paths tied to the skills needed for each role. This provides employees with a transparent roadmap for growth and aligns their development with business needs.",spans:[],direction:b},{type:o,text:"4. Use technology",spans:[],direction:b},{type:a,text:"Leverage HR technology and AI-driven platforms to manage your skills data and job architectures efficiently. These tools can automate the identification of skill gaps, track employee progress, and personalize learning suggestions.",spans:[{start:aD,end:ar,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}}],direction:b},{type:o,text:"5. Foster a learning culture ",spans:[],direction:b},{type:a,text:"Encourage continuous learning and development by offering employees access to training, certifications, and other development opportunities that align with the organization’s skills architecture.",spans:[],direction:b}]},id:lL,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"How to use technology like 365Talents to build your skills and job architecture",spans:[],direction:b}],content:[{type:a,text:"365Talents provides an AI-powered solution designed specifically for HR teams to easily create a tailored skills and job architecture that meet the unique needs of your organization.",spans:[],direction:b},{type:a,text:"By combining AI-driven technology with deep human expertise, we deliver a customized framework that serves as a solid foundation of a skills and job architecture to support your organization’s growth, seamlessly integrating with your systems while boosting learning, performance, and mobility.",spans:[],direction:b},{type:a,text:sf,spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Wherever you are in your data journey, 365Talents provides the technology and expertise to help you build a unique skills and job architecture tailored to your organization.",spans:[],direction:b},{type:a,text:"We begin by centralizing your jobs' data, even if it's fragmented or incomplete, and our AI-powered platform then organizes and structures this information. It creates the first version of your job architecture and ensures key skills and proficiency levels are clearly defined.",spans:[],direction:b},{type:a,text:"At the same time, we build a comprehensive skills ontology that aligns with your organization’s roles. This includes a dynamic visualization of your skills and job data (Skills and Job Galaxies), highlighting relationships and gaps to uncover development opportunities across your workforce.",spans:[],direction:b}]},id:"content_text_section$38ca5bb6-06f6-4e46-99ee-6e2429a376d1",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Book your demo here to learn more about our Skills & Job Architecture!",spans:[{start:bj,end:fK,type:k,data:{link_type:v,url:pP,target:mR}}],direction:b}],image:{dimensions:{width:ay,height:vd},alt:e,copyright:e,url:ve,id:vf,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$16704839-7d98-41b1-bc90-000ba6899f38",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"The future of Talent Management",spans:[],direction:b},{type:a,text:"As organizations continue to face rapid changes in the workforce and marketplace, a skills and job architecture is no longer optional—they are essential for driving agility, engagement, and alignment with business goals. HR professionals and leaders who embrace these frameworks can unlock new opportunities for upskilling, enhance talent acquisition, and ensure that their workforce is ready for the challenges of tomorrow.",spans:[],direction:b},{type:a,text:"By transitioning to a skills-first approach, organizations will not only thrive in today's competitive landscape but also build a sustainable future. 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What about HR? A lot of responsibility falls on human resources. As a result, HR staff are burnt out, and no one is talking about it.\nManaging time-consuming tasks is therefore becoming a crucial issue for preserving employees' quality of life and optimizing processes. How can HR tools alleviate this overload and improve task management within the company and HR teams?",spans:[{start:d,end:aJ,type:c},{start:a_,end:ai,type:c},{start:cq,end:cb,type:c},{start:gb,end:eV,type:c},{start:nC,end:pQ,type:c},{start:vj,end:vk,type:c},{start:AW,end:sg,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"A few figures on HR burnout to get you started...",spans:[],direction:b},{type:a,text:"HR professionals are facing significant burnout both globally and in the United States. Recent surveys reveal that 77% of U.S. professionals have experienced burnout at their current job, with more than half encountering burnout multiple times. This is particularly concerning for HR professionals, as their role in managing workplace well-being is critical, yet they are themselves prone to high levels of stress​.",spans:[{start:in0,end:dz,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww2.deloitte.com\u002Fus\u002Fen\u002Fpages\u002Fabout-deloitte\u002Farticles\u002Fburnout-survey.html",target:R}},{start:in0,end:dz,type:c}],direction:b},{type:a,text:"Globally, around 25% of workers report experiencing symptoms of burnout, with rates being consistent across various industries​(",spans:[{start:U,end:at,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fsustainable-inclusive-growth\u002Fcharts\u002Fthe-burnout-continues",target:R}},{start:U,end:at,type:c}],direction:b},{type:a,text:"In the U.S., 65% of employees said they faced burnout in 2023, a jump from previous years. Contributing factors include increased workloads, lack of support from leadership, and challenges with work-life balance​.",spans:[{start:aJ,end:aQ,type:k,data:{link_type:v,url:"https:\u002F\u002Feveryonesocial.com\u002Fblog\u002Femployee-burnout-statistics\u002F",target:R}},{start:aJ,end:aQ,type:c}],direction:b},{type:a,text:"Burnout has severe consequences, including higher turnover rates and decreased job satisfaction, making it a critical issue for employers to address.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Reduce work overload with high-performance management tools",spans:[],direction:b}],image:{dimensions:{width:5315,height:3543},alt:"a group of people sitting at a table with laptops",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1683803055067-1ca1c17cb2b9?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwyMnx8cHJvamVjdCUyMG1hbmFnZW1lbnR8ZW58MHx8fHwxNzI3ODc3NzY1fDA&ixlib=rb-4.0.3&q=85",id:"TdMuKUzW9xg",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$347ecfd5-d61f-451a-ae07-29da82f2589b",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"The importance of task management",spans:[],direction:b},{type:a,text:"Work overload is often the result of poor task management and inefficient resource allocation. To remedy this, it is essential to implement high-performance management tools that facilitate personnel and project management.\nHow does this apply to HR?",spans:[{start:d,end:aJ,type:c},{start:cY,end:bz,type:c},{start:ea,end:en,type:c},{start:kv,end:hm,type:c},{start:it,end:hH,type:c},{start:iq,end:ka,type:c},{start:jv,end:f_,type:c}],direction:b},{type:a,text:"Task management software enables HR to centralize all tasks, assign clear responsibilities, and track project progress. These tools provide an overview of current and upcoming tasks, enabling better planning and avoiding overload for HR teams.",spans:[{start:d,end:au,type:c},{start:bk,end:dw,type:c},{start:fQ,end:kw,type:c},{start:lt,end:lJ,type:c}],direction:b},{type:a,text:"Project management tools also enable better allocation of human and material resources. By consolidating all project information, these solutions enable quick identification of bottlenecks and informed decisions to readjust workloads.",spans:[{start:d,end:aR,type:c},{start:eR,end:ks,type:c}],direction:b},{type:a,text:"As a result, team members can concentrate on their core tasks without being constantly interrupted by unforeseen emergencies.",spans:[{start:aJ,end:U,type:c},{start:cj,end:cJ,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Improving the quality of life at work through better task management",spans:[],direction:b},{type:a,text:"Good task management makes a significant contribution to quality of life at work. By using appropriate management tools, HR teams and the company can better organize themselves and reduce the stress associated with work overload.",spans:[{start:d,end:ab,type:c},{start:cW,end:cH,type:c},{start:dv,end:gf,type:c},{start:lv,end:gc,type:c},{start:kb,end:dj,type:c}],direction:b},{type:a,text:"Project management solutions help clarify each team member's roles and responsibilities. These tools promote better communication and coordination between collaborators by precisely defining objectives and deadlines.",spans:[{start:d,end:aR,type:c},{start:ip,end:kb,type:c}],direction:b},{type:a,text:"In addition, the transparency offered by these tools makes it easier to anticipate overloads and periods of high activity. Managers can adjust schedules and resources accordingly, thus preventing burnout and excessive stress.",spans:[{start:cH,end:en,type:c},{start:cR,end:eX,type:c},{start:kv,end:is,type:c},{start:nK,end:jz,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Optimize project management for better performance",spans:[],direction:b},{type:a,text:"Optimizing project management is crucial to overall company performance. Advanced management tools allow teams to better plan and execute their projects.",spans:[],direction:b},{type:a,text:"Project management software offers advanced planning features like Gantt charts and Kanban boards. These tools enable you to :",spans:[],direction:b},{type:j,text:"View all project tasks.",spans:[],direction:b},{type:j,text:"Monitor progress in real time.",spans:[],direction:b},{type:j,text:"Quickly identify bottlenecks.",spans:[],direction:b},{type:a,text:"By facilitating communication and collaboration between team members, these solutions promote better coordination and smoother project execution.",spans:[],direction:b},{type:a,text:"What's more, they enable efficient resource management and task prioritization according to importance and urgency. This enables managers to make informed decisions to allocate resources optimally and ensure project success.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Automate leave and payroll management",spans:[],direction:b},{type:a,text:"Leave management and payroll are time-consuming tasks for human resources. Fortunately, leave management and payroll software can automate these processes, reducing employees' workloads.",spans:[{start:d,end:$,type:c},{start:V,end:aG,type:c},{start:bR,end:cD,type:c},{start:ct,end:cL,type:c},{start:cG,end:gd,type:c},{start:jh,end:iu,type:c},{start:iv,end:nN,type:c},{start:hc,end:em,type:c}],direction:b},{type:a,text:"Leave management systems enable leave requests to be centralized and quickly validated. Employees can consult their entitlements and submit requests in just a few clicks.",spans:[{start:d,end:$,type:c},{start:aF,end:bs,type:c},{start:cG,end:gB,type:c}],direction:b},{type:a,text:"Managers can approve or reject these requests, considering team schedules and business needs. This automation reduces errors and oversights while ensuring smoother absence management.",spans:[{start:dw,end:cL,type:c}],direction:b},{type:a,text:"Payroll software automates the calculation of wages, social security contributions, and tax returns. It integrates data from HR tasks, from hours worked to absences, bonuses, and allowances.",spans:[{start:d,end:cC,type:c},{start:jJ,end:gS,type:c}],direction:b},{type:a,text:"This saves precious time and minimizes the risk of errors. 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Automate administrative tasks",spans:[{start:cy,end:aF,type:c}],direction:b},{type:a,text:"HR personnel are often overwhelmed by repetitive and time-consuming tasks, such as :",spans:[],direction:b},{type:j,text:"Managing job applications",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Payroll processing",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Leave and absence tracking",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"AI, via solutions such as HR chatbots or automated management systems, can take over these processes, reducing the administrative burden. This allows HR to focus on more strategic missions, such as talent management.",spans:[{start:an,end:bs,type:c},{start:bQ,end:cX,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Improved talent management",spans:[{start:cy,end:aQ,type:c}],direction:b},{type:a,text:"AI specialized in talent management can help to:",spans:[{start:aR,end:aS,type:c}],direction:b},{type:j,text:"Identify skills gaps,",spans:[],direction:b},{type:j,text:"Propose personalized development paths,",spans:[{start:V,end:bl,type:c}],direction:b},{type:j,text:"Facilitate internal mobility. This enables HR to make more informed decisions without having to manually analyze large amounts of data, thus reducing the risk of cognitive overload.",spans:[{start:aE,end:aG,type:c}],direction:b},{type:o,text:"3. Predicting staffing needs",spans:[{start:cy,end:aG,type:c}],direction:b},{type:a,text:"AI can analyze market trends and internal data to forecast medium-term recruitment or training needs. Thanks to predictive models, HR professionals can anticipate peaks in activity or turnover, thus limiting emergency decisions, which are often sources of stress.",spans:[{start:au,end:aG,type:c},{start:aU,end:bz,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"4. Optimized management of well-being at work",spans:[{start:cy,end:ai,type:c}],direction:b},{type:a,text:"AI tools enable real-time measurement of employee well-being through analyses of engagement, absenteeism, and satisfaction. These solutions can even detect signs of burnout or low morale by analyzing subtle indicators, such as survey responses or sick leave frequency.",spans:[{start:$,end:bO,type:c},{start:kx,end:ir,type:c},{start:fQ,end:fW,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. Reducing bias in recruitment and talent management",spans:[{start:cy,end:cD,type:c}],direction:b},{type:a,text:"Human bias can lengthen the recruitment or employee assessment process. AI, by analyzing objective data on skills and performance, makes for greater efficiency and reduces the stress associated with long, complex selection processes.",spans:[{start:cS,end:hp,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Facilitating onboarding",spans:[{start:cy,end:an,type:c}],direction:b},{type:a,text:"The onboarding process for new employees can be greatly improved with AI. Virtual assistants can accompany new recruits through their first steps, answering questions, automating the sending of documents, or managing initial training, relieving HR of this direct responsibility.",spans:[{start:ea,end:eX,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Overall impact of AI on HR workload",spans:[],direction:b},{type:a,text:"Ultimately, all these innovative tools help to reduce HR's workload and simplify their day-to-day missions.",spans:[],direction:b},{type:j,text:"Time savings: 30-50% reduction in time spent on repetitive tasks.",spans:[{start:d,end:aY,type:c}],direction:b},{type:j,text:"Improved efficiency: AI algorithms can analyze massive volumes of data in record time, lightening HR's mental load.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Reduced stress: AI reduces the need to make immediate decisions under pressure, and helps prioritize critical tasks.",spans:[{start:d,end:bq,type:c}],direction:b},{type:a,text:"AI is an essential ally for HR professionals. Not only does it lighten their workload, but it also improves the quality of their decisions, reducing the risk of burnout and improving their job satisfaction.",spans:[{start:gD,end:ja,type:c},{start:ky,end:gC,type:c}],direction:b}],image:{dimensions:{width:vn,height:sg},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F551a3f2a-c40a-4152-bf91-56095e40f0a8_Body_ai-and-technology_FR_1.png?auto=format,compress",id:"ZCWzZBAAACIAxWn2",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$85c68a9d-81e3-4ef3-ae3c-601d86b614c9",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:lM,spans:[],direction:b},{type:o,text:"How can HR tools reduce work overload?",spans:[],direction:b},{type:a,text:"HR tools automate many administrative tasks, freeing up time for employees. For example, the management of timesheets, leave and payroll files can be handled more efficiently with these tools, reducing workload and potential errors.",spans:[{start:d,end:bf,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Ffr\u002Fressources\u002Foutils-rh",target:R}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"What types of time-consuming tasks can HR tools automate?",spans:[],direction:b},{type:j,text:"HR tools can automate tasks such as :",spans:[],direction:b},{type:j,text:"Managing job applications.",spans:[],direction:b},{type:j,text:"Interview planning.",spans:[],direction:b},{type:j,text:"Integrating new employees.",spans:[],direction:b},{type:j,text:"Performance monitoring.",spans:[],direction:b},{type:j,text:"Absence and leave management.",spans:[],direction:b},{type:j,text:"Report generation.\n",spans:[],direction:b},{type:o,text:"What impact do HR tools have on employee productivity?",spans:[],direction:b},{type:a,text:"HR tools improve employee productivity by reducing the time spent on repetitive administrative tasks. This enables employees to concentrate on more strategic and creative tasks, increasing their efficiency and job satisfaction.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How do you choose the right HR tool for your business?",spans:[],direction:b},{type:a,text:"To choose the right HR tool, it's important to assess your company's specific needs, considering ease of use, integration with existing systems, customer support and cost. It may also be useful to ask for demonstrations and read reviews from other users to ensure that the tool will meet your expectations.",spans:[],direction:b}]},id:"content_text_section$e9e29f54-d044-459c-aaea-fffad446607a",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"Discover more insights...",spans:[],direction:b}],suggested_grp:[{article:{id:mS,type:l,tags:[],lang:f,slug:mT,first_publication_date:mU,last_publication_date:mV,uid:mW,link_type:h,isBroken:g}},{article:{id:AX,type:l,tags:[],lang:f,slug:sh,first_publication_date:si,last_publication_date:si,uid:sh,link_type:h,isBroken:g}},{article:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}}],slices5:[],slices6:[],thumb_title:[{type:o,text:vh,spans:[],direction:b}],thumb_description:[{type:a,text:"Work overload is a reality for many employees and teams. What about HR? A lot of responsibility falls on human resources. 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How can HR tools alleviate this overload and improve task management within the company and HR teams?",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:"Zv5dxhEAACEAddzN",uid:AY,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zv5dxhEAACEAddzN%22%29+%5D%5D",tags:[],first_publication_date:"2024-10-03T09:33:49+0000",last_publication_date:"2024-10-04T14:19:32+0000",slugs:[AY],linked_documents:[],lang:f,alternate_languages:[{id:"Zv_e5xEAACIAeBNT",type:l,lang:T,uid:"comment-creer-architecture-des-metiers-basee-sur-competences"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:vo,sitename:D,description:"In this guide, we’ll show you how to create a skills-first job structure that’s flexible, forward-thinking, and built to help your people and your business thrive.",img:{dimensions:{width:az,height:aB},alt:uY,copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:vo,spans:[],direction:b}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}},{tag:{id:jG,type:t,tags:[],lang:f,slug:d_,first_publication_date:jH,last_publication_date:jI,uid:d_,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:uY,copyright:e,url:lN,id:lO,edit:{x:d,y:d,zoom:q,background:u}},author:{id:jA,type:I,tags:[],lang:f,slug:jD,first_publication_date:jB,last_publication_date:jC,link_type:h,isBroken:g},p_date:vi,u_date:uZ,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Work is evolving, and job titles no longer tell the full story. What truly matters are the skills your people have and how they can drive your business forward. ",spans:[],direction:b},{type:a,text:"This is where a skills-first job architecture comes into play. By focusing on skills instead of just roles, you can unlock your team’s potential, make smarter talent decisions, and stay ready for the future. ",spans:[{start:$,end:aG,type:k,data:{id:lE,type:l,tags:[],lang:f,slug:lF,first_publication_date:lG,last_publication_date:lH,uid:lI,link_type:h,isBroken:g}},{start:$,end:ai,type:c},{start:iu,end:ft,type:c},{start:he,end:jc,type:c},{start:fW,end:pR,type:c}],direction:b},{type:a,text:"In this guide, we’ll show you how to create a skills-first job structure that’s flexible, forward-thinking, and built to help your people and your business thrive. ",spans:[],direction:b},{type:a,text:"Ready to get started? Let’s deep dive in!",spans:[],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"What is a Skills-First Job Architecture?",spans:[],direction:b}],content:[{type:a,text:"A skills-first job architecture is a structured framework that organizes roles, career paths, and talent management strategies based on the skills required for success rather than traditional job descriptions. It involves identifying and classifying key skills across the organization, grouping jobs by the skills they require, and creating pathways for development and growth based on skill acquisition and mastery.",spans:[{start:ed,end:at,type:c}],direction:b},{type:a,text:"By adopting a skills-first approach, companies can better align their workforce with business needs, improve agility, and drive employee engagement and retention.",spans:[],direction:b}]},id:"content_text_section$09dac41d-4af4-4ccb-99c4-493549d032dc",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Why it’s important for your skills-based organization journey",spans:[],direction:b},{type:a,text:"A Skills-First Job Architecture is crucial for skills-based organizations as it shifts the focus from traditional job titles to the skills that truly drive success. In today’s evolving work environment, being flexible, addressing skill gaps, and helping employees grow is more important than ever. ",spans:[{start:cr,end:cL,type:k,data:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}},{start:cr,end:cL,type:c},{start:jf,end:hf,type:c},{start:kz,end:ls,type:c},{start:lx,end:lq,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"1. Aligning talent with business strategy",spans:[],direction:b},{type:a,text:"Your organization's journey toward a skills-based model means you’re moving beyond job titles and traditional roles. A Skills-First job architecture helps you align your talent with what your business actually needs to thrive, making sure you have the right people with the right skills working on the right projects. This approach helps your company be more strategic and intentional in deploying its workforce.\n",spans:[{start:hp,end:fQ,type:c},{start:pE,end:gb,type:c},{start:lr,end:lu,type:c},{start:rY,end:vp,type:c},{start:vq,end:AZ,type:c}],direction:b},{type:o,text:"2. More flexibility and adaptability",spans:[],direction:b},{type:a,text:"When you prioritize skills over rigid job titles, it’s easier for your organization to adapt to new challenges. A Skills-First setup allows employees to move between roles or projects based on what they can do, not just what their title says. This flexibility is key for businesses that need to innovate and quickly respond to market changes.\n",spans:[{start:hM,end:hW,type:c},{start:lp,end:303,type:c},{start:327,end:Ar,type:c}],direction:b},{type:o,text:"3. Bridging skill gaps faster",spans:[],direction:b},{type:a,text:"In today’s rapidly changing market, skill gaps can emerge quickly. A Skills-First mindset helps you identify these gaps early and fill them with the right talent, either by upskilling, reskilling, or hiring. You won’t have to wait for a job opening before taking action—you can move talent where it’s needed based on their skill sets.",spans:[{start:a_,end:bz,type:k,data:{id:A_,type:e$,tags:[],lang:f,slug:e$,first_publication_date:ha,last_publication_date:A$,uid:Ba,link_type:h,isBroken:g}},{start:hm,end:iY,type:k,data:{id:lf,type:l,tags:[],lang:f,slug:r,first_publication_date:lg,last_publication_date:lh,uid:li,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"4. Maximizing talent",spans:[],direction:b},{type:a,text:"Focusing on skills often reveals hidden talents that might otherwise go unnoticed. Employees may have skills that aren’t fully utilized because they’re stuck in traditional roles. A Skills-First approach uncovers these abilities, allowing you to get the most out of your team while cutting down on unnecessary external hires.\n",spans:[{start:aU,end:cr,type:c},{start:lx,end:sc,type:c}],direction:b},{type:o,text:"5. Boosting engagement and retention",spans:[],direction:b},{type:a,text:"When employees know their skills are valued and see opportunities for growth, they’re more motivated and likely to stay. A Skills-First architecture gives them a clear path to career development, which boosts engagement and helps retain top talent.",spans:[{start:kz,end:nI,type:k,data:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}},{start:kz,end:nI,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Smarter Workforce Planning",spans:[],direction:b},{type:a,text:"By understanding the skills your organization has—and the skills it will need in the future—HR can make better decisions about training, hiring, and development. This targeted approach ensures upskilling, reskilling, or recruitment efforts are directed where they’ll have the biggest impact, strengthening your strategic workforce planning.",spans:[{start:ct,end:dU,type:k,data:{id:mX,type:al,tags:[],lang:f,slug:mY,first_publication_date:mZ,last_publication_date:m_,uid:m$,link_type:h,isBroken:g}},{start:lS,end:hU,type:c},{start:rX,end:sj,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}},{start:rX,end:sj,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"7. Encouraging continuous Learning",spans:[],direction:b},{type:a,text:"A Skills-First mindset naturally promotes continuous learning. Instead of employees feeling boxed in by their job titles, they’re encouraged to keep developing their skills. This growth-oriented focus is especially important as businesses navigate changes like AI, automation, and digital transformation.\n",spans:[{start:dJ,end:ir,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}},{start:dJ,end:ir,type:c},{start:iw,end:gb,type:c}],direction:b},{type:o,text:"8. Fostering inclusion and diversity",spans:[],direction:b},{type:a,text:"When you focus on skills, you naturally widen your talent pool. Skills-based hiring and promotions cut through biases tied to education, previous job titles, or background, allowing you to bring in non-traditional candidates with the skills you need. This approach leads to more diverse, innovative teams.",spans:[{start:bO,end:d$,type:c},{start:mJ,end:nM,type:c}],direction:b}],image:{dimensions:{width:2201,height:1309},alt:"skills analysis with automated reporting 365Talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F8012263c-8418-4387-9be9-18feb03ca82b_IMG_EN_Body_S6_Dynamic+Skills+Audits+-+Skills+Analysis+Reporting.png?auto=format,compress",id:"ZBITtBAAACAAihMj",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"9 steps to create a Skills-First Job Architecture",spans:[],direction:b},{type:o,text:"1. Assess organizational needs and goals",spans:[{start:d,end:bO,type:c}],direction:b},{type:a,text:"Before creating a skills-first job architecture, start by evaluating your organization's strategic goals. Identify how your company is evolving, where it aims to grow, and what challenges it faces. Understanding these will guide you in identifying the critical skills necessary for future success.",spans:[{start:ct,end:gd,type:c},{start:vr,end:pS,type:c}],direction:b},{type:a,text:"Ask key questions like:",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"What are our long-term business objectives?",spans:[],direction:b},{type:j,text:"Which technologies or market trends are shaping our industry?",spans:[],direction:b},{type:j,text:"What emerging skills will be essential in the next 3-5 years?",spans:[],direction:b},{type:a,text:"Aligning the skills-first architecture with these goals ensures your framework supports your organization's overall strategy.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Conduct a skills inventory",spans:[{start:d,end:aQ,type:c}],direction:b},{type:a,text:"The next step is to conduct a skills inventory to map out the current skills within your workforce. This process involves identifying the skills employees already possess and estimating any skill gaps that could hinder organizational growth.",spans:[{start:aZ,end:bz,type:c},{start:it,end:gb,type:c}],direction:b},{type:a,text:"You can achieve this through:",spans:[{start:d,end:aQ,type:c}],direction:b},{type:j,text:"Employee self-assessments",spans:[],direction:b},{type:j,text:"Managerial evaluations",spans:[],direction:b},{type:j,text:"Skills assessments and tests",spans:[],direction:b},{type:j,text:"Performance reviews",spans:[],direction:b},{type:a,text:"Categorize the skills based on proficiency levels (e.g., beginner, intermediate, advanced) and document them in a centralized system for easier access and analysis. This skills mapping will act as a baseline for understanding your workforce's current capabilities.",spans:[{start:lC,end:hc,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"3. Define core skills and competencies",spans:[{start:d,end:bl,type:c}],direction:b},{type:a,text:"Once you’ve completed your skills inventory, you’ll need to define the core skills and competencies essential for your organization’s key functions. Core skills are the foundational skills employees need across the organization, while competencies are more role-specific and tied to success in particular functions.",spans:[{start:dL,end:en,type:c},{start:hM,end:fw,type:c}],direction:b},{type:a,text:"Some ways to identify core skills include:",spans:[{start:d,end:cY,type:c}],direction:b},{type:j,text:"Reviewing strategic priorities to align skills with future goals",spans:[],direction:b},{type:j,text:"Collaborating with department heads to identify critical role-specific skills",spans:[],direction:b},{type:j,text:"Analyzing industry trends to identify emerging skill sets",spans:[],direction:b},{type:a,text:"Organize these skills into a skills taxonomy, a structured list that categorizes all required skills into groups based on function or discipline (e.g., technical, leadership, communication, project management, etc.).",spans:[{start:aQ,end:ai,type:k,data:{id:nQ,type:l,tags:[],lang:f,slug:hG,first_publication_date:nR,last_publication_date:nS,uid:hG,link_type:h,isBroken:g}},{start:aQ,end:bj,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"4. Group jobs by skills, not job titles",spans:[{start:d,end:ba,type:c}],direction:b},{type:a,text:"In a skills-first job architecture, jobs are grouped based on shared or complementary skills rather than traditional job families. This allows for greater flexibility and fluidity in talent management. Instead of rigid job titles and descriptions, jobs are categorized by their core and adjacent skills.",spans:[{start:ip,end:gb,type:k,data:{id:ll,type:l,tags:[],lang:f,slug:r,first_publication_date:lm,last_publication_date:ln,uid:lo,link_type:h,isBroken:g}},{start:ip,end:iw,type:c},{start:vs,end:jQ,type:c}],direction:b},{type:a,text:"For example:",spans:[{start:d,end:aY,type:c}],direction:b},{type:j,text:"Technical roles may be grouped by proficiency in coding languages, data analysis, or cloud technologies.",spans:[],direction:b},{type:j,text:"Customer-facing roles may emphasize communication, problem-solving, and relationship management skills.",spans:[],direction:b},{type:a,text:"This approach helps create a dynamic environment where employees can move between roles or departments based on their skill sets, promoting internal mobility and cross-functional collaboration.",spans:[{start:el,end:kv,type:k,data:{id:kA,type:l,tags:[],lang:f,slug:r,first_publication_date:kB,last_publication_date:kC,uid:kD,link_type:h,isBroken:g}},{start:dz,end:kv,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. Develop career paths and Learning plans",spans:[{start:d,end:cY,type:c}],direction:b},{type:a,text:"One of the key benefits of a skills-first approach is that it provides employees with clear career pathways based on skill acquisition. These pathways are not limited by traditional job titles or hierarchies. Instead, they are flexible routes that allow employees to transition into different roles by learning new skills.",spans:[{start:ks,end:gR,type:c}],direction:b},{type:a,text:"Create skills-based career maps that show employees the skills they need to advance to different levels or switch to other departments. ",spans:[{start:cC,end:at,type:c}],direction:b},{type:a,text:"For each role or job group, define:",spans:[{start:d,end:aS,type:c}],direction:b},{type:j,text:"The key skills required for success",spans:[],direction:b},{type:j,text:"The expected proficiency levels for each skill",spans:[],direction:b},{type:j,text:"Training or development opportunities available to help employees advance",spans:[],direction:b},{type:a,text:"Providing employees with personalized upskilling and reskilling plans tied to specific career goals boosts engagement and retention, as it empowers them to take control of their professional growth.",spans:[{start:bl,end:ec,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}},{start:bl,end:bR,type:c},{start:cD,end:ec,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Leverage technology and AI-driven platforms",spans:[{start:d,end:bz,type:c}],direction:b},{type:a,text:"Creating and managing a skills-first job architecture can be complex without the right technology. HR platforms powered by AI can simplify the process of tracking, analyzing, and managing skills data. ",spans:[],direction:b},{type:a,text:"These platforms help:",spans:[{start:d,end:V,type:c}],direction:b},{type:j,text:"Automate skills assessments and skill gaps analysis",spans:[],direction:b},{type:j,text:"Provide personalized learning recommendations for employees",spans:[],direction:b},{type:j,text:"Predict future skill needs based on industry trends and business goals",spans:[],direction:b},{type:j,text:"Enable real-time tracking of skills progress and performance",spans:[{start:cC,end:aC,type:c}],direction:b},{type:a,text:"By leveraging AI and HR technology, you can continuously optimize your skills-first job architecture and ensure it remains agile and aligned with your organization's changing needs.",spans:[{start:V,end:bg,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}},{start:V,end:bg,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"7. Integrate skills into talent acquisition",spans:[{start:d,end:bP,type:c}],direction:b},{type:a,text:"A skills-first job architecture naturally feeds into your talent acquisition strategy. Rather than hiring for specific job titles or degrees, focus on hiring candidates with the right skills. When developing job postings and recruitment criteria, make skills the primary qualification for the role.",spans:[{start:ct,end:hF,type:k,data:{id:pp,type:l,tags:[],lang:f,slug:iW,first_publication_date:pq,last_publication_date:pr,uid:iW,link_type:h,isBroken:g}},{start:ct,end:hF,type:c}],direction:b},{type:a,text:"For instance, instead of requiring 5 years of experience in a specific job, prioritize candidates with demonstrated skills such as project management, problem-solving, or proficiency in a particular software. 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Encourage a mindset where continuous learning and skill development are central to organizational success. ",spans:[{start:fK,end:fY,type:c}],direction:b},{type:a,text:"This means:",spans:[{start:d,end:aE,type:c}],direction:b},{type:j,text:"Offering ongoing training, mentoring, and development opportunities",spans:[],direction:b},{type:j,text:"Celebrating and rewarding employees for acquiring new skills",spans:[],direction:b},{type:j,text:"Encouraging cross-functional collaboration to help employees build diverse skills",spans:[],direction:b},{type:a,text:"A skills-based culture creates an environment where employees feel supported in their professional development, leading to higher engagement and retention.",spans:[{start:ed,end:ar,type:k,data:{id:pT,type:l,tags:[],lang:f,slug:r,first_publication_date:pU,last_publication_date:pV,uid:pW,link_type:h,isBroken:g}},{start:ed,end:ar,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"9. Continuously assess and adjust",spans:[{start:d,end:aU,type:c}],direction:b},{type:a,text:"Skills need to evolve over time, so your skills-first job architecture should be regularly assessed and updated to reflect changing business demands and industry trends. Use skills data to continuously monitor progress, adjust career pathways, and identify new skill gaps.",spans:[{start:fx,end:em,type:c}],direction:b},{type:a,text:"You can set up a system for regular feedback from managers and employees to ensure that the architecture remains relevant, practical, and aligned with both organizational goals and individual career development.",spans:[{start:a_,end:ct,type:c}],direction:b}]},id:kn,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How 365Talents can help you build your job architecture easily?",spans:[],direction:b}],image:{dimensions:{width:ay,height:vd},alt:e,copyright:e,url:ve,id:vf,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kt,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Centralizing and building your job and skills data",spans:[{start:d,end:cq,type:c}],direction:b},{type:a,text:sl,spans:[],direction:b},{type:a,text:"Step 1: Centralize job data",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"365Talents consolidates all job-related information into a single, centralized hub, bringing together various job titles, descriptions, and classifications.",spans:[],direction:b},{type:a,text:"Our AI algorithms analyze job titles, identify similarities, and map them to corresponding roles, creating your initial job architecture without duplication or mismatched data.",spans:[],direction:b},{type:a,text:"Step 2: Generative AI for job descriptions",spans:[{start:d,end:cY,type:c}],direction:b},{type:a,text:"When job descriptions are missing, our Generative AI steps in to automatically draft accurate descriptions based on job titles and specifications, ensuring that every role is fully documented.",spans:[],direction:b},{type:a,text:"The value: This process creates a unified job framework for all roles, simplifying management and ensuring consistency. The ability to instantly generate job descriptions saves time and effort, particularly for HR teams managing large volumes of data.\n",spans:[{start:d,end:aW,type:c}],direction:b},{type:o,text:"From job architecture to AI-powered skills ontology",spans:[{start:d,end:dA,type:c}],direction:b},{type:a,text:sl,spans:[],direction:b},{type:a,text:"Skills ontology and extraction",spans:[{start:d,end:aZ,type:c}],direction:b},{type:a,text:"365Talents leverages its proprietary AI to automatically extract key skills for each role. The platform analyzes job descriptions, identifying and clearly defining essential skills and proficiency levels for every position.",spans:[],direction:b},{type:a,text:"Additionally, we centralize all your existing skills data, helping you create your first skills ontology. This foundation will be continuously enriched with employee declarations and evolving market data.",spans:[],direction:b},{type:a,text:"What sets us apart is our ability to benchmark your roles against market trends. Our AI analyzes industry data to recommend emerging, critical, and scarce skills that may be missing from your workforce.",spans:[],direction:b},{type:a,text:"The value: Our solution delivers a detailed, AI-driven skills framework that aligns with your organization’s needs and market trends. It enables you to stay ahead by incorporating emerging skills into your workforce planning.\n",spans:[{start:d,end:aW,type:c}],direction:b},{type:o,text:"Data visualization and analysis",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:sl,spans:[],direction:b},{type:a,text:"Our AI algorithms analyze the proximity between skills and roles, offering insights into potential career paths for employees while providing a comprehensive view of the entire job galaxy, with each respective relation, within your organization. This not only fosters internal mobility and career development but also expands recruitment possibilities.",spans:[],direction:b},{type:a,text:"The platform further delivers a detailed analysis of skill distribution across functional, organizational, and geographic levels for each job description and the relevant population. This allows HR teams to optimize recruitment and training strategies by identifying areas where skills are over- or under-represented.",spans:[],direction:b},{type:a,text:"Faster skills gap resolution",spans:[{start:d,end:aG,type:c}],direction:b},{type:a,text:"Ensure your employees have the right skills and competencies to excel in their roles.",spans:[],direction:b},{type:a,text:"For each job, the platform shows not only all employees in that role but also a detailed analysis of skill gaps for each employee. This enables you to quickly identify and address any skill shortages, ensuring employees are equipped for success.",spans:[],direction:b},{type:a,text:"The Value: Promotes career development and internal mobility by uncovering new connections between roles. Enables organizations to make data-driven decisions for recruitment, training, and workforce development.",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"To learn more about our Skills and Job architecture solution, book a demo here!",spans:[{start:d,end:im,type:k,data:{link_type:v,url:pP,target:mR}}],direction:b}],image:{dimensions:{width:mQ,height:u$},alt:va,copyright:e,url:vb,id:vc,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"In conclusion",spans:[],direction:b},{type:a,text:"A skills-first job architecture transforms how organizations approach talent management, making it possible to align workforce capabilities with future business goals while fostering internal mobility and employee growth. By focusing on skills, companies can unlock new opportunities for agility, innovation, and long-term success. 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This is a crucial issue for companies that want to be seen as employers of choice and attract top talent.",spans:[{start:d,end:an,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}},{start:d,end:an,type:c},{start:gx,end:eC,type:c},{start:ky,end:hH,type:c}],direction:b},{type:a,text:"Every new technology brings its share of challenges and possibilities. Automation and AI offer unprecedented opportunities to improve recruitment and talent management processes.",spans:[{start:dL,end:ho,type:c}],direction:b},{type:a,text:"However, it is crucial to use these HR tools wisely. 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This guide explores how HR leaders can leverage it to categorize, define, and align skills with business goals.",img:{dimensions:{width:az,height:aB},alt:"skills taxonomy for hr",copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:vt,spans:[],direction:b}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}},{tag:{id:jG,type:t,tags:[],lang:f,slug:d_,first_publication_date:jH,last_publication_date:jI,uid:d_,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"what is skills taxonomy",copyright:e,url:vu,id:vv,edit:{x:d,y:d,zoom:q,background:u}},author:{id:fe,type:I,tags:[],lang:f,slug:cz,first_publication_date:ff,last_publication_date:fg,link_type:h,isBroken:g},p_date:Bn,u_date:Bn,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"It’s no surprise that organizations are increasingly shifting to a skills-based approach in today’s fast-paced, talent-driven economy. But at the heart of this transformation lies a key element: the Skills Taxonomy. This structured system organizes, defines, and categorizes the skills required to meet an organization’s objectives. In this guide we will cover everything HR leaders and businesses need to know about a Skills Taxonomy—from its definition and role to the steps involved and its importance for a skills-based organization. ",spans:[{start:dx,end:gS,type:c},{start:hH,end:je,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is a Skills Taxonomy?",spans:[],direction:b},{type:o,text:"Definition of skills taxonomy",spans:[],direction:b},{type:a,text:"A Skills Taxonomy is a comprehensive, structured framework that classifies and organizes the specific skills within an organization. Much like a dictionary for competencies, it breaks down the skill sets into categories and subcategories, mapping out the relationships between different skills. It includes definitions, proficiency levels, and sometimes associations to roles or functions, which creates a unified language for assessing and developing talent.",spans:[{start:ed,end:U,type:k,data:{link_type:v,url:"https:\u002F\u002Finitiatives.weforum.org\u002Freskilling-revolution\u002Ffuture-skills-alliance",target:R}},{start:ed,end:U,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Benefits of skills taxonomy",spans:[],direction:b},{type:a,text:"Skills taxonomy helps organizations to have a better view of their company’s skills. Hence, they use it to improve workforce planning, employee development initiatives, career pathing, recruitment processes, and performance management systems.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Skills Taxonomy, Skills Ontology, and Skills Framework: What are the differences? ",spans:[{start:cb,end:cj,type:c}],direction:b},{type:a,text:"Skills Taxonomy, Skills Ontology, and Skills Framework are often used interchangeably but serve distinct functions in the context of talent management and skills-based organizations. Understanding the differences between them is key to optimizing your HR strategy.",spans:[{start:d,end:au,type:c},{start:U,end:aF,type:c},{start:bl,end:bk,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Skills Taxonomy",spans:[],direction:b},{type:a,text:"Purpose: A skills taxonomy is ideal for structuring an organization's various skills requirements, making it easier for HR to identify, assess, and track talent effectively.",spans:[{start:d,end:bf,type:c}],direction:b},{type:a,text:Bo,spans:[{start:d,end:aJ,type:c}],direction:b},{type:j,text:"Hierarchy and categorization: Skills are grouped into broad categories and subcategories (e.g., technical skills, soft skills).",spans:[{start:d,end:aQ,type:c}],direction:b},{type:j,text:"Proficiency levels: This often includes defining expertise levels for each skill (e.g., beginner, intermediate, advanced).",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Simplified structure: A taxonomy focuses on classifying skills but doesn’t typically account for complex relationships between them.",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Example: In a skills taxonomy, data science would fall under the broader category of technical skills, with sub-skills like Python programming, data analysis, and machine learning.\n",spans:[{start:d,end:bf,type:c}],direction:b},{type:E,text:"Skills Ontology",spans:[],direction:b},{type:a,text:"A Skills Ontology goes beyond a taxonomy by not only classifying skills but also mapping their relationships and interdependencies. It’s a more complex and dynamic model that considers the broader context in which skills are used.",spans:[{start:ed,end:U,type:c},{start:ky,end:nK,type:c},{start:gL,end:iq,type:c}],direction:b},{type:a,text:"Purpose: A skills ontology is crucial for advanced talent management, enabling HR to analyze how skills interact within job roles and across different functions. It’s especially valuable for AI-driven platforms, allowing a more nuanced matching between skills, roles, tasks, or career paths.",spans:[{start:d,end:bf,type:c}],direction:b},{type:a,text:"Key Features:",spans:[{start:d,end:aJ,type:c}],direction:b},{type:j,text:"Network of relationships: An ontology maps how skills relate with each other, withroles, tasks, industries, and even qualifications. It can show, for example, \"data analysis\" supports \"decision-making\" and is essential for roles in business intelligence.",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Contextual understanding: It offers a deeper understanding of the dependencies and interactions between skills. For instance, mastering machine learning might require proficiency in both mathematics and Python.",spans:[{start:d,end:aC,type:c},{start:eZ,end:dI,type:c},{start:cR,end:dB,type:c}],direction:b},{type:j,text:"Dynamic structure: Unlike a static taxonomy, an ontology evolves as new relationships or skills emerge, adapting to changing needs.",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"Example: A skills ontology would categorize data science as a core skill and map its connections to related skills like statistics, Python programming, and cloud computing. It would also link theset skills to relevant job roles like Data Scientist, Business Analyst, or AI Engineer.",spans:[{start:d,end:bf,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:ut,spans:[],direction:b},{type:a,text:"A Skills Framework provides a standardized model for defining, assessing, and developing skills. It outlines competency levels, behavioral indicators, and performance standards for each skill, acting as a benchmark for skills development across industries or with specific companies. With this, organizations can identify skills gaps and foster personalized skills and career development.",spans:[{start:ed,end:aR,type:c},{start:aZ,end:bR,type:c},{start:jh,end:fX,type:c},{start:gC,end:je,type:c},{start:vw,end:At,type:k,data:{id:Bp,type:co,tags:[],lang:f,slug:co,first_publication_date:Bq,last_publication_date:Br,uid:Bs,link_type:h,isBroken:g}},{start:zt,end:AH,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}},{start:cQ,end:387,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Purpose: A skills framework is used for skills assessment, talent development, and performance management. It helps organizations evaluate employees' proficiency in specific areas and shapes learning and development programs.",spans:[{start:d,end:bf,type:c}],direction:b},{type:a,text:Bo,spans:[{start:d,end:aJ,type:c}],direction:b},{type:j,text:"Competency levels: A framework defines precise levels of mastery for each skill (e.g., foundational, proficient, expert).",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Behavioral indicators: These identify specific behaviors or actions demonstrating proficiency at each skill level.",spans:[{start:d,end:ar,type:c}],direction:b},{type:j,text:"Standardization: Skills frameworks are typically industry-specific or organizationally-specific and provide a consistent benchmark for assessing skills across different contexts.",spans:[{start:d,end:$,type:c},{start:hW,end:el,type:c}],direction:b},{type:a,text:"Example: A leadership skills framework might define competencies like strategic thinking or team management, breaking them down into measurable behaviors that indicate different proficiency levels.",spans:[{start:d,end:bf,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Key Differences",spans:[],direction:b}],image:{dimensions:{width:1785,height:857},alt:"differences between skills taxonomy, skills ontology and skills framework",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZvZfvbVsGrYSwD32_Frame-3-.png?auto=format,compress",id:"ZvZfvbVsGrYSwD32",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"A summary table of the key differences",spans:[],direction:b}]},id:km,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"When to use each?",spans:[],direction:b}],content:[{type:j,text:"Skills Taxonomy: When you need a primary classification of skills for recruitment, workforce planning, and learning programs.",spans:[{start:d,end:$,type:c}],direction:b},{type:j,text:"Skills Ontology: When you want to capture complex relationships between skills, roles, and tasks, especially in AI-driven systems or for advanced talent matching.",spans:[{start:d,end:$,type:c}],direction:b},{type:j,text:"Skills Framework: When you require a standardized way to assess skills, develop talent, or benchmark employees' competencies across the organization.",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"Each system—taxonomy, ontology, and framework—serves a unique function but can work together to create a holistic talent management strategy. A taxonomy provides structure, an ontology adds context, and a framework offers a standardized assessment and development of skills.",spans:[],direction:b}]},id:na,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Why is Skills Taxonomy essential for HR and managers?",spans:[],direction:b},{type:a,text:"The impact of digital transformation on the global workforce is a topic that has been discussed for over a decade. However, with projections of 85 million jobs being displaced and 97 million new roles emerging by 2025, it's clear we need a fundamental shift in understanding and addressing this issue.",spans:[{start:ft,end:hf,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fcouncils\u002Fforbestechcouncil\u002F2024\u002F03\u002F12\u002Fthe-future-of-work-embracing-ais-job-creation-potential\u002F",target:R}}],direction:b},{type:a,text:"Shifting from a role-based to a skills-based approach is vital in overcoming limitations in traditional workforce management. While roles and job descriptions have simplified employee responsibilities, this method is slow due to inaccessible skills data, managers' bias, and insufficient detail for decision-making in tech-driven environments. ",spans:[],direction:b},{type:a,text:"A skills-based approach focuses on individuals' granular skills, providing a centralized, transparent view that enables better talent utilization across functions and departments.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"How to use Skills Taxonomy in HR and businesses",spans:[],direction:b},{type:o,text:"Talent Acquisition & Recruitment:",spans:[],direction:b},{type:a,text:"A skills taxonomy helps recruiters identify the exact skill sets needed for specific roles. By focusing on skill-based hiring, HR can widen the talent pool by moving away from traditional job titles and degrees, instead emphasizing relevant capabilities.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Learning & Development (L&D):",spans:[],direction:b},{type:a,text:"Skills taxonomies provide a roadmap for employee upskilling and reskilling efforts. With a clear understanding of the required skills, L&D programs can be designed to close skill gaps, optimize employee development, and promote continuous learning aligned with business needs.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Performance Management & Career Pathing:",spans:[],direction:b},{type:a,text:"Employees can better understand their career paths and growth opportunities through a transparent taxonomy. This enables managers to provide more targeted feedback and support and guide employees on how to advance by developing specific competencies.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Workforce Planning & Organizational Agility:",spans:[],direction:b},{type:a,text:"In dynamic markets, organizations need to be agile. A robust skills taxonomy allows HR to identify emerging abilities and predict future talent needs, ensuring the workforce evolves with market trends.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Diversity, Equity, and Inclusion (DEI):",spans:[],direction:b},{type:a,text:"Skills-based approaches level the playing field by focusing on competencies rather than traditional credentials. This can promote more diverse hiring practices and encourage internal mobility for underrepresented talent who may have non-traditional backgrounds.",spans:[],direction:b}],image:{dimensions:{width:az,height:aB},alt:"skills taxonomy in business",copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"6 Steps to build a Skills Taxonomy",spans:[],direction:b},{type:a,text:"Building a well-structured skills taxonomy requires thoughtful planning and a data-driven approach. Below are the steps to create an effective taxonomy tailored to your organization's needs:",spans:[],direction:b},{type:o,text:"1. Identify organizational objectives and key skills",spans:[],direction:b},{type:a,text:"Start by identifying your organization's core objectives and the skills critical to achieving them. Collaborate with department heads and subject matter experts to gather a comprehensive list of required skills across different teams and functions. Consider hard skills (e.g., data analysis, coding) and soft skills (e.g., communication, leadership).",spans:[{start:sn,end:lq,type:k,data:{id:ih,type:l,tags:[],lang:f,slug:ii,first_publication_date:ez,last_publication_date:ij,uid:ik,link_type:h,isBroken:g}},{start:sn,end:lq,type:c},{start:nM,end:nP,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Group skills into categories",spans:[],direction:b},{type:a,text:"Organize your skills into broader categories and subcategories. For example:",spans:[],direction:b},{type:j,text:"Technical Skills: Data analytics, cloud computing, programming languages.",spans:[{start:d,end:$,type:c}],direction:b},{type:j,text:"Interpersonal Skills: Communication, negotiation, conflict resolution.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Leadership Skills: Strategic thinking, team management, decision-making.",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"Ensure your categories are exhaustive but easy to navigate without over-complicating the framework.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"3. Define skill proficiency levels",spans:[],direction:b},{type:a,text:"For each skill, define the various levels of proficiency required. These levels should indicate increasing complexity or responsibility, helping to track an employee’s growth. A standard method is to use a three- or five-tier system such as:",spans:[],direction:b},{type:j,text:"Beginner",spans:[],direction:b},{type:j,text:"Intermediate",spans:[],direction:b},{type:j,text:"Advanced",spans:[],direction:b},{type:j,text:"Expert",spans:[],direction:b},{type:j,text:"Mastery",spans:[],direction:b},{type:a,text:"Proficiency definitions should be consistent across skills to ensure clarity.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"4. Map skills to roles and functions",spans:[],direction:b},{type:a,text:"Align the skills in your taxonomy with specific job roles and functions. This creates a dynamic link between roles and the capabilities required, which helps in workforce planning, talent assessments, and training initiatives. Keep in mind that some skills will overlap between different roles.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. Integrate skills taxonomy into HR technology",spans:[],direction:b},{type:a,text:"Leverage HR technology such as HRIS (Human Resource Information Systems) and AI-powered talent platforms to build and manage the skills taxonomy. Advanced platforms can automate the classification of skills based on employee data, job descriptions, and industry trends, making it easier to update and maintain.",spans:[{start:at,end:cH,type:c},{start:eR,end:gd,type:k,data:{id:uP,type:kd,tags:[],lang:f,slug:kd,first_publication_date:uQ,last_publication_date:uR,uid:kd,link_type:h,isBroken:g}},{start:eR,end:gd,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Continuously update the taxonomy",spans:[],direction:b},{type:a,text:"Skills are not static; they evolve as the market changes. Ensure that your skills taxonomy is a living document by reviewing it regularly and incorporating new skills that emerge with industry shifts, technological advancements, or changes in strategic priorities.",spans:[],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Benefits of a Skills Taxonomy in a Skills-Based Organization",spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:e,copyright:e,url:Bt,id:pY,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Promotes a Skills-First culture",spans:[],direction:b},{type:a,text:"Transitioning to a skills-first mindset emphasizes the value of capabilities over job titles, degrees, or years of experience. By prioritizing what employees can accomplish rather than their formal qualifications, companies promote a culture of inclusivity and meritocracy. A well-structured taxonomy serves as the backbone for this transformation.",spans:[{start:ac,end:at,type:k,data:{id:lE,type:l,tags:[],lang:f,slug:lF,first_publication_date:lG,last_publication_date:lH,uid:lI,link_type:h,isBroken:g}},{start:ac,end:at,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Facilitates targeted upskilling and reskilling",spans:[],direction:b},{type:a,text:"In today’s economy, continuously upskilling and reskilling employees is critical for staying competitive. A skills taxonomy helps organizations prioritize learning and development initiatives, ensuring employees acquire the right competencies to support business growth and innovation.",spans:[{start:aU,end:ct,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Closes skills gaps efficiently",spans:[],direction:b},{type:a,text:"Organizations with a detailed skills taxonomy can swiftly identify gaps within their workforce and address them through targeted hiring, training, or internal mobility programs. This strategic approach allows HR to deploy talent more effectively, minimizing the impact of skill shortages.",spans:[{start:ct,end:hN,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}},{start:jd,end:so,type:k,data:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Improves internal mobility",spans:[],direction:b},{type:a,text:"A taxonomy encourages internal mobility by clearly mapping out the skills employees need for advancement. Employees can understand the skills required for various roles, allowing them to chart their career paths and take ownership of their professional development.",spans:[{start:ar,end:ba,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Enhances workforce agility",spans:[],direction:b},{type:a,text:"A skills taxonomy makes it easier for organizations to pivot in response to market changes or new business strategies. By quickly identifying employees with transferable skills, businesses can reassign talent to critical projects or functions, ensuring continuity and adaptability.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Supports Diversity, Equity, and Inclusion (DEI)",spans:[],direction:b},{type:a,text:"Since skills taxonomies emphasize capabilities rather than credentials, they open the door for a more diverse workforce. HR teams can focus on recruiting based on the skills necessary for success in a role, helping eliminate bias from the hiring process and increase opportunities for candidates from non-traditional backgrounds.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Role in building skills and job architecture",spans:[],direction:b},{type:a,text:"A skills taxonomy plays a crucial role in building both a skills architecture and a job architecture within an organization. It serves as the structured framework that categorizes, defines, and organizes skills in a clear and consistent way, enabling companies to align their talent management strategies with business needs. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"A skills taxonomy lays the foundation for a skills architecture by:",spans:[],direction:b},{type:j,text:"Identifying core competencies: It helps define the essential skills needed across various roles, making it easier to map out learning and development paths.",spans:[{start:d,end:aQ,type:c}],direction:b},{type:j,text:"Standardization: By creating a common language for skills, it ensures consistency when evaluating, acquiring, and developing talent.",spans:[{start:d,end:au,type:c}],direction:b},{type:j,text:"Career pathing & Development: Employees can see clear pathways for upskilling or reskilling, based on the required skills for roles they aspire to.",spans:[{start:d,end:aG,type:c}],direction:b},{type:j,text:"Skills-Based Talent Management: It enables HR teams to focus on skills as the core metric for hiring, development, promotions, and workforce planning, helping move toward a skills-based organization.\n",spans:[{start:d,end:aZ,type:c}],direction:b},{type:o,text:"In a job architecture, a skills taxonomy helps to:",spans:[],direction:b},{type:a,text:"Job design: It helps define job roles based on the skills needed rather than just traditional job titles or descriptions, aligning roles more closely with business goals.",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Pay and progression models: It supports the creation of job levels and compensation frameworks by linking them to the specific skills required at each level.",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"Job evaluation: The taxonomy allows for more objective job evaluation, helping organizations compare roles and responsibilities across departments based on required skill sets rather than subjective criteria.",spans:[{start:d,end:bq,type:c}],direction:b},{type:a,text:"A skills taxonomy enables a more dynamic, data-driven approach to workforce planning by focusing on the evolving skills needed in the workforce and aligning job roles accordingly. It ensures that both job and skills architectures are adaptable to changing business needs and technological advancements.",spans:[],direction:b}]},id:lL,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"How 365Talents' Skills and Job Architecture can help?",spans:[],direction:b}],content:[{type:a,text:"365Talents offers an AI-powered solution designed specifically for HR teams to easily create a tailored skills and job architecture that align with your organization’s unique needs.",spans:[],direction:b},{type:a,text:vx,spans:[],direction:b},{type:a,text:sf,spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:vy,spans:[],direction:b},{type:a,text:vz,spans:[],direction:b},{type:a,text:"At the same time, we develop a comprehensive skills taxonomy that aligns with your roles. This includes dynamic visualizations of your skills and job data (Skills and Job Galaxies), highlighting relationships and skills gaps, and uncovering development opportunities across your workforce.\n\nYou can learn more about how we build your Skills and Job Architecture by booking your demo here.",spans:[{start:ai,end:cJ,type:k,data:{id:nQ,type:l,tags:[],lang:f,slug:hG,first_publication_date:nR,last_publication_date:nS,uid:hG,link_type:h,isBroken:g}},{start:sp,end:vq,type:k,data:{link_type:v,url:pP,target:R}}],direction:b}]},id:"content_text_section$0a17fcc1-1bb1-47e3-a3bc-387d71c19a75",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Conclusion: Skills Taxonomy as a foundation for modern HR",spans:[],direction:b},{type:a,text:"As skills-based organizations continue to gain momentum, a robust Skills Taxonomy becomes a strategic asset. It drives more informed decision-making across HR functions—from recruitment to talent development and workforce planning. By building a clear and dynamic skills taxonomy, HR teams can enhance their workforce’s agility and position the organization for success in a rapidly changing world.",spans:[{start:cy,end:aQ,type:c}],direction:b},{type:a,text:"Next Steps:",spans:[{start:d,end:aE,type:c}],direction:b},{type:j,text:"Assess your current skill needs.",spans:[{start:d,end:il,type:c}],direction:b},{type:j,text:"Build a tailored skills taxonomy.",spans:[{start:d,end:gF,type:c}],direction:b},{type:j,text:"Implement it across your HR processes for a skills-first future.",spans:[{start:d,end:aD,type:c}],direction:b},{type:a,text:"By embracing a skills taxonomy, businesses are better equipped to navigate talent management in today’s complex landscape, shifting from job-centric to skill-based organizations.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:nU,id:nV,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$e6784cc8-682f-4748-bbca-728a3e9a6e08",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:lM,spans:[],direction:b},{type:o,text:"Where can I find data for my skills taxonomy? ",spans:[{start:ai,end:bz,type:c}],direction:b},{type:a,text:"Building a skills taxonomy can be complex, often involving hundreds or thousands of skills. First, focus on one department or workforce segment to validate the approach before scaling across the organization. Three strategies can help accelerate the process:",spans:[],direction:b},{type:j,text:"Leverage open libraries: Use accessible, open-source taxonomies like ESCO or O*NET, which offer extensive skill sets.",spans:[],direction:b},{type:j,text:"Leverage skills management vendors: Many vendors provide pre-built skill lists that streamline onboarding.",spans:[],direction:b},{type:j,text:"Leverage existing organizational skill lists: Utilize past efforts within your organization to create a foundation that may align with current business needs.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How can I build a skills taxonomy?",spans:[],direction:b},{type:a,text:"Here are the 6 steps to build your skills taxonomy effectively:",spans:[],direction:b},{type:j,text:"Identify key skills aligned with organizational goals, involving department heads and experts.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Group skills into categories (e.g., technical, interpersonal, leadership).",spans:[{start:d,end:aY,type:c}],direction:b},{type:j,text:"Define proficiency levels (e.g., Beginner, Intermediate, Expert) consistently across all skills.",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Map skills to roles for workforce planning and talent assessments.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Integrate with HR technology for automated skill management and updates.",spans:[{start:d,end:aG,type:c}],direction:b},{type:j,text:"Continuously update the taxonomy as industry and organizational needs evolve.",spans:[{start:d,end:ac,type:c}],direction:b}]},id:vg,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:jW,spans:[]}],suggested_grp:[{article:{id:nF,type:l,tags:[],lang:f,slug:hg,first_publication_date:nG,last_publication_date:nH,uid:hg,link_type:h,isBroken:g}},{article:{id:mS,type:l,tags:[],lang:f,slug:mT,first_publication_date:mU,last_publication_date:mV,uid:mW,link_type:h,isBroken:g}},{article:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:sq,spans:[],direction:b}],btntxt:[{type:a,text:ku,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:vt,spans:[],direction:b}],thumb_description:[{type:a,text:"In this guide we will cover everything HR leaders and businesses need to know about a Skills Taxonomy—from its definition and role to the steps involved and its importance for a skills-based organization. ",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:nF,uid:hg,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZvVfHxIAACEABU6N%22%29+%5D%5D",tags:[],first_publication_date:nG,last_publication_date:nH,slugs:[hg],linked_documents:[],lang:f,alternate_languages:[{id:"Zo0__xEAACMAXPE1",type:l,lang:T,uid:"le-referentiel-de-competences-un-indispensable-en-2024"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:vA,sitename:D,description:"Discover the importance of the competency framework in optimizing recruitment, assessment and talent development.",img:{dimensions:{width:az,height:aB},alt:vB,copyright:e,url:Bu,id:Bv,edit:{x:d,y:d,zoom:q,background:u}}},id:Bw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:vA,spans:[],direction:b}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:vB,copyright:e,url:Bu,id:Bv,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:sr,u_date:sr,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:M,version:i,items:[],primary:{content:[{type:a,text:Bx,spans:[],direction:b},{type:a,text:"While companies track skills differently—either dynamically or statically, which we’ll explain shortly—the overarching goals and principles of a skills framework remain consistent.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is a Skills Framework?",spans:[],direction:b},{type:a,text:"A skills framework is a system for cataloging, organizing, and tracking the skills within an organization. It provides insight into your current skill sets, identifies future needs, and helps outline a strategy for skill development.",spans:[],direction:b},{type:a,text:"For employees, a skills framework offers clarity about their current competencies, what skills they may need to develop for future roles, and how acquiring new skills can open up career opportunities.",spans:[],direction:b},{type:a,text:"Traditionally, skills frameworks were static, but with advancements in digital technology and artificial intelligence, they are becoming increasingly dynamic and adaptable.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"From static to dynamic: the evolution of Skills Frameworks",spans:[],direction:b},{type:a,text:"In its early days, a skills framework was considered “static,” meaning once it was created, it required manual updates. Without regular refinement, the framework would quickly become obsolete, especially in today’s fast-changing business environment driven by technological advancements and economic shifts.",spans:[],direction:b},{type:a,text:"Now, with digital tools and AI, a skills framework can evolve automatically, becoming a dynamic repository that grows and updates itself in real-time.",spans:[],direction:b},{type:a,text:"Four key functionalities make this possible:",spans:[],direction:b},{type:j,text:"Pre-filling skills: AI-driven technology suggests relevant skills based on employee roles or industry trends.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Data imports: You can easily pull data from existing sources to populate the framework.",spans:[{start:d,end:aJ,type:c}],direction:b},{type:j,text:"Self-declaration: Employees can update their own skills, providing a more accurate picture of capabilities.",spans:[{start:d,end:U,type:c}],direction:b},{type:j,text:"Automatic updates: Skills are continuously updated as employees complete training or take on new tasks.",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"This automation allows HR teams to focus more on strategic work, such as employee development and engagement, rather than administrative tasks.\n",spans:[],direction:b},{type:o,text:"Top benefits of implementing a dynamic skills framework in HR",spans:[],direction:b},{type:a,text:"A dynamic skills framework centralizes all skills and competency levels across the company. This digital tool enables employees to regularly update their skills, which enhances their autonomy and empowers them to take control of their career development.",spans:[{start:ed,end:an,type:k,data:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}}],direction:b},{type:a,text:"With this transparency, employees are better able to understand their skill set and can actively engage in their own growth. Additionally, digital management simplifies how skills data is stored, searched, and shared, making the framework accessible to everyone in the organization.",spans:[],direction:b},{type:a,text:"A well-constructed skills framework is also foundational to strategic workforce planning (SWP), influencing talent management, learning and development, internal mobility, and recruitment strategies.",spans:[{start:eB,end:eQ,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}}],direction:b}],image:{dimensions:{width:go,height:ay},alt:"dynamic skills framework",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F4f0a6f8e-9cbe-4572-a708-0bb88fa012b2_img-en-generic-semantic-analysis-skills-referential-dynamic.png?auto=format,compress",id:"ZCt6-xAAAB8AzlkZ",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:By,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Key objectives of a Skills Framework",spans:[],direction:b},{type:a,text:"A robust skills framework delivers significant benefits to both HR teams and the broader organization:",spans:[],direction:b},{type:L,text:"Optimized recruitment A skills framework improves recruitment by clearly defining the specific skills needed for each role. This precision helps HR target recruitment efforts more effectively, leading to time and cost savings, as well as better alignment between new hires’ skills and company needs.",spans:[{start:d,end:V,type:c}],direction:b},{type:L,text:"Anticipating skills needs With a skills framework, you can proactively manage future skill requirements. This forward-thinking approach ensures you have the right people and capabilities in place, helping guide your training and development plans.",spans:[{start:d,end:aC,type:c}],direction:b},{type:L,text:"Enhanced skills assessment A skills framework makes skills evaluation more objective and consistent. HR managers can better identify high-potential talent and support their growth through targeted development programs.",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"In conclusion, a dynamic skills framework is more than just a tracking tool—it’s a strategic asset that supports talent management, fosters internal mobility, and future-proofs your organization by ensuring you stay ahead of evolving skills needs.",spans:[{start:fy,end:kv,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Why is a skills framework necessary for HR and all organizations?",spans:[],direction:b},{type:a,text:"Nowadays, managing company skills is vital. Whether facing health or economic crises, organizations need to be agile and responsive to navigate rapid change. A dynamic skills framework helps HR professionals tackle these challenges effectively, supporting them in carrying out their responsibilities. But what specific HR challenges does it address?",spans:[],direction:b},{type:a,text:"In 2024, as organizations adapt to new market demands, managing skills has become more critical than ever. A skills framework is an indispensable tool for staying competitive and preparing for the future.\n",spans:[],direction:b},{type:o,text:"The era of Skills Management",spans:[],direction:b},{type:a,text:"A skills framework, or repository, is a strategic tool for identifying, evaluating, and managing the skills of your employees. As companies strive to remain competitive in 2024, it’s crucial to define the skills required for each position accurately and to monitor employee skill development continuously.",spans:[{start:nD,end:rN,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}],direction:b},{type:a,text:"This framework provides a clear overview of the company's current skills landscape and any skill gaps while enabling HR to manage jobs and anticipate future talent needs proactively. Leveraging softwares designed for skills management simplifies the process and ensures more precise and efficient outcomes.",spans:[{start:dU,end:eT,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}},{start:hf,end:Bz,type:k,data:{id:BA,type:l,tags:[],lang:f,slug:r,first_publication_date:BB,last_publication_date:BC,uid:BD,link_type:h,isBroken:g}}],direction:b},{type:a,text:"In short, a skills framework is essential for training, recruitment, and talent evaluation. It aligns your talent management strategy with your company’s broader goals by helping HR managers identify both technical skills and soft skills that need to be strengthened.",spans:[],direction:b}]},id:BE,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"The benefits of a Skills Framework",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:vB,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F0d77aa8d-9e23-44fb-9d43-3099e8d773b7_Hero_frameworks.jpeg?auto=format,compress",id:ss,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:BF,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Training employees in new tools and processes",spans:[],direction:b},{type:a,text:"To fully utilize a dynamic skills framework, it’s essential to onboard your entire workforce. Training employees on the digital platform is a key first step as it allows them to self-declare their skills, giving HR a more accurate view of available competencies. However, it’s important to monitor this process to ensure its effectiveness.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Fostering agile internal mobility",spans:[],direction:b},{type:a,text:"A dynamic skills framework powered by artificial intelligence enables employees to regularly update their skills. The system then maps these updates in real-time, indicating whether they are interested, practicing or mastering a particular skill. This data can then be used to provide mobility suggestions aligned with your HR strategy.",spans:[{start:aW,end:cJ,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}}],direction:b},{type:a,text:"These real-time insights open up meaningful dialogue between HR and employees, allowing HR to guide employees through an agile internal mobility process. Whether for immediate or long-term opportunities, this approach helps organizations:",spans:[{start:gX,end:j$,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Stay competitive by maintaining an up-to-date overview of key skills",spans:[],direction:b},{type:j,text:"Quickly fill internal vacancies",spans:[],direction:b},{type:j,text:"Build employee loyalty by offering continuous development opportunities",spans:[],direction:b},{type:j,text:"Creating an engaging Learning and Development Strategy",spans:[],direction:b},{type:a,text:"In the context of internal mobility, employees self-assess their competency levels within the dynamic framework. Based on this data, the system can suggest relevant training programs to help employees acquire the skills they’re missing.",spans:[],direction:b},{type:a,text:"For HR, this allows you to:",spans:[],direction:b},{type:j,text:"Support employees in skills development using targeted learning programs",spans:[],direction:b},{type:j,text:"Streamline and optimize your training catalog",spans:[],direction:b},{type:j,text:"Analyze trends in skills acquisition to identify potential future leaders",spans:[],direction:b},{type:a,text:"This cycle enriches the company’s overall talent pool, creating a continuous feedback loop where employees develop new skills, which further enhance the organization’s capabilities.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Supporting Strategic Workforce Planning (SWP)",spans:[],direction:b},{type:a,text:"Strategic Workforce Planning (SWP) enables companies to anticipate and adapt to technological, economic, and organizational changes. With a dynamic skills framework, you gain real-time insight into employees’ strengths and gaps, helping HR assess which skills are becoming obsolete and which are in demand.",spans:[{start:d,end:bg,type:k,data:{id:mX,type:al,tags:[],lang:f,slug:mY,first_publication_date:mZ,last_publication_date:m_,uid:m$,link_type:h,isBroken:g}}],direction:b},{type:a,text:"SWP addresses several critical challenges:",spans:[{start:d,end:cy,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Adapting job roles to a changing environment",spans:[],direction:b},{type:j,text:"Encouraging internal mobility",spans:[],direction:b},{type:j,text:"Developing and supporting employee skills for future roles",spans:[],direction:b},{type:j,text:"Managing demographic shifts, such as the aging workforce",spans:[],direction:b},{type:j,text:"Facilitating internal knowledge transfer",spans:[],direction:b},{type:j,text:"Sustaining long-term growth and competitiveness",spans:[],direction:b},{type:a,text:"By leveraging a skills framework, HR can identify current competencies, forecast future needs, and make informed decisions to align human capital with the company’s evolving strategy.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Enhancing recruitment strategies",spans:[],direction:b},{type:a,text:"When internal mobility isn’t sufficient to fill skill gaps, a skills framework supports external recruitment efforts. The framework provides a clear map of the company’s current capabilities and highlights areas where additional skills are needed.",spans:[],direction:b},{type:a,text:"Using this data, HR can design recruitment campaigns that target specific skill sets aligned with the company’s strategy. Additionally, the framework helps ensure job descriptions accurately reflect the required skills, streamlining the recruitment process and improving outcomes.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Supporting annual performance reviews",spans:[],direction:b},{type:a,text:"The skills framework also plays a vital role in performance management. During the annual review process, managers and employees can discuss the employee’s role, objectives, achievements, and challenges. The framework serves as a reference, allowing managers to assess the employee’s skills based on concrete data.",spans:[],direction:b},{type:a,text:"Additionally, during professional development discussions, employees can use the framework to highlight skills they want to develop or training they wish to pursue. For HR, this means the skills framework becomes a foundational tool, facilitating more productive and focused annual reviews.",spans:[],direction:b},{type:a,text:"As we have seen, company skills are a vital factor and in a health or economic crisis, for example, you need to be reactive and agile to cope with rapid change. So, how can HR professionals use this dynamic framework to carry out their missions successfully? What HR challenges does it address?",spans:[],direction:b},{type:a,text:"Today, skills management is crucial and a skills framework is essential for any organization adapting to new market demands.",spans:[{start:eA,end:gz,type:k,data:{id:nW,type:l,tags:[],lang:f,slug:r,first_publication_date:nX,last_publication_date:nY,uid:nZ,link_type:h,isBroken:g}}],direction:b}],image:{dimensions:{width:ay,height:bG},alt:"skills frameworks 365Talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F67b87e0f-0774-46a0-b3bf-0f591d2c5668_img-meta-en-use-case-2-build-future-proof-workforce.png?auto=format,compress",id:"ZC51MxAAACMA01d4",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:BG,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"How to build a competency framework?",spans:[],direction:b},{type:a,text:"Setting up a skills repository requires a rigorous methodology and the involvement of all levels of the company. Here are the key steps for a successful development:",spans:[],direction:b},{type:a,text:"Define objectives: Clearly identify what you want to achieve with your repository, whether it's recruitment, training, or talent management.",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"Map skills: Draw up a list of existing skills and the skills required for each position. Use skills management tools to centralize this information.",spans:[{start:d,end:aE,type:c}],direction:b},{type:a,text:"Evaluate skills: Carry out a skills assessment of your employees to identify gaps between current skills and the skills needed. This can be done via interviews, tests, or feedback.",spans:[{start:d,end:$,type:c}],direction:b},{type:a,text:"Develop a training plan: Based on the results of the assessment, implement training actions to fill the gaps identified. Use e-learning platforms to offer personalized training paths.",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"Implement the tools: Adopt skills management and artificial intelligence softwares to automate and optimize skills tracking. Make sure these tools are well integrated into your human resources management system.",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Communicate and train: Inform your employees about the objectives and benefits of the skills repository. Train them to use the new tools and platforms.",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"By following these steps, you'll be able to build a robust and effective skills repository, capable of meeting your company's current and future challenges.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What are the tools for optimal skills management?",spans:[],direction:b},{type:a,text:"Numerous technological tools are available to help you effectively manage skills within your company.",spans:[],direction:b},{type:o,text:"Skills mapping software",spans:[],direction:b},{type:a,text:"Skills mapping and talent management softwares are particularly useful for centralizing data, analyzing skills gaps and planning development actions.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"AI tools",spans:[],direction:b},{type:a,text:"Artificial intelligence also plays a crucial role in skills management. Algorithms can analyze vast quantities of data to identify trends and development opportunities while predicting which skills will be needed in the future, enabling more accurate forecasting.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Online platforms",spans:[],direction:b},{type:a,text:"There are platforms dedicated to online training, offering resources tailored to every skill development need. They enable you to build personalized training paths and track employee progress in real time.",spans:[],direction:b},{type:a,text:"The adoption of these tools requires careful consideration of your company's specific needs. It's crucial to choose solutions that are adapted to your objectives and organizational capabilities to maximize their effectiveness.",spans:[],direction:b}]},id:BH,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"Build Your Skills and Job Frameworks with Ease",spans:[],direction:b}],content:[{type:a,text:BI,spans:[],direction:b},{type:a,text:vx,spans:[],direction:b},{type:a,text:sf,spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:vy,spans:[],direction:b},{type:a,text:vz,spans:[],direction:b},{type:a,text:"At the same time, we develop a comprehensive skills ontology that aligns with your roles. This includes dynamic visualizations of your skills and job data (Skills and Job Galaxies), highlighting relationships and skills gaps, and uncovering development opportunities across your workforce.\n\nLearn more about our Skills and Job Architecture solution by booking a demo here.",spans:[{start:ly,end:st,type:k,data:{link_type:v,url:pP,target:R}}],direction:b}]},id:"content_text_section$7f8b8c41-14c4-4709-9b93-b8f37d6c69a2",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:BJ,spans:[],direction:b},{type:a,text:"The skills repository is an indispensable tool for any company wishing to remain competitive and optimize its talent management. By centralizing skills and facilitating their evaluation, the skills repository enables you to better anticipate human resources needs and promote the development of your employees' skills.",spans:[],direction:b},{type:a,text:"By adopting this approach, you can ensure a more effective forward-looking management of jobs and skills, an improved assessment and better-targeted training. By integrating technologies such as artificial intelligence and specialized softwares, you can transform this challenge into an opportunity for growth and innovation for your company.",spans:[],direction:b}]},id:"content_text_section$3691dbd1-bd4a-4db1-8a08-63b7d937cea6",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:lM,spans:[],direction:b}],content:[{type:a,text:"What are the benefits of using a skills repository for employees?",spans:[{start:d,end:eU,type:c}],direction:b},{type:a,text:"A skills repository provides a clear vision of expectations and development opportunities within the organization.\n",spans:[],direction:b},{type:a,text:"How can a skills framework be integrated into talent management?",spans:[{start:d,end:gr,type:c}],direction:b},{type:a,text:"To effectively integrate a skills repository into talent management, it is essential to use it as the basis for recruitment and performance appraisal processes. HR can use the data to identify skills gaps and plan appropriate training actions.\n",spans:[],direction:b},{type:a,text:"How do you build a corporate skills repository?",spans:[{start:d,end:cr,type:c}],direction:b},{type:a,text:"To set up a skills repository, start by defining your company's talent management objectives. Identify the skills required for each position and create a skills map, taking stock of existing skills and identifying gaps.",spans:[],direction:b},{type:a,text:"Then, carry out an employee skills assessment to identify any gaps between the current and required skills. This assessment will enable you to plan appropriate training actions and define personalized skills development paths.",spans:[],direction:b},{type:a,text:"It should also be noted that the implementation of a skills framework also requires the involvement of all stakeholders, in particular managers and employees. 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As we dive into this critical aspect of talent management, it's essential to understand how skills mapping can transform your HR practices and contribute to a more agile and dynamic workforce. Whether you're just starting out or looking to refine an existing framework, this guide will cover the fundamentals, explore various approaches, and address common pitfalls to ensure you build a robust skills map for your organization.",spans:[{start:cS,end:ip,type:c},{start:gs,end:hE,type:c},{start:444,end:454,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Understanding Skills Mapping",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"What is skills mapping?",spans:[],direction:b},{type:a,text:"Skills mapping is a comprehensive process that involves defining, organizing, and managing the skills within an organization. It serves as a foundation for addressing various HR challenges by linking skills with job roles, career development, and organizational strategy.",spans:[{start:d,end:bq,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:E,text:"Key terms to know:",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Skills Library: A static collection of categorized skills used for reference.",spans:[{start:d,end:bq,type:c}],direction:b},{type:j,text:"Skills Referential: Similar to a library but often more dynamic in how it integrates skills.",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Skills Ontology: A more complex model that explores the relationships and dependencies between skills.",spans:[{start:d,end:au,type:c}],direction:b},{type:j,text:"Skills Framework: A structured approach that defines, relates, and applies skills within organizational contexts.",spans:[{start:d,end:U,type:k,data:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}},{start:d,end:$,type:c}],direction:b},{type:a,text:"In practice, many organizations use the term \"skills map\" to describe a dynamic and interactive model that connects skills with job roles and career paths, offering a more holistic view compared to static libraries or frameworks.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Why skills matter",spans:[],direction:b},{type:a,text:"Understanding and effectively managing skills is increasingly crucial in today’s work environment. Research shows that a staggering 80% of executives believe their workforce is not fully utilizing its skills, highlighting a significant opportunity for improvement. With core skills evolving every every five years, staying up to date is critical. Adopting a skills-based approach not only helps organizations retain top performers but also enables them to adapt to industry changes more effectively.",spans:[{start:fy,end:dJ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fissues\u002Fworkforce\u002Fhopes-and-fears.html",target:R}}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Approaches to building a skills map",spans:[],direction:b}],image:{dimensions:{width:Ai,height:Aj},alt:"skills map approaches",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F48a062d0-c34b-4d68-90fe-1d613231ad97_IMG_EN_1_Map+and+lady+with+glasses.png?auto=format,compress",id:"ZAsEQRAAACkAXF7r",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"1. Top-down approach",spans:[],direction:b},{type:a,text:"This method begins with strategic alignment from the leadership team. It involves:",spans:[],direction:b},{type:j,text:"Setting strategic goals.",spans:[],direction:b},{type:j,text:"Identifying critical skills that align with business objectives.",spans:[{start:aY,end:aq,type:k,data:{id:ih,type:l,tags:[],lang:f,slug:ii,first_publication_date:ez,last_publication_date:ij,uid:ik,link_type:h,isBroken:g}},{start:aY,end:aq,type:c}],direction:b},{type:j,text:"Consolidating existing skills and job frameworks.",spans:[],direction:b},{type:j,text:"Matching these skills to key roles.",spans:[{start:d,end:bf,type:c}],direction:b},{type:j,text:"Conducting employee self-assessments and managerial reviews to identify skills gaps.",spans:[{start:ab,end:a_,type:c}],direction:b},{type:a,text:vC,spans:[{start:d,end:bf,type:c}],direction:b},{type:j,text:"Ensures alignment with strategic goals.",spans:[],direction:b},{type:j,text:"Identifies the critical skills required for business success.",spans:[],direction:b},{type:a,text:vD,spans:[{start:d,end:aD,type:c}],direction:b},{type:j,text:"It may not fully capture the day-to-day operational needs.",spans:[],direction:b},{type:j,text:"It could overlook emerging skills not yet recognized by leadership.\n",spans:[],direction:b},{type:o,text:"2. Bottom-up approach",spans:[],direction:b},{type:a,text:"This approach focuses on gathering detailed, grassroots-level information by:",spans:[],direction:b},{type:j,text:"Conducting employee self-assessments and managerial reviews.",spans:[],direction:b},{type:j,text:"Using questionnaires and specialized HR softwares to collect data.",spans:[{start:bs,end:cv,type:c},{start:cJ,end:eU,type:k,data:{id:hq,type:l,tags:[],lang:f,slug:hr,first_publication_date:hs,last_publication_date:ht,uid:hu,link_type:h,isBroken:g}},{start:cJ,end:eU,type:c}],direction:b},{type:j,text:"Building a skills inventory and creating a comprehensive skills framework.",spans:[{start:aE,end:aG,type:c}],direction:b},{type:j,text:"Relating skills to roles and integrating insights with strategic objectives.",spans:[],direction:b},{type:a,text:vC,spans:[{start:d,end:bf,type:c}],direction:b},{type:j,text:"Reveals hidden talents and provides a detailed view of existing skills.",spans:[],direction:b},{type:j,text:"Offers a bottom-up perspective that can complement top-down insights.",spans:[],direction:b},{type:a,text:vD,spans:[{start:d,end:aD,type:c}],direction:b},{type:j,text:"It’s time-consuming to gather, validate, and analyze the data.",spans:[],direction:b},{type:j,text:"It may require significant efforts to consolidate and integrate the information.\n",spans:[],direction:b},{type:o,text:"3. Technology-driven approach",spans:[],direction:b},{type:a,text:"This approach leverages advancements in machine learning and AI. It:",spans:[],direction:b},{type:j,text:"Uses existing data sources like job descriptions, employee declarations, and open positions to infer skills.",spans:[{start:aF,end:bR,type:c}],direction:b},{type:j,text:"Automates the mapping of skills to jobs and roles.",spans:[{start:bq,end:at,type:c}],direction:b},{type:j,text:"Utilizes technology to conduct employee assessments and manage skills data.",spans:[],direction:b},{type:a,text:vC,spans:[{start:d,end:bf,type:c}],direction:b},{type:j,text:"Automates and enhances the skills mapping process.",spans:[],direction:b},{type:j,text:"Particularly useful for large organizations with complex skill needs.",spans:[],direction:b},{type:a,text:vD,spans:[{start:d,end:aD,type:c}],direction:b},{type:j,text:"The initial setup and integration of technology can be complex.",spans:[],direction:b},{type:j,text:"It requires an investment in specialized software and tools.\n",spans:[],direction:b},{type:n,text:"Common pitfalls in Skills Mapping",spans:[],direction:b},{type:L,text:"Poor job architecture documentation: Incomplete or missing job descriptions make it difficult to identify required skills.",spans:[{start:d,end:aS,type:c}],direction:b},{type:L,text:"Multiple skills frameworks: Managing various skills taxonomies can lead to inconsistencies and confusion.",spans:[{start:d,end:an,type:c}],direction:b},{type:L,text:"Time-consuming processes: Manual skills mapping can be labor-intensive and often leads to lengthy discussions and delays.",spans:[{start:d,end:aM,type:c}],direction:b},{type:L,text:"Language barriers: For multinational organizations, accommodating multiple languages within skills frameworks can be challenging.",spans:[{start:d,end:U,type:c}],direction:b},{type:L,text:"Outdated frameworks: Ensuring that the skills framework remains current and reflects organizational changes is crucial.",spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"These challenges can be exhausting for HR teams. For large companies, it is a nightmare. To avoid them, HR technology vendors offer solutions that simplify skills and job mapping, providing dynamic frameworks that are always up-to-date!",spans:[],direction:b}]},id:na,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How to choose your skills mapping tool? ",spans:[],direction:b}],image:{dimensions:{width:vE,height:vF},alt:"skills mapping tool",copyright:e,url:vG,id:vH,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"But first, what is a skills mapping tool?",spans:[],direction:b},{type:a,text:"Skills mapping tools simplify the process of identifying, organizing and aligning the skills, knowledge, and competencies required for each role and team within an organization. These tools enable a clear comparison between current skill sets and the skills needed, allowing for more strategic recruitment and personalized training programs to close any gaps. With features designed to cater to specific roles, team dynamics, and individual career growth, skills mapping tools play a crucial role in enhancing workforce capabilities and driving talent management efforts.",spans:[{start:ai,end:eX,type:c},{start:vI,end:532,type:c},{start:537,end:562,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Solutions and best practices to map your skills",spans:[],direction:b},{type:a,text:"At 365Talents, we address these common challenges by:",spans:[{start:cy,end:aJ,type:k,data:{id:uP,type:kd,tags:[],lang:f,slug:kd,first_publication_date:uQ,last_publication_date:uR,uid:kd,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Ensuring skills frameworks are accurate and exhaustive.",spans:[],direction:b},{type:j,text:"Automating skills data management, including translations and deduplication.",spans:[],direction:b},{type:j,text:"Benchmarking skills against industry standards.",spans:[],direction:b},{type:j,text:"Using generative AI to create job descriptions and offer multilingual support.",spans:[],direction:b},{type:j,text:"Integrating with other HR systems for a seamless, cohesive approach.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Success Stories",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"To demonstrate the real-world impact of these concepts, here are two success stories from our clients.",spans:[],direction:b},{type:L,text:"Global Banking Group: One of the world's largest banking groups implemented a common skills ontology across its 39 regional banks. By leveraging 365Talents' technology, they established a unified skills language, enabling regional banks to maintain local specificity while synchronizing with the global taxonomy. This approach facilitated better strategic decision-making and operational efficiency.\n",spans:[{start:d,end:ab,type:c}],direction:b},{type:L,text:"Global Energy Leader: A major player in the energy and utilities sector aimed to enable employees to declare their skills in their native languages (Spanish, French, and English). 365Talents developed a solution that automated the translation and data management processes, significantly reducing manual work while increasing the accuracy of the skills data.\n",spans:[{start:d,end:ab,type:c}],direction:b},{type:o,text:"Engaging your business Team",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"To effectively pitch skills mapping to your board or executive team, it's crucial to highlight its strategic importance. Skills mapping can support various business needs, including:",spans:[],direction:b},{type:j,text:"Company Pivoting: Adapting to market changes or strategic shifts.",spans:[{start:d,end:$,type:c}],direction:b},{type:j,text:"Mergers and Acquisitions: Integrating new teams and aligning skills.",spans:[{start:d,end:aM,type:c}],direction:b},{type:j,text:"Innovation: Supporting the adoption of new technology and process.",spans:[{start:d,end:aW,type:c}],direction:b},{type:j,text:"Sustainability and Transformation: Aligning skills with organizational goals in sustainability and green initiatives.",spans:[{start:d,end:aU,type:c}],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Your Skills and Job Architecture with 365Talents",spans:[],direction:b},{type:a,text:BI,spans:[],direction:b},{type:a,text:vx,spans:[],direction:b},{type:a,text:sf,spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:vy,spans:[],direction:b},{type:a,text:vz,spans:[],direction:b},{type:a,text:"At the same time, we develop a comprehensive skills ontology that aligns with your roles. This includes dynamic visualizations of your skills and job data (Skills and Job Galaxies), highlighting relationships and skills gaps, and uncovering development opportunities across your workforce.\nBook your demo to learn more about Skills and Job Architecture solution!",spans:[{start:BN,end:vJ,type:k,data:{link_type:v,url:pP,target:R}}],direction:b}],image:{dimensions:{width:ay,height:vd},alt:e,copyright:e,url:ve,id:vf,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$d1f70f7d-1d0c-4642-a205-fd72dc0868f6",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:BJ,spans:[],direction:b},{type:a,text:"Skills mapping is not just a theoretical exercise but a practical tool that can significantly enhance how organizations manage talent. By understanding and implementing the right approach—whether top-down, bottom-up, technology-driven, or a mix of all three—HR professionals can better align skills with business objectives, address gaps, and drive organizational success. As you embark on or refine your skills mapping journey, remember that it’s a collective project involving business leaders, HR professionals, subject matter experts, and employees. Embrace the process, and let it guide your organization towards a more agile and effective future.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc822b16d-8fb4-44e7-a994-7d11475b4062_IMG_Articles_365-gem-reflection-cream.png?auto=format,compress",id:su,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:lM,spans:[],direction:b},{type:o,text:"How do you distinguish between competencies and skills?",spans:[],direction:b},{type:a,text:"While often used interchangeably, skills and competencies have distinct meanings within the realm of talent management and workforce development.",spans:[],direction:b},{type:j,text:"Skills refer to specific, measurable proficiencies acquired through practice, education or experience. They are task-oriented and can range from technical abilities to soft skills such as leadership or problem-solving.. For example, being able to effectively lead a team is a skill.",spans:[{start:d,end:cq,type:c}],direction:b},{type:j,text:"Competencies, on the other hand, are more holistic and multifaceted. They combine skills, knowledge, attitudes and behaviors needed to perform a task or role effectively. For instance, in healthcare, patient care competencies would include a set of skills and knowledge needed to provide a comprehensive service.\n",spans:[{start:d,end:dy,type:c}],direction:b},{type:o,text:"What’s the best approach for updating job titles, job descriptions, and skills referentials?",spans:[],direction:b},{type:a,text:"Here’s a recommended approach:",spans:[],direction:b},{type:j,text:"Job titles and descriptions: Begin by updating job titles and descriptions. If you have existing skills frameworks, you can integrate it during the update. If not, focus first on creating a solidjob architecture, then define the skills associated with each role.",spans:[{start:d,end:aG,type:c}],direction:b},{type:j,text:"Skills referential: Once the job architecture is in place, develop and refine the skills referential. Ensure it aligns with the newly updated job titles and descriptions.",spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"This approach ensures a structured process for building both your job architecture and skills framework cohesively.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How many skills should be identified per job role?",spans:[],direction:b},{type:a,text:"Generally, it’s effective to associate around 10 to 15 key skills with each job role. Having fewer skills might lead to incomplete data, while more than 15 can be overwhelming for employees to declare and for the system to manage. A typical recommendation is about 12 skills per job role for a balanced approach.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How do you ensure that job descriptions are relevant and accurately reflect current roles?",spans:[{start:d,end:gY,type:c}],direction:b},{type:a,text:"Ensuring job descriptions are relevant involves a few key steps:",spans:[],direction:b},{type:j,text:"Governance and review: It's crucial to have strong governance around both your skills framework and job architecture. If you notice that some job descriptions are poorly written or outdated, it’s important to address this by reviewing and revising them. One of our customers, a European leader in the railway industry, emphasized the need for clear governance around job architecture to maintain accuracy and relevance.",spans:[{start:d,end:ar,type:c}],direction:b},{type:j,text:"Leveraging technology: Utilize technology to assist in generating and refining job descriptions. For instance, AI tools can create or improve job descriptions based on job titles and core responsibilities. This approach can provide a baseline that can be further refined by human review.",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"At 365Talents, we use our platform to draft and then enrich job descriptions. As a manager, you’ll receive an initial draft based on existing data, which will then be enhanced by using generative AI. This approach will allow you to quickly review and adjust the descriptions, making the process more efficient and accurate.",spans:[],direction:b},{type:o,text:"\nHow do you calibrate proficiency ratings across the organization to ensure consistency?",spans:[{start:d,end:cG,type:c}],direction:b},{type:a,text:"Calibrating proficiency ratings involves standardizing and clearly defining levels across the organization:",spans:[],direction:b},{type:j,text:"Standardized proficiency levels: Typically, proficiency levels are categorized into four stages (e.g., Beginner, Intermediate, Advanced, Expert). This four-level system helps avoid the ambiguity that can occur with fewer levels.",spans:[],direction:b},{type:j,text:"Detailed descriptions: Each proficiency level should come with a detailed description outlining what is expected at each stage. For example, a beginner might need to have completed specific e-learning courses, while an intermediate level might require practical assignments or projects. These descriptions help ensure that employees and managers have a clear understanding of what each proficiency level entails.",spans:[],direction:b},{type:j,text:"Consistency in tools: Our platform includes standardized titles and descriptions for proficiency levels. This ensures that when employees self-assess or managers evaluate skills, there is a common understanding of what each level means. Additionally, providing detailed descriptions for skills helps clarify what is required for each one.",spans:[],direction:b},{type:a,text:"By implementing these practices, organizations can maintain a consistent and accurate approach to proficiency ratings, which supports fair and effective skills assessments.",spans:[],direction:b}]},id:lL,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:jW,spans:[]}],suggested_grp:[{article:{id:vK,type:l,tags:[],lang:f,slug:vL,first_publication_date:vM,last_publication_date:vN,uid:vO,link_type:h,isBroken:g}},{article:{id:mS,type:l,tags:[],lang:f,slug:mT,first_publication_date:mU,last_publication_date:mV,uid:mW,link_type:h,isBroken:g}},{article:{id:lX,type:l,tags:[],lang:f,slug:lY,first_publication_date:lZ,last_publication_date:l_,uid:l$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:sq,spans:[],direction:b}],btntxt:[{type:a,text:ku,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:BL,spans:[],direction:b}],thumb_description:[{type:a,text:"Welcome to the evolving world of skills mapping! 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More specifically, it is the role of Human Resources (HR) that is becoming the new playground for AI.",spans:[{start:aD,end:aF,type:c},{start:eC,end:kx,type:c}],direction:b},{type:a,text:"How is AI revolutionizing talent management? What are the favorite tools of HR professionals? How are employees experiencing this shift? And above all, what are the latest innovations in this area? You will discover all of this throughout this article.",spans:[{start:an,end:bP,type:c},{start:hF,end:eX,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"AI, an asset for recruitment and talent management",spans:[],direction:b}],image:{dimensions:{width:az,height:aB},alt:"ai talent management",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Ff015b95d-70b0-4b01-af19-5c71b2437a84_img-hero-fr-media-collections-bridging-skills-gaps.png?auto=format,compress",id:"ZC7FWRAAACEA0_Em",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"AI in HR is revolutionizing recruitment and talent management. Human resources in companies can now rely on AI tools to optimize their recruitment processes, talent management, training, and career management:",spans:[{start:d,end:bf,type:c},{start:aG,end:ba,type:c},{start:bj,end:cJ,type:c},{start:ge,end:iu,type:c},{start:n_,end:hb,type:c},{start:mE,end:jc,type:c},{start:jt,end:em,type:c},{start:jZ,end:lj,type:c}],direction:b},{type:j,text:"Quickly sort resumes.",spans:[],direction:b},{type:j,text:Bh,spans:[],direction:b},{type:j,text:"Predict their performance and potential...",spans:[],direction:b},{type:a,text:"AI also allows for the analysis and understanding of employees' trends, needs, and aspirations. No more long recruitment processes, miscasts, or untapped talents.",spans:[{start:jh,end:hd,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Employee Experience: AI for better integration and human resource management.",spans:[],direction:b},{type:a,text:"AI improves the employee experience by promoting their integration, motivation, engagement, satisfaction, and well-being at work. Thanks to AI, HR can better understand employees' expectations, needs, aspirations, concerns, and issues.",spans:[{start:$,end:aS,type:c}],direction:b},{type:a,text:"AI tools make it possible to:",spans:[],direction:b},{type:j,text:"Collect and analyze data related to the employee experience.",spans:[{start:bO,end:bR,type:c}],direction:b},{type:j,text:"Monitor and evaluate their performance, involvement, satisfaction, and motivation.",spans:[{start:aq,end:bl,type:c}],direction:b}]},id:na,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"AI and data protection: a major challenge for HR",spans:[],direction:b}],image:{dimensions:{width:4810,height:3207},alt:"AI and HR data",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1551288049-bebda4e38f71?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwyfHxkYXRhfGVufDB8fHx8MTcyNTk1NTI0Mnww&ixlib=rb-4.0.3&q=85",id:"JKUTrJ4vK00",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Artificial intelligence, in addition to being a valuable asset for human resource management, also presents significant challenges, particularly regarding the protection of personal data. Companies must be especially vigilant on this point, especially in light of new data protection regulations.",spans:[{start:dx,end:eX,type:c},{start:hp,end:fW,type:c}],direction:b},{type:a,text:"Indeed, AI operates largely through the massive exploitation of data. In the context of HR work, this data can be very diverse:",spans:[],direction:b},{type:j,text:"Personal information of employees.",spans:[],direction:b},{type:j,text:"Performance data.",spans:[],direction:b},{type:j,text:"Evaluation results, etc.",spans:[],direction:b},{type:a,text:"All this information is extremely sensitive, and its protection is crucial.",spans:[],direction:b},{type:a,text:"However, it should be noted that AI does not replace a solid and well-thought-out data protection policy. It is an additional tool that must be used in compliance with confidentiality and data protection rules.",spans:[{start:en,end:gd,type:c},{start:fX,end:el,type:c},{start:ja,end:mC,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"The crucial role of AI in the transition to hybrid work",spans:[],direction:b},{type:a,text:"In 2024, in a context where hybrid work becomes the norm for many companies, artificial intelligence plays a crucial role in human resource management.",spans:[{start:aG,end:ba,type:c},{start:fL,end:eC,type:c}],direction:b},{type:a,text:"On one hand, AI allows the automation of certain tasks related to resource management, thus freeing up time for HR managers to focus on other aspects of their work. For example, AI can be used to:",spans:[{start:eS,end:gz,type:c}],direction:b},{type:j,text:"Manage schedules.",spans:[],direction:b},{type:j,text:"Automate recruitment processes.",spans:[],direction:b},{type:j,text:"Manage leave requests.",spans:[],direction:b},{type:a,text:"On the other hand, AI can help improve the employee experience in a hybrid work context. Among other things, it can be used to coordinate teams working remotely, facilitate communication within the company, or even help evaluate and improve the operational efficiency of teams.",spans:[{start:bP,end:d$,type:c},{start:dy,end:im,type:c},{start:dr,end:gA,type:c},{start:gy,end:fW,type:c},{start:iy,end:nJ,type:c}],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Conclusion: AI and its HR functionalities",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:un,id:ny,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"In 2024, AI in HR revolutionized recruitment processes and made talent management more efficient. Likewise, it offered new perspectives in training and skills development. It contributes to a better employee experience and makes the job of HR professionals easier.",spans:[{start:aD,end:U,type:c},{start:hE,end:lJ,type:c}],direction:b},{type:a,text:"However, despite these advances, it is crucial to remain vigilant and adopt an ethical approach that respects everyone's rights. AI, despite all its potential, is still a tool that must be used with caution and discernment. Therefore, companies must continue to invest in the training and education of their employees to ensure that the use of AI is beneficial for everyone.",spans:[{start:im,end:dB,type:c},{start:lw,end:rW,type:c},{start:vQ,end:n$,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:lM,spans:[],direction:b},{type:o,text:"How does AI contribute to diversity and inclusion in the workplace?",spans:[],direction:b},{type:a,text:"AI can play a crucial role in promoting diversity and inclusion by eliminating human biases during recruitment and evaluations.",spans:[],direction:b},{type:a,text:"AI tools can be programmed to focus solely on skills and qualifications, regardless of age, gender, ethnicity, or other personal characteristics. 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Like Professor X, human resources play a crucial role in identifying these talents with their and unique abilities or skills. And as he runs a school to help young mutants hone their powers, HR helps their employees train and develop their skills. HR leaders now strategize for long-term talent management and organizational growth, similar to how Professor X has a clear vision for the future of mutants. ",spans:[{start:eY,end:dx,type:c},{start:hn,end:lS,type:c},{start:vT,end:BS,type:c}],direction:b},{type:a,text:"That can define the new role of HR in the 2020s. ",spans:[],direction:b},{type:a,text:"In this series, we'll explore these key areas, providing practical strategies and actionable insights to help HR professionals navigate the complexities of the modern workplace: HR new skills, new roles, and its impact on organizational goals.",spans:[{start:hx,end:it,type:c},{start:gL,end:mF,type:c},{start:jv,end:iz,type:c},{start:pD,end:lJ,type:c}],direction:b},{type:a,text:"From mastering new technologies to enhancing the employee experience and driving tangible business outcomes, embark on a journey with us to unlock HR's full potential!",spans:[{start:au,end:at,type:c},{start:cv,end:dy,type:c},{start:gY,end:gR,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Why the Human Resources role is evolving",spans:[],direction:b}],image:{dimensions:{width:az,height:896},alt:"Professor X",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZuFwARoQrfVKl9QC_l-intro-1675988973.jpg?auto=format,compress",id:"ZuFwARoQrfVKl9QC",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"Looper.com",spans:[],direction:b}]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"From 2020 to 2022, HR played an essential role in adapting to the changing landscape. During this time, numerous organizations showcased their adaptability and strength in modifying their operations to navigate the challenges posed by the COVID-19 crisis. This period also witnessed employees demonstrating their creativity and untapped potential as they adjusted to remote work setups.",spans:[{start:gF,end:U,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.peoplehum.com\u002Fblog\u002Fchanging-role-of-hr-in-2022",target:R}},{start:239,end:lx,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC8111198\u002F",target:R}}],direction:b},{type:a,text:"Before the pandemic, HR was mainly considered a financial and administrative function. However, the crisis helped HR show its human-centric side, as it needed to develop new ways of collaborative work, a new employee engagement approach, new well-being initiatives as employees were working remotely, and digital development for its organization. ",spans:[],direction:b},{type:a,text:"This led HR to be propelled by technological advancements, changes in workforce demographics, and the emergence of new best practices and talent strategies. ",spans:[],direction:b},{type:a,text:"Human Resources are now the protectors and spreaders of employees' well-being and safety at work, organizational culture leaders, workforce agility promoters, and performance enhancers. ",spans:[{start:d,end:ap,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.pwc.com\u002Fm1\u002Fen\u002Fpublications\u002Fhow-the-new-normal-shaping-future-hr.html",target:R}}],direction:b},{type:a,text:"Post-pandemic, the Great Resignation left a volatile talent market with recruitment job postings outnumbering job seekers as organizations battle in a hyper-competitive job market. To avoid being left behind in the talent war, while HR’s role transitionsi, they will need to increase their efforts in talent acquisition and retention, creating a corporate image and company culture that is appealing to both new and current employees.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"In 2024, the HR landscape is still evolving. People wonder if we will revert to previous behaviors or move from flexibility to change. And while businesses still deal with post-pandemic and talent war adjustments, the HR trends of 2024 focus on reshaping the workplace and influencing the future of work.",spans:[{start:iz,end:lw,type:k,data:{id:nW,type:l,tags:[],lang:f,slug:r,first_publication_date:nX,last_publication_date:nY,uid:nZ,link_type:h,isBroken:g}}],direction:b},{type:a,text:"To stay ahead of the curve, HR professionals must continually update their skill sets to navigate these shifts effectively. Whether it's mastering the intricacies of AI-powered talent management systems or understanding the nuances of remote work policies, adaptability is critical to success in the modern world of work.",spans:[],direction:b},{type:a,text:"Beyond administrative functions, HR now plays a pivotal role in shaping the employee experience. This factor profoundly influences organizational culture, engagement levels, and overall productivity, from seamless onboarding processes that set the standard for long-term success to robust career development initiatives that empower employees to reach their full potential. Every interaction with HR contributes to shaping a positive workplace culture and fostering a sense of belonging.",spans:[{start:gr,end:dB,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002Fhuman-resources-functions\u002F",target:R}},{start:gr,end:dB,type:c}],direction:b},{type:a,text:"However, HR's impact extends far beyond the confines of the HR department. Strategies such as talent management, employee retention, and organizational performance directly influence business outcomes. ",spans:[{start:V,end:cL,type:c}],direction:b},{type:a,text:"Keep reading as we examine their new skills, functions, and impact on the whole organization and business. ",spans:[],direction:b}]},id:na,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"New skills HR leaders need to face the modern world of work",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:"new hr skills",copyright:e,url:oc,id:od,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"As the world of work progresses, the demand for new sets of skills has emerged, supplementing traditional HR competencies with those tailored to meet the challenges of the experience, digital, AI, and data ages.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Overview of traditional HR skills",spans:[],direction:b},{type:a,text:"Traditionally, HR professionals have been valued for their recruitment, employee relations, and compliance expertise. These foundational skills remain essential, providing the framework for modern HR practices. From conducting compelling interviews to navigating complex labor laws, managing the fundamental aspects of human resources forms the cornerstone of HR proficiency. ",spans:[],direction:b},{type:a,text:"From 2021, the basic skills Human Resources managers should have were:\n\n1. Communication and influencing skills",spans:[{start:gF,end:aD,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.myhrtoolkit.com\u002Fblog\u002F7-important-skills-hr-professionals",target:R}},{start:cH,end:dK,type:c}],direction:b},{type:a,text:"2. Employment law knowledge",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"3. Organizational skills",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"4. Digital skills",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"5. Agility",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"6. Emotional intelligence and people skills",spans:[{start:d,end:bP,type:c}],direction:b},{type:a,text:"7. Administrative and payment skills\n",spans:[{start:d,end:a_,type:c}],direction:b},{type:o,text:"Emerging skills required in modern HR",spans:[],direction:b},{type:a,text:"In addition to traditional HR competencies, digital transformation has ushered in a new era of HR, characterized by the need for a diverse skill set that spans technology, data analysis, and strategic thinking. Emerging skills such as data analytics and digital literacy have become indispensable as HR professionals seek to harness the power of technology to drive informed decision-making and enhance the employee experience. ",spans:[],direction:b},{type:a,text:"Furthermore, the rise of remote work and the gig economy, has underscored the importance of virtual collaboration, adaptability, and emotional intelligence, which enable HR to effectively navigate the complexities of a dispersed workforce. ",spans:[],direction:b},{type:a,text:"Here’s a non-exhaustive skills list from the AIHR for HR professionals to start developing today:",spans:[{start:ea,end:gY,type:k,data:{link_type:v,url:BT,target:R}}],direction:b},{type:a,text:"1. Change management and change consulting ",spans:[{start:d,end:bP,type:c}],direction:b},{type:a,text:"2. Risk management",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"3. People analytics",spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"4. Stakeholder management",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"5. Management of strategic deals and alliances",spans:[{start:d,end:bz,type:c}],direction:b},{type:a,text:"6. Integrating cultural differences",spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"7. Ethics and data privacy",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"8. Critical and systems thinking",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:"9. Negotiation skills",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"10. Interdepartmental collaboration",spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"11. Resilience and being SAFE",spans:[{start:d,end:aQ,type:c}],direction:b},{type:a,text:"12. Project management",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"13. Organizational design",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"Dive into the full article of People Managing People and learn more about the 24+ key HR skills for 2024.",spans:[{start:d,end:gd,type:k,data:{link_type:v,url:"https:\u002F\u002Fpeoplemanagingpeople.com\u002Fpersonal-development\u002Fhr-career\u002Fhuman-resources-skills\u002F",target:R}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Training and development needs",spans:[],direction:b},{type:a,text:"Recognizing the shifting demands of the modern HR role, organizations must prioritize training and development initiatives to equip HR professionals with the skills needed to succeed in today's dynamic environment. This includes investing in targeted programs that provide hands-on experience with HR technology platforms and offering opportunities for ongoing learning and upskilling. Also fostering innovation and experimentation can empower HR teams to explore new approaches and adapt to changing circumstances, ensuring they remain at the forefront of industry trends and best practices.",spans:[],direction:b},{type:a,text:"In the next section, we'll explore in greater detail the specific skills and competencies shaping the future of HR, providing insights into how organizations can effectively prepare their HR teams for success in the digital age.",spans:[],direction:b},{type:j,text:"Change management and readiness: Organizational change has become a constant in today's companies. It can take many forms, such as implementing a new technology or leading a new impactful project, undertaking a structural or cultural transformation in the organization, or creating new processes or practices… HR can become the lead for organizational readiness and address key gaps regarding culture, skills, and priorities. ",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"People analytics and data analysis: Although Human Resources Leaders don’t have to be people analytics specialists, they need to better understand the value of these figures. Data literacy skills show the importance of people’s data and HR strategy, enabling HR to support their results with concrete information and make data-driven decisions. ",spans:[{start:d,end:aS,type:c},{start:vw,end:vk,type:k,data:{id:mN,type:l,tags:[],lang:f,slug:ga,first_publication_date:mO,last_publication_date:mP,uid:ga,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Strategic Workforce Planning: Staying one step ahead in talent planning gives companies the competitive edge they need. Thanks to the data collected, they can plan accordingly to better prepare for actual and future market changes for every role and employee. ",spans:[{start:d,end:aQ,type:c},{start:hw,end:eC,type:c},{start:gL,end:hU,type:c}],direction:b},{type:j,text:"Employee Experience Crafting: Shaping a stellar employee journey is key to keeping talent happy and on board. HR will need strong project management skills to lead important projects and provide a complete employee experience.",spans:[{start:d,end:aQ,type:c}],direction:b},{type:j,text:"Diversity, Equity, and Inclusion (DEI): Building a diverse workplace isn't just the right thing to do—it's a boon for creativity and reaching new markets.",spans:[{start:d,end:ba,type:c}],direction:b},{type:a,text:"You can develop those skills with reskilling or upskilling programs your company offers. However, you can also start on your own and grow continuous learning by subscribing to must-have HR newsletters like Data-Driven HR Monthly or AIHR, reading resources, or following courses for each skill set with your learning and development app. ",spans:[{start:hf,end:dj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fnewsletters\u002Fdata-driven-hr-monthly-6793421002836590592\u002F",target:R}},{start:ng,end:uI,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002F",target:R}},{start:vj,end:337,type:c}],direction:b},{type:a,text:"Check out our newsletter to get the latest insights into talent and skills management trends! ",spans:[{start:d,end:aC,type:k,data:{id:pZ,type:ji,tags:[],lang:f,slug:p_,first_publication_date:p$,last_publication_date:qa,uid:ji,link_type:h,isBroken:g}}],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"365Talents advises to:",spans:[],direction:b}],content:[{type:j,text:"Create clear, transparent, personalized career paths and succession plans for every employee. ",spans:[{start:d,end:ba,type:c}],direction:b},{type:j,text:"Encourage two-way communication between management and employees, prioritize diversity, equity and inclusion, and promote career advancement beyond managerial positions.",spans:[{start:d,end:U,type:c},{start:aR,end:at,type:c},{start:eZ,end:ge,type:c},{start:hO,end:dz,type:c}],direction:b},{type:j,text:"Incentivize just-in-time recognition, non-work engagement, and the ability to disconnect after work. This will help to boost employee engagement by making each employee feel like they are more than the sum of their productivity outcomes.",spans:[{start:d,end:eK,type:c}],direction:b},{type:j,text:"Choose an HR tech solution that matches your needs! 365Talents is the Skills Management software leader for ambitious HR and Europe’s most integrated AI-powered talent management platform with 100+ integrations. With 365Talents, you can picture real-time insights into your workforce's skills and the expertise to implement strategic HR projects aligned to your business goals.",spans:[{start:d,end:an,type:c},{start:aq,end:dA,type:c},{start:lS,end:mG,type:c}],direction:b}]},id:"content_text_section$68810394-264f-4a35-808f-9085de1eefa0",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"HR new role and new function",spans:[],direction:b}],image:{dimensions:{width:7360,height:4912},alt:vS,copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1454165804606-c3d57bc86b40?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwxN3x8aHJ8ZW58MHx8fHwxNzI2MDU4MjA2fDA&ixlib=rb-4.0.3&q=85",id:"5fNmWej4tAA",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$4022c23b-70ea-4c42-a920-816a6bf82fca",slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"“Human resources (HR) is the division of a business that is in charge of finding, recruiting, screening, and training job applicants, while also administering employee benefit programs. HR is vital in helping companies deal with a fast-changing business environment and a greater demand for quality employees in the 21st century.”",spans:[],direction:b}],name:[{type:a,text:"Definition of the HR function",spans:[],direction:b}],job:[{type:a,text:"Investopedia",spans:[{start:d,end:aY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.investopedia.com\u002Fterms\u002Fh\u002Fhumanresources.asp",target:R}}],direction:b}]},id:"quote_section$65bd7b24-d0fd-4df7-bccb-1a3cfdf64833",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"HR professionals are increasingly called upon to navigate the complexities of a dynamic workforce landscape. Focusing on strategic talent management, they leverage AI-powered insights to foster a work environment ripe for growth and innovation. But this is not just about understanding the nuances of skills-based hiring; it's about mastering the art of empowerment and personalized development paths for every employee.",spans:[{start:d,end:$,type:c},{start:gX,end:g$,type:G},{start:f$,end:mC,type:c},{start:f_,end:lD,type:G},{start:sy,end:nh,type:c},{start:354,end:sp,type:G},{start:uJ,end:394,type:c}],direction:b},{type:a,text:"One critical area where HR can make a significant impact is through skills-first matching, referring to the alignment of individual capabilities with organizational needs. By harnessing data-driven strategies, HR can uncover unparalleled visibility into the skills landscape, enabling them to assemble dream teams that drive transformation and strategic success. To deepen our understanding of these strategies, the insightful article \"The new possible: How HR can help build the organization of the future\" from McKinsey & Company offers valuable perspectives.",spans:[{start:dy,end:eQ,type:G},{start:fW,end:lj,type:c},{start:sn,end:nD,type:G},{start:nL,end:361,type:c},{start:BU,end:506,type:k,data:{link_type:v,url:BV,target:R}}],direction:b},{type:a,text:"Moreover, the HR role is becoming more innovative and insight-driven, shifting towards a skills-centric approach that inspires loyalty and increases retention. HR leaders are now expected to chart a course that not only meets the current demands but also anticipates the future skills necessary for organizational resilience.",spans:[{start:eQ,end:eS,type:G}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"HR Employee Experience Function",spans:[],direction:b},{type:a,text:"Definition and purpose of employee experience",spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:"Employee Experience (EX) is the total of all employee interactions with their organization, from the initial recruitment process to their departure. It includes every aspect of an employee's journey, such as the physical workspace, technology, and cultural environment. EX focuses on establishing a positive, engaging, and satisfying work environment that aligns with the employees' needs and the organizational goals. This comprehensive approach aims to improve employee satisfaction and engagement, productivity, and overall organizational success.",spans:[],direction:b},{type:a,text:"What is HR's role in employee experience?",spans:[{start:d,end:bQ,type:c}],direction:b},{type:a,text:"Human Resources (HR) is pivotal in shaping and nurturing the employee experience (EX). As the custodian of organizational culture, policies, and employee welfare, HR is at the forefront of creating environments where employees can thrive. HR contributes to each aspect of the employee experience:\n",spans:[],direction:b},{type:a,text:"1. Designing and implementing a strategic Employee Experience framework: HR’s role begins with designing a strategic framework for EX that aligns with the organization’s goals and values.",spans:[{start:d,end:dL,type:c},{start:cY,end:dL,type:k,data:{id:sz,type:co,tags:[],lang:f,slug:sA,first_publication_date:sB,last_publication_date:sC,uid:sD,link_type:h,isBroken:g}}],direction:b},{type:a,text:"2. Cultivating a positive organizational culture: HR is responsible for fostering a culture that  supports development, motivates employees, and encourages inclusivity and diversity.",spans:[{start:d,end:cv,type:c}],direction:b},{type:a,text:"3. Enhancing onboarding and integration: A smooth onboarding process is crucial for setting the tone of the employee experience.",spans:[{start:d,end:bO,type:c},{start:aJ,end:ba,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}}],direction:b},{type:a,text:"4. Optimizing work environment and resources: HR ensures that the physical and digital work environments support employees’ productivity and well-being by providing the tools needed for success and a safe workplace.",spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:"5. Promoting employee development and career growth: HR is critical in facilitating continuous learning and career progression by offering personalized career development opportunities and new paths.",spans:[{start:d,end:eY,type:c},{start:bl,end:dA,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}],direction:b},{type:a,text:"6. Driving employee engagement and recognition: HR keeps employees motivated and engaged with different methods like recognition, benefits, training, opportunities, etc, throughout their entire experience.",spans:[{start:d,end:cr,type:c}],direction:b},{type:a,text:"7. Ensuring work-life balance and wellbeing: HR is instrumental in promoting policies and practices that support employees’ work-life balance and overall well being through flexible work arrangements or supporting their mental health.",spans:[{start:d,end:bj,type:c}],direction:b},{type:a,text:"8. Utilizing technology and analytics: HR can leverage technology by implementing HR solutions and tools to analyze the collected data in order to enhance plans and personalize strategies.",spans:[{start:d,end:bl,type:c},{start:aJ,end:bs,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}}],direction:b},{type:a,text:"9. Facilitating smooth exits and Alumni engagement: As employees leave the organization, HR manages the offboarding processes to maintain a positive exit and encourage a constructive word of mouth of Alumni experiences. ",spans:[{start:d,end:cq,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"The employee experience is key to talent attraction and retention",spans:[{start:d,end:eU,type:c}],direction:b},{type:a,text:"A positive employee experience is crucial in shaping an organization's employer brand. When potential employees evaluate a workplace, they often consider more than just the job description and salary. A solid reputation for providing a positive employee experience can attract top-tier talent searching for work environments that are both professionally fulfilling and supportive.",spans:[],direction:b},{type:a,text:"Employees with a positive experience tend to be more likely to remain with an organization. This sense of loyalty is nurtured through personal and professional satisfaction, ample growth opportunities, and a supportive and inclusive culture. It reduces turnover results in cost savings and ensures cohesion and stability within teams, contributing to overall organizational success.",spans:[],direction:b}]},id:lL,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"Employee experience is fundamental to the success of skills-based organizations, making it imperative for HR to adapt their processes and approach to create bespoke experiences for every individual in their organization.",spans:[],direction:b}],name:[{type:a,text:zk,spans:[],direction:b}],job:[{type:a,text:"Chief Marketing Officer",spans:[],direction:b}]},id:"quote_section$297a42c3-2dc9-4528-bc4f-7fe1c09f91d3",slice_type:aO,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"People analytics role",spans:[],direction:b}],image:{dimensions:{width:2426,height:1728},alt:"hr analytics",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1460925895917-afdab827c52f?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwxfHxhbmFseXRpY3xlbnwwfHx8fDE3MjYwNTg2NjN8MA&ixlib=rb-4.0.3&q=85",id:"hpjSkU2UYSU",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$3de96a71-b96e-432e-a9e7-e736ddbd38a3",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"When Hi Bob and 3Sixty Insights asked, “What do you wish you had known when you were starting as a CHRO?” 41% of respondents answered “Greater depth in HR data and analytics.” Many of them can see the importance of people analytics in skills and roles.",spans:[{start:gF,end:aY,type:G},{start:au,end:aZ,type:G},{start:iA,end:hm,type:c}],direction:b},{type:a,text:"People Analytics refers to HR's data-driven approach to understand and optimize various aspects of the workforce, including employee experience (EX). By leveraging data, HR can gain insights into employee behaviors, trends, and outcomes, ultimately driving more informed decision-making. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Definition and Purpose of HR People Analytics",spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:"People Analytics systematically evaluates workforce data to understand and improve organizational performance and employee experience. Its purpose is to move beyond intuition and anecdotal evidence, providing actionable insights that can enhance decision-making processes, predict future trends, and measure the impact of HR initiatives.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Key Roles of HR People Analytics",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:"HR People Analytics transforms how organizations understand and enhance their workforce. 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It ensures that everyone can participate and contribute to their fullest potential, regardless of their diverse backgrounds.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"The purpose of D&I is to cultivate a workplace where diverse perspectives are valued and every employee feels empowered and supported. This has numerous benefits, including enhanced creativity, better decision-making, higher employee engagement, and a positive reputation as an employer of choice.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Key Functions of Diversity and Inclusion",spans:[{start:d,end:bO,type:c}],direction:b},{type:a,text:"Promoting a diverse workforce: Embracing diverse backgrounds and perspectives is vital in fostering an inclusive and innovative work environment, creating meaningful pathways for career growth and success by implementing strategies to attract and retain diverse talent.",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Fostering an inclusive culture: Inclusion is about creating a work environment where differences are respected and valued, ensuring every employee feels a sense of belonging and can fully participate, regardless of their background.",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Ensuring equity: Equity involves creating fair access to opportunities and resources. It’s about recognizing that different individuals may need other support to achieve similar outcomes and addressing systemic barriers that may disadvantage certain groups.",spans:[{start:d,end:$,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Supporting employee resource groups (ERGs): Diversity and inclusion functions often have a vital role in facilitating Employee Resource Groups (ERGs). These ERGs are employee-led groups created to provide support, advocacy, and a sense of community for employees with common identities or interests.",spans:[{start:d,end:bP,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Training and awareness programs: Education promotes understanding and reduces biases. D&I functions often lead initiatives to train employees on diversity, equity, and inclusion topics, raising awareness and fostering a more inclusive mindset.",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Measuring and reporting progress: Effective D&I strategies are data-driven. This involves setting measurable goals, tracking progress through metrics, and regularly reporting on D&I initiatives' impact to stakeholders.",spans:[{start:d,end:aU,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"By embedding D&I into its core functions, HR helps create a more equitable and inclusive workplace, driving significant strategic benefits for the organization. Their role is vital to engaging and retaining employees who feel valued and included, improving innovation by having diverse teams and perspectives and strengthening the employer brand with a strong D&I strategy to attract top talent and help achieve better financial performance. ",spans:[],direction:b}]},id:"content_text_section$d5d7b1fd-6cb3-40e8-a7e1-bfba49e5808b",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"HR as a business partner: the business impact of HR",spans:[],direction:b}],image:{dimensions:{width:4523,height:2996},alt:"person wearing suit reading business newspaper",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1444653614773-995cb1ef9efa?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHw1fHxnb2Fsc3xlbnwwfHx8fDE3MjYwNTk2NjF8MA&ixlib=rb-4.0.3&q=85",id:"E7RLgUjjazc",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$32f48e75-8d62-45ec-aec2-fe0ca2ca482e",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Nowadays, it is imperative for HR practices to be closely aligned with the organization's broader strategic goals. 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HR business impact can be seen in 6 different categories:",spans:[{start:aQ,end:ho,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.openhrms.com\u002Fblog\u002Fhow-does-hr-support-business-strategy\u002F",target:R}},{start:vU,end:vV,type:k,data:{link_type:v,url:"https:\u002F\u002Fxobin.com\u002Fblog\u002Fbuilding-a-high-performance-culture-the-role-of-hr-in-driving-business-strategy\u002F",target:R}}],direction:b},{type:a,text:"1) HR integrates new hires: When executed effectively by HR, new hire orientation aligns new hires with the company's mission, values, and expectations and includes mentorship to foster quick integration and engagement. This strategic approach accelerates productivity, reduces turnover, and ensures new employees are aligned with the company's goals, driving overall business success.",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"2) HR keeps executives focused: The company's mission statement is crucial for strategic decisions and organizational culture. HR ensures that executives are aligned with this mission through consistent communication and mission-focused training, fostering trust and motivation among leaders and employees and driving the company toward its long-term goals.",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:"3) HR focuses on the whole company: Human Resources is the backbone of the corporate world, with a scope that spans the entire organization. HR manages and optimizes the company’s most valuable asset—its people—by recruiting talent, fostering development, resolving conflicts, and shaping policies. Acting as the glue, HR ensures all departments work together cohesively.",spans:[{start:d,end:a_,type:c}],direction:b},{type:a,text:"4) HR knows the law: HR ensures the company adheres to essential workplace laws like FLSA, FMLA, ADA, OSHA, Title VII, and the equivalent laws in Europe and other countries, safeguarding against legal issues and promoting a fair and safe environment. This commitment to compliance fosters trust, engagement, and a high-performance culture among employees.",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"5) HR promotes employee development: To foster a high-performance culture, HR champions employee development through personalized growth plans and continuous learning opportunities. These development plans, created with employees, set clear, measurable objectives and are supported by regular performance reviews. HR also provides various training options to enhance skills, showing a commitment to employee growth. Investing in development builds a skilled workforce while attracting and retaining top talent, reducing turnover and boosting team stability and performance.",spans:[{start:d,end:bs,type:c}],direction:b},{type:a,text:"6) HR solves conflicts: HR resolves conflicts and fosters a respectful work environment through active listening, mediation, and proactive policies. This approach enhances employee satisfaction, retention, and collaboration, supporting a high-performance culture.",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"HR's role has evolved into a pivotal driver of business strategy, cultivating high-performance cultures. From aligning executives with the company mission and guiding new hires to ensuring legal compliance and managing conflicts, HR is transforming the work landscape.",spans:[],direction:b}]},id:"content_text_section$9efaf052-c0d0-4c69-8b06-54e5834297b7",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"HR is the pioneer of the future of work",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:nU,id:nV,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$8c363fd0-badf-4405-ab01-9f939604e8bf",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Today's HR leaders are not just administrators but pioneers, steering towards an innovative and insight-centric horizon. They're adopting a skills-focused lens that fosters commitment and boosts retention. The expectation is to navigate the present while preemptively gearing up for the future's skill requirements – an actual test of an organization's agility and foresight.",spans:[{start:ho,end:dU,type:G},{start:hv,end:dK,type:c},{start:dz,end:hp,type:G}],direction:b},{type:a,text:"Looking ahead, the role of AI-powered talent management platforms like 365Talents will be instrumental in shaping this new landscape. These platforms are the allies of HR professionals, equipping them with the tools to orchestrate a skills-forward playbook that is both strategic and tailored – a blueprint for cultivating a workforce that thrives on skill diversity.",spans:[{start:aq,end:eU,type:c},{start:qb,end:nI,type:G},{start:vV,end:mJ,type:c},{start:mH,end:rN,type:G}],direction:b},{type:a,text:"To truly make a mark, HR practitioners must embrace these emerging skills and technologies. It's about championing a culture of continuous learning and agile adaptation. 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For a deeper dive into these strategies, McKinsey & Company's \"The new Possible: How HR can help build the Organization of the future\" offers a treasure trove of knowledge.",spans:[{start:ap,end:bj,type:c},{start:cW,end:hN,type:c},{start:f$,end:mG,type:G},{start:kb,end:qb,type:c},{start:iy,end:jQ,type:G},{start:BW,end:BX,type:c},{start:sE,end:vn,type:k,data:{link_type:v,url:BV,target:R}}],direction:b},{type:a,text:"Moreover, HR departments are expanding their skill sets to include proficiency in data analysis, employee engagement techniques, and strategic workforce planning. These new skills in human resources are becoming indispensable as companies navigate the complexities of employee retention and talent acquisition in today's fast-paced business environment. 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It allows for evaluating employees' performance, setting new objectives, and implementing skills development actions.",spans:[{start:cy,end:aZ,type:c},{start:ho,end:hO,type:c}],direction:b},{type:a,text:"But how do you effectively conduct this review? What are the points to address to ensure a fair and productive evaluation? Here are some tips to help you prepare and carry out this exercise in the best possible conditions.",spans:[{start:bO,end:bz,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"The importance of the annual performance review to measure professional skills",spans:[],direction:b},{type:a,text:"The annual performance review is a critical moment in talent management within an organization. It is a mandatory step to review an employee's performance and a valuable opportunity to measure and develop professional skills. This regular evaluation allows you to assess the alignment between employees' skills and the company's needs and define action plans for the future, ensuring a better alignment of talents with the company's strategy.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"The role of human resources in the annual review process",spans:[],direction:b},{type:a,text:"The human resources department is key in the yearly performance review process. Indeed, it is responsible for setting up and monitoring this process, ensuring it is conducted fairly and equitably for all employees.",spans:[{start:eb,end:ac,type:c}],direction:b},{type:a,text:"Human resources' first task is to define the review framework. In this sense, they can set up an evaluation grid to reference all managers. This ensures consistency in evaluations and guarantees that all employees are assessed based on the same criteria.",spans:[{start:bj,end:cJ,type:c},{start:gB,end:eS,type:c},{start:iq,end:gs,type:c}],direction:b},{type:a,text:"Human resources also provide advice and support to managers. They can help them prepare for the interview, set objectives for the coming year, or identify skills development actions to be implemented.",spans:[{start:V,end:cr,type:c},{start:dA,end:dw,type:c},{start:ip,end:kw,type:c}],direction:b},{type:a,text:"Finally, human resources are responsible for monitoring the process. They must ensure that the reviews are appropriately conducted, the defined objectives are achieved, and skills development actions are implemented.",spans:[{start:aD,end:aM,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Prepare the review",spans:[],direction:b}],image:{dimensions:{width:vl,height:vm},alt:"annual HR review",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1554200876-980213841c94?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwyfHxpbnRlcnZpZXd8ZW58MHx8fHwxNzI2MDQ1MjcyfDA&ixlib=rb-4.0.3&q=85",id:"QziaoZM0M44",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Preparing the annual performance review is crucial to ensure it is relevant and productive. Good preparation involves several essential steps:",spans:[],direction:b},{type:o,text:"Analysis of the company's goals and expectations",spans:[],direction:b},{type:a,text:"Before the interview, it is essential to understand the company's overall objectives and how these translate to the individual level. This step ensures that expectations for each employee are clear and aligned with the company's overall strategy. This includes an in-depth analysis of the assigned tasks, the expected results, and the skills required to achieve these objectives.",spans:[],direction:b},{type:o,text:"Identification of KPIs",spans:[],direction:b},{type:a,text:"Key performance indicators (KPIs) are central in assessing professional skills. Identifying the right KPIs for each position provides an objective foundation for evaluating performance. These KPIs should be specific, measurable, achievable, relevant, and time-bound (SMART) for accurate and fair assessment.",spans:[],direction:b},{type:o,text:"Data collection and feedback",spans:[],direction:b},{type:a,text:"Data collection before the interview is essential to obtaining a comprehensive and objective view of the employee's performance. This data can come from various sources: performance reports, colleague feedback, self-assessments, etc. This step also allows for the collection of concrete examples to be discussed during the interview, making it more tangible and constructive.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Preparing for the interview: the manager's key role",spans:[],direction:b},{type:a,text:"Whether for the manager or the employee, the annual evaluation interview is a crucial step. The manager must prepare for this interview carefully, considering the company's objectives and the employee's aspirations and skills.",spans:[],direction:b},{type:a,text:"To do this, the manager analyzes the employee's performance over the past year. The manager can also prepare questions to understand better the employee's expectations, strengths, areas for improvement, and aspirations for the coming year.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Conducting the interview",spans:[],direction:b},{type:a,text:"Once the interview is prepared, its execution must be well-managed to maximize its effectiveness. It should be an exchange that is well-structured while allowing for open dialogue.",spans:[],direction:b},{type:o,text:"Fostering an open and constructive dialogue",spans:[],direction:b},{type:a,text:"The interview should be an opportunity for exchange where the employee feels heard and respected. 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He must also be able to manage his own emotions to ensure the serenity of the interview.",spans:[{start:aS,end:cb,type:c},{start:eA,end:eW,type:c}],direction:b}]},id:"content_text_section$7012780a-dbf4-47bc-bd67-7d9ce19a3b13",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"The importance of self-evaluation in the annual evaluation process",spans:[],direction:b}],image:{dimensions:{width:5760,height:3840},alt:"self-evaluation interview",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1518644730709-0835105d9daa?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHw5fHx0aGlua2luZ3xlbnwwfHx8fDE3MjYwNDY0NzR8MA&ixlib=rb-4.0.3&q=85",id:"xj8qrWvuOEs",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Self-evaluation is an often underestimated step in the annual evaluation interview. However, it plays a crucial role in enhancing employees' awareness of their own skills and areas for improvement.",spans:[{start:cb,end:en,type:c},{start:jc,end:nK,type:c}],direction:b},{type:a,text:"In practical terms, it involves the employee analyzing their own performance over the past year.",spans:[{start:a_,end:bj,type:c}],direction:b},{type:j,text:"What were their achievements?",spans:[],direction:b},{type:j,text:"Did they meet the objectives that were set for them?",spans:[],direction:b},{type:j,text:"What are their strengths and weaknesses?",spans:[],direction:b},{type:a,text:"These questions help them prepare for the interview and make it more interactive and productive.",spans:[],direction:b},{type:a,text:"The manager, on the other hand, must take this self-evaluation into account when preparing for the interview. This gives him a more complete and objective view of the employee's performance, not just based on his perception.",spans:[{start:eb,end:aE,type:c}],direction:b},{type:a,text:"Self-evaluation also allows the employee to be more involved in the evaluation and professional development processes. Indeed, by asking them to reflect on their skills and objectives, they are engaged in a proactive approach to skill development.",spans:[{start:q,end:au,type:c},{start:cR,end:gR,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Evaluating and analyzing the results",spans:[],direction:b},{type:a,text:"After the interview, conducting an in-depth analysis of the results obtained is necessary, considering the discussions and evaluations carried out.",spans:[],direction:b},{type:o,text:"Performance evaluation against set objectives",spans:[],direction:b},{type:a,text:"It is essential to compare the employee's performance to the objectives set during the previous interview. This evaluation allows for measuring the progress achieved and determining how much the employee's skills have evolved. It should be based on the KPIs identified during the preparation.",spans:[],direction:b},{type:o,text:"Identifying strengths, weaknesses, and development opportunities",spans:[],direction:b},{type:a,text:"A comprehensive evaluation should also identify the employee's strengths, weaknesses, and development opportunities. This identification is crucial for developing a personalized development plan to help employees reach their full potential while meeting the company's needs.",spans:[],direction:b},{type:o,text:"Developing personalized action plans based on skills",spans:[],direction:b},{type:a,text:"Based on the evaluations, individualized action plans should be developed. These plans should include specific objectives for skill development and actions to be taken to achieve them. They may include training, coaching, or specific projects to strengthen the skills identified as priorities.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Ensuring post-interview follow-up",spans:[],direction:b},{type:a,text:"The annual evaluation interview should not be an isolated event but the starting point of continuous skill development.",spans:[],direction:b},{type:o,text:"Regular monitoring of the set objectives",spans:[],direction:b},{type:a,text:"Regular monitoring is essential to ensure that the objectives set during the interview are achieved. This involves periodic reviews to assess progress, adjust action plans if necessary, and provide ongoing support to the employee.",spans:[],direction:b},{type:o,text:"Measuring the impact of corrective actions",spans:[],direction:b},{type:a,text:"Finally, it is important to measure the impact of corrective actions taken. This ensures that efforts bear fruit and that the employee's skills constantly improve. Such an approach not only ensures the professional growth of the employee but also contributes to the overall performance of the company.",spans:[],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Conclusion: an evaluation interview for professional development",spans:[],direction:b}],image:{dimensions:{width:1215,height:723},alt:"annual employee interview",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F6581536a531ac2845a26c193_365Talents_article_IA_banner.jpg?auto=format,compress",id:"ZYFTalMawoRaJsGT",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The annual evaluation interview is a special time to review the past year and set goals for the coming year. 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In 2024, the challenges are numerous: recruitment, training, payroll management, and specific projects. Let's discover step by step how to create an accurate and realistic provisional HR budget.",spans:[{start:bg,end:fK,type:c},{start:dB,end:fZ,type:c},{start:dr,end:jK,type:c},{start:mE,end:jt,type:c},{start:hf,end:dj,type:c},{start:kz,end:rZ,type:c},{start:sk,end:mp,type:c},{start:BW,end:st,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Understanding the challenges of HR budget management",spans:[],direction:b}],image:{dimensions:{width:2992,height:ke},alt:"white planner with pen on top",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1506784242126-2a0b0b89c56a?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHw3fHxidWRnZXR8ZW58MHx8fHwxNzI1ODkzMDMyfDA&ixlib=rb-4.0.3&q=85",id:"mO3s5xdo68Y",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:km,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"HR budget management is not limited to listing human resources-related expenses and revenues. It is a strategic project that must align the company's objectives with its financial resources. In other words, a well-prepared HR budget helps support the company's growth while controlling costs.",spans:[{start:d,end:ab,type:c},{start:cr,end:cq,type:c},{start:cD,end:ec,type:c},{start:dH,end:eX,type:c},{start:eS,end:gf,type:c},{start:eC,end:kc,type:c},{start:gK,end:ky,type:c},{start:le,end:ng,type:c},{start:oe,end:nJ,type:c},{start:286,end:ly,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"The objectives of an HR budget",spans:[],direction:b},{type:a,text:"The main objective of an HR budget is to predict the costs associated with human resources for a given period, usually a year. This includes the payroll, recruitment, training, and other related expenses. A well-prepared budget helps to:",spans:[{start:aD,end:aR,type:c},{start:aC,end:bg,type:c},{start:cD,end:ct,type:c},{start:cF,end:gY,type:c},{start:iv,end:j$,type:c},{start:nN,end:kx,type:c},{start:hn,end:jc,type:c},{start:iY,end:jz,type:c},{start:lt,end:qc,type:c}],direction:b},{type:j,text:"Control costs and avoid budget overruns.",spans:[{start:d,end:aJ,type:c}],direction:b},{type:j,text:"Allocate resources optimally.",spans:[{start:aD,end:aR,type:c}],direction:b},{type:j,text:"Evaluate the effectiveness of the HR policies in place.",spans:[{start:bg,end:ai,type:c}],direction:b},{type:j,text:"Plan for future human resources needs.\n",spans:[{start:$,end:at,type:c}],direction:b},{type:o,text:"Expense items to consider",spans:[],direction:b},{type:a,text:"To develop a comprehensive HR budget, it is necessary to consider several expense items:",spans:[{start:aq,end:a_,type:c},{start:ea,end:cG,type:c}],direction:b},{type:j,text:"Payroll: It includes salaries, bonuses, benefits, and payroll taxes.",spans:[{start:d,end:bf,type:c},{start:V,end:aQ,type:c},{start:at,end:bl,type:c},{start:bO,end:bR,type:c},{start:bk,end:dx,type:c}],direction:b},{type:j,text:"Recruitment costs: They include job advertisements, recruitment agency fees, and training costs for new employees.",spans:[{start:d,end:aR,type:c},{start:aF,end:cq,type:c},{start:eY,end:cF,type:c},{start:ho,end:dB,type:c}],direction:b},{type:j,text:"Training expenses: In addition to the training costs, you should anticipate travel expenses, accommodation, and any potential allowances.",spans:[{start:d,end:aR,type:c},{start:bl,end:eY,type:c},{start:hF,end:dU,type:c},{start:fX,end:gx,type:c}],direction:b},{type:j,text:"Indirect costs: They encompass expenses related to welcoming new hires, office supplies, and HR management tools.\n",spans:[{start:d,end:au,type:c},{start:at,end:ba,type:c},{start:cH,end:hM,type:c},{start:cP,end:eS,type:c}],direction:b},{type:n,text:"Key steps for developing an HR budget",spans:[],direction:b},{type:a,text:"Preparing an HR budget requires following several methodical steps. 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These objectives may include:",spans:[{start:cF,end:cG,type:c},{start:el,end:dz,type:c}],direction:b},{type:j,text:"Recruiting new talent to support the growth of the company.",spans:[{start:d,end:V,type:c},{start:bs,end:ct,type:c}],direction:b},{type:j,text:"Continuous training to develop the skills of your employees.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Optimizing payroll to better control costs.",spans:[{start:d,end:aR,type:c},{start:bs,end:cY,type:c}],direction:b}]},id:na,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Tips for adjusting and optimizing your HR budget",spans:[],direction:b}],image:{dimensions:{width:Be,height:Bf},alt:"person using MacBook Pro",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1542744173-05336fcc7ad4?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwyfHxidWRnZXR8ZW58MHx8fHwxNzI1ODkzMDMyfDA&ixlib=rb-4.0.3&q=85",id:Bg,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Once your HR budget is established, it is essential to review it regularly to adjust and optimize it according to the company’s developments and projects.",spans:[{start:aW,end:ac,type:c},{start:fz,end:dz,type:c},{start:iv,end:ef,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Track and analyze expenses",spans:[],direction:b},{type:a,text:"To adjust your budget, start by continuously tracking and analyzing your expenses. Use budget management tools to:",spans:[{start:cy,end:V,type:c},{start:cL,end:ho,type:c},{start:hM,end:gd,type:c}],direction:b},{type:j,text:"Track the evolution of your costs in real-time.",spans:[{start:d,end:il,type:c},{start:aG,end:bz,type:c}],direction:b},{type:j,text:"Compare actual expenses to budget forecasts.",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"Identify discrepancies and analyze their causes.",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"This approach allows for the rapid detection of budget overruns and implementing corrective measures.",spans:[{start:bR,end:ec,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Optimize costs",spans:[],direction:b},{type:a,text:"To optimize your HR budget, several levers can be activated:",spans:[{start:U,end:an,type:c}],direction:b},{type:j,text:"Automate HR processes: use digital tools to automate administrative tasks and reduce indirect costs.",spans:[{start:d,end:V,type:c},{start:fv,end:fw,type:c}],direction:b},{type:j,text:"Negotiate with service providers: negotiate rates with your service providers (e.g., recruitment agencies, training organizations).",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"Pool resources: share resources between different projects to optimize their use.",spans:[{start:d,end:bq,type:c},{start:ar,end:at,type:c},{start:cq,end:ct,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Review the budget",spans:[],direction:b},{type:a,text:"Finally, it is essential to regularly review your HR budget to adjust it according to the company’s developments and projects. This review should be conducted:",spans:[{start:cq,end:dw,type:c},{start:gY,end:eS,type:c},{start:eJ,end:fL,type:c}],direction:b},{type:j,text:"Annually, during the preparation of the annual budget.",spans:[{start:d,end:bf,type:c}],direction:b},{type:j,text:"Quarterly, to adjust forecasts during the year.",spans:[{start:d,end:aD,type:c}],direction:b},{type:j,text:"Occasionally, in case of a significant change (merger, acquisition, launch of a new project).",spans:[{start:d,end:aY,type:c},{start:aq,end:ai,type:c},{start:fY,end:dU,type:c}],direction:b},{type:a,text:"This review ensures the relevance and reliability of your HR budget.",spans:[{start:ct,end:dx,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Essential tools for successful HR budget management",spans:[],direction:b},{type:a,text:"To successfully develop and monitor your HR budget, several tools can help you gain precision and efficiency.",spans:[{start:$,end:ap,type:c},{start:bQ,end:cq,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"HR management software",spans:[],direction:b},{type:a,text:"HR management software is a valuable ally for developing and monitoring your HR budget. They allow for data centralization, task automation, and increased accuracy. Among the useful features, you will find:",spans:[{start:bz,end:cj,type:c},{start:eR,end:ks,type:c}],direction:b},{type:j,text:"Payroll management: to automatically calculate salaries, bonuses, and social contributions.",spans:[{start:d,end:aR,type:c},{start:cr,end:cb,type:c},{start:cW,end:gr,type:c},{start:fK,end:gY,type:c}],direction:b},{type:j,text:"Recruitment management: to track recruitment costs and optimize selection processes.",spans:[{start:d,end:ar,type:c},{start:aU,end:cq,type:c}],direction:b},{type:j,text:"Training management: to plan and monitor training expenses.",spans:[{start:d,end:ac,type:c},{start:bQ,end:ct,type:c}],direction:b},{type:a,text:"These software solutions help optimize budget management and improve the company's financial situation. They are essential to ensuring the accuracy and relevance of your HR budget.",spans:[{start:ba,end:cj,type:c},{start:cL,end:fZ,type:c},{start:gK,end:iw,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Performance indicators",spans:[],direction:b},{type:a,text:"Defining performance indicators is also important to monitor and optimize your HR budget. These indicators measure the effectiveness of HR policies and adjust the budget accordingly. Among the most common indicators are:",spans:[{start:V,end:aM,type:c},{start:cW,end:cG,type:c},{start:gx,end:kl,type:c},{start:nT,end:eD,type:c}],direction:b},{type:j,text:"The turnover rate: to evaluate the stability of your team.",spans:[{start:d,end:U,type:c},{start:eb,end:U,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fadvisor\u002Fbusiness\u002Femployee-turnover-rate\u002F",target:R}}],direction:b},{type:j,text:"The cost per recruitment: to measure the efficiency of your recruitment processes.",spans:[{start:d,end:aM,type:c},{start:eB,end:ho,type:c}],direction:b},{type:j,text:"The training rate: to track the skill progression of your employees.",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"These indicators enable the adjustment of your budget and optimize your budget management.",spans:[{start:cr,end:cD,type:c},{start:cH,end:eQ,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Why invest in a talent and skills management software?",spans:[],direction:b},{type:a,text:"Turnover is a significant factor to consider when preparing your HR budget. A stable and engaged team is loyal to your company. So, forget about replacement and recruitment costs, because they will stay with you! But you still need to know how to retain your employees... Although we provide some tips in this article, we are convinced that everything revolves around a personalized employee experience for each individual. And for that, you need to rely on internal skills and their development. If 94% of employees would stay longer in their company if it invested in their career (source: LinkedIn Learning), it's safe to say that their development is key to their fulfillment.",spans:[{start:jQ,end:n$,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{start:vI,end:B_,type:c},{start:504,end:582,type:c},{start:592,end:609,type:k,data:{link_type:v,url:"https:\u002F\u002Flearning.linkedin.com\u002Fresources\u002Fcareer-development\u002Fdevelop-employees",target:mR}}],direction:b},{type:a,text:"A talent and skills management software allows your employees to be the main actors of their careers by helping them understand the skill gaps they need to bridge to achieve their professional development goals. Employees gain valuable insights into their skills and position relative to their role's requirements.",spans:[],direction:b}]},id:kt,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:421,height:449},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fe9ae0fcf-ec98-4ca3-bc3a-e0e731ca81a3_Gemme_2.png?auto=format,compress",id:"ZAcTKxAAABWUUOao",edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:"Why 365Talents?",spans:[],direction:b}],text:[{type:a,text:"365Talents allows your employees to take charge of their professional development by increasing the visibility of the career opportunities available within your company. Your employees can declare their skills, experiences, and ambitions in over 100 languages. You offer clearer visibility to your employees on their professional development and the available career paths.",spans:[],direction:b}],btntxt:[{type:a,text:iZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Conclusion: Establishing an HR budget",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F0d35955d-0646-47b7-8257-ab5689433f28_IMG_Articles_GEMS_stroke-potential-solid_green-gradient_2.png?auto=format,compress",id:vZ,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:lK,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Preparing an HR budget is a complex but essential exercise for any company wishing to optimize its human resources and ensure its financial situation. Using HR management software, budget management tools, and the rigorous monitoring of performance indicators will allow you to control and adjust your HR budget according to the company's developments.",spans:[],direction:b},{type:a,text:"By following these tips, you can develop a forecast HR budget that meets your company's ambitions. Rigorous and anticipatory human resource management is key to ensuring a healthy financial situation and a prosperous future. Take control of your HR budget today and prepare to face tomorrow's challenges!",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:lM,spans:[],direction:b},{type:o,text:"What are the consequences of a poorly prepared HR budget?",spans:[],direction:b},{type:a,text:"A poorly prepared HR budget can lead to:",spans:[],direction:b},{type:j,text:"Budget overruns.",spans:[],direction:b},{type:j,text:"Inefficient allocation of resources.",spans:[],direction:b},{type:j,text:"An inability to attract or retain talent.",spans:[],direction:b},{type:j,text:"A decrease in the overall performance of the company.",spans:[],direction:b},{type:o,text:"How often should the HR budget be reviewed?",spans:[],direction:b},{type:a,text:"The HR budget should be reviewed:",spans:[],direction:b},{type:j,text:"Annually, when preparing the annual budget.",spans:[],direction:b},{type:j,text:"Quarterly, to adjust projections during the year.",spans:[],direction:b},{type:j,text:"Occasionally, in case of major changes (merger, acquisition, new project).",spans:[],direction:b}]},id:lL,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:jW,spans:[]}],suggested_grp:[{article:{id:kH,type:l,tags:[],lang:f,slug:kI,first_publication_date:kJ,last_publication_date:kK,uid:kL,link_type:h,isBroken:g}},{article:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}},{article:{id:v_,type:l,tags:[],lang:f,slug:of,first_publication_date:og,last_publication_date:og,uid:of,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:gk,spans:[],direction:b}],btntxt:[{type:a,text:ku,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"How to prepare your HR budget easily?",spans:[],direction:b}],thumb_description:[{type:a,text:BY,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:vR,uid:oa,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZqDLSBEAACEAedid%22%29+%5D%5D",tags:[],first_publication_date:ob,last_publication_date:ob,slugs:[oa],linked_documents:[],lang:f,alternate_languages:[{id:"ZnrXVxIAACIAOz6z",type:l,lang:T,uid:"comment-ia-et-ia-generative-transforment-les-rh"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:B$,sitename:D,description:"We detail the differences and benefits of AI and Generative AI, and how to leverage both to simplify their HR management and strategy while maintaining necessary security.",img:{dimensions:{width:K,height:J},alt:sH,copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}}},id:Bw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:B$,spans:[],direction:b}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}},{tag:{id:cl,type:t,tags:[],lang:f,slug:aj,first_publication_date:cm,last_publication_date:cn,uid:aj,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:sH,copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2024-07-24",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:M,version:i,items:[],primary:{content:[{type:a,text:"AI and Generative AI are like Star-Lord and Rocket Raccoon in Guardians of the Galaxy: they complement each other and become super-powerful together. Traditional AI is the \"main character,\" like Star-Lord, serving as the foundation with immense intelligent capabilities. Generative AI, like Rocket, enhances these capabilities. Just as Star-Lord is formidable on his own but even stronger with Rocket, combining the two forms a Super AI. This advanced tool can enhance creativity, accuracy, decision-making, data analysis, personalization, and much more.",spans:[{start:aZ,end:ba,type:G},{start:bj,end:ct,type:G}],direction:b},{type:a,text:"For HR, this can mean recruitment processes, talent and skills management, training, and more. In short, there are so many use cases HR is increasingly trying to understand and sometimes struggles to keep up. ",spans:[{start:ar,end:bP,type:c},{start:ai,end:eY,type:c},{start:cj,end:cL,type:c},{start:cF,end:cR,type:c},{start:gz,end:fy,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ey.com\u002Ffr_fr\u002Fworkforce\u002Fquelle-utilisation-de-l-ia-dans-le-domaine-des-rh",target:R}}],direction:b},{type:a,text:"\nSo, how are AI and Generative AI transforming HR? How can HR use them and maximize their results together?",spans:[],direction:b},{type:a,text:"\nToday, 365Talents highlights the differences and benefits of AI and Generative AI, explaining how to leverage both to simplify Human Resource Management and strategy while maintaining essential security.",spans:[{start:bf,end:en,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is AI and Generative AI in HR?",spans:[],direction:b},{type:o,text:"Definition of AI and Generative AI for HR",spans:[],direction:b},{type:a,text:"(Traditional) AI for HR",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:"Artificial Intelligence (AI) is a dynamic and revolutionary technology that enables machines to simulate human capabilities such as understanding, reasoning, learning, and decision-making. Thanks to advanced algorithms and the analysis of vast quantities of data, AI can automate complex tasks, offer customized solutions, and transform various sectors by improving efficiency and innovation.",spans:[{start:fy,end:iB,type:c}],direction:b},{type:a,text:"Today, every major company, from Google and Microsoft to IBM, is exploring artificial intelligence. Its fields of application are diverse, and it can be easily integrated into HR.",spans:[],direction:b},{type:a,text:"Until 2017, AI was not really present in the HR field in France. That changed at the VivaTech trade show that year, where several startups began leveraging AI to optimize HR processes. 365Talents was one of them!",spans:[{start:em,end:ka,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.actuia.com\u002Facteur\u002Floic-michel\u002F",target:R}}],direction:b},{type:a,text:"An ever-increasing proportion of repetitive tasks could be taken over by \"robots\" capable of interacting independently. This applies to recruitment, for example, where interviewing and finding the right candidate can be exhausting for the recruiter.",spans:[],direction:b},{type:a,text:"But that's not all! Today, AI in Human Resources includes the entire employee experience: from recruitment to offboarding, training, skills development, and mobility; HR can use AI to optimize and improve its entire strategy.",spans:[{start:hn,end:lu,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Generative AI for HR",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Generative AI is a subset of artificial intelligence techniques that generate new content, such as images, text, audio, and even video, based on input data or models learned from training data.",spans:[],direction:b},{type:a,text:"For HR, generative AI encompasses the application of generative artificial intelligence techniques in human resources management. Generative AI can be used in a number of ways in HR, including personalized learning and training, skills assessment and development, talent acquisition and recruitment, employee engagement and feedback...",spans:[{start:ar,end:aU,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Differences between AI and generative AI",spans:[],direction:b},{type:a,text:"Traditional artificial intelligence (AI) focuses on analyzing data and performing specific tasks, such as evaluating performance or filtering CVs. Generative AI, on the other hand, goes further, creating new and original content from existing data, making it ideal for generating job descriptions or training programs.",spans:[],direction:b},{type:a,text:"Why is this distinction important?",spans:[{start:d,end:bg,type:c}],direction:b},{type:a,text:"The distinction between these two types of AI directly influences the approaches and tools used to optimize recruitment, training, and talent management processes. Generative AI, in particular, offers increased possibilities for personalization and creative automation, enabling traditional HR practices to be significantly transformed.",spans:[],direction:b}],image:{dimensions:{width:mQ,height:u$},alt:va,copyright:e,url:vb,id:vc,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:By,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Benefits of combining AI and generative AI",spans:[],direction:b},{type:a,text:Ca,spans:[],direction:b},{type:a,text:"Creativity",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Generative AI makes it possible to produce innovative content, such as personalized career or training recommendations, tailored to the market's current needs.",spans:[],direction:b},{type:a,text:"Quality and accuracy",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Thanks to a vast database and learning algorithms, generative AI can improve the accuracy of job descriptions by aligning them with the skills required.",spans:[],direction:b},{type:a,text:"Productivity and efficiency",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"Automating repetitive tasks, such as writing job descriptions or analyzing skills, enables HR to focus on strategic initiatives.",spans:[],direction:b},{type:a,text:"Personalization",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"Generative AI can create personalized content for users, enhancing their experience.",spans:[],direction:b},{type:a,text:"Data analysis",spans:[{start:d,end:aJ,type:c}],direction:b},{type:a,text:"AI can analyze large amounts of data to extract relevant information, enabling generative AI to provide detailed reports and highlight key insights. This helps define action plans and make informed decisions, including data-driven predictive analytics.",spans:[],direction:b},{type:a,text:uo,spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"The combination of generative AI and traditional AI enables internal and external analysis to identify the skills essential to each role, track market trends in skills and talent management, and maintain a competitive edge.",spans:[],direction:b},{type:a,text:"In short, the two combined form a powerful intergalactic intelligence that not even Thanos could defeat!",spans:[],direction:b}]},id:BE,slice_type:p,slice_label:e},{variation:av,version:i,items:[],primary:{img:{dimensions:{width:Cb,height:Cc},alt:Cd,copyright:e,url:Ce,id:Cf,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:"More details in our practical guide!",spans:[],direction:b}],text:[{type:a,text:"Throughout the pages, discover the fundamental differences between traditional and generative AI, understand the benefits of combining them, and explore practical application examples. You'll be able to significantly improve HR processes.",spans:[],direction:b}],btntxt:[{type:a,text:sI,spans:[],direction:b}],btnlnk:{id:"ZmsZ6xIAAB8AJAZn",type:co,tags:[],lang:f,slug:"guide",first_publication_date:"2024-06-13T16:11:11+0000",last_publication_date:"2024-06-13T16:17:04+0000",uid:"generative-ai-practical-guide-for-hr",link_type:h,isBroken:g}},id:"cta_section$832faf10-f111-4088-88ac-62b9c8eacb2b",slice_type:C,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Using generative AI and ChatGPT in HR",spans:[],direction:b},{type:a,text:"Generative artificial intelligence is dramatically transforming the field of human resources. By augmenting the analytical capabilities of traditional AI, generative AI introduces new creative and personalization possibilities that are revolutionizing HR practices, from dynamic job descriptions to customized training programs.",spans:[],direction:b},{type:a,text:"This technology offers efficiency gains, improves employee engagement, and optimizes talent management. By exploring the use of generative AI in HR, we discover how this innovation is redefining recruitment, training, and skills management standards while paving the way for more agile HR practices.",spans:[],direction:b},{type:L,text:"Personal development",spans:[{start:d,end:ab,type:c}],direction:b},{type:a,text:"Generative AI identifies skills gaps and generates customized training programs for each employee.",spans:[],direction:b},{type:L,text:Cg,spans:[{start:d,end:bg,type:c}],direction:b},{type:a,text:"It improves recruitment processes by precisely matching candidates' skills and job requirements.",spans:[],direction:b},{type:L,text:Ch,spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"Automation simplifies administrative processes related to skills and human resources management, making these tasks more efficient.",spans:[],direction:b},{type:L,text:"Greater personalization",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:"Thanks to Generative AI, training courses and job descriptions can be tailored to the specific needs of employees and the organization.",spans:[],direction:b},{type:L,text:"Improved automation",spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"Generative AI dramatically reduces the time spent on repetitive administrative tasks, allowing HR teams to focus on more strategic initiatives.",spans:[],direction:b},{type:L,text:Ci,spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"AI allows for the creation of dynamic, attractive job descriptions that evolve in line with market trends, making offers more appealing to candidates.",spans:[],direction:b},{type:L,text:qd,spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"Generative content enables the development of engaging and interactive training materials, increasing employee engagement.",spans:[],direction:b},{type:L,text:Cj,spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"It anticipates future skills needs and helps to adapt professional development strategies accordingly, ensuring adequate preparation for future challenges. We've prepared a little checklist in our dedicated toolbox!",spans:[],direction:b}]},id:"content_text_section$12747092-8c92-4820-ac0a-62129eb595ab",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"To find out more, download MentorAI from 365Talents: Your Practical Guide to Generative AI for HR Success.",spans:[],direction:b},{type:a,text:"Discover a wealth of resources, including exclusive interviews with our AI experts. You'll learn more about the differences and combinations between AI and Generative AI, as well as our AI and Generative AI features within our platform.",spans:[],direction:b},{type:a,text:"On the menu:",spans:[{start:d,end:aY,type:c}],direction:b},{type:j,text:"How do we use them to match candidate profiles for recruitment?",spans:[],direction:b},{type:j,text:"How can HR managers monitor emerging skills and trends?",spans:[],direction:b},{type:j,text:"How can companies define action plans to address talent challenges?",spans:[],direction:b},{type:j,text:"The importance of data protection and security in AI and our platform",spans:[],direction:b}],image:{dimensions:{width:Ck,height:Cl},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZmsegpm069VX1ukp_section4.jpg?auto=format,compress",id:"Zmsegpm069VX1ukp",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:BF,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Watch out for safety!",spans:[{start:d,end:V,type:G},{start:d,end:V,type:c}],direction:b},{type:a,text:"It's crucial to never compromise the confidentiality of employee data. Ensure that sensitive information remains protected and that ChatGPT or other Generative AI respects your organization's privacy policies.",spans:[],direction:b}]},id:BG,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"The limits of Generative AI",spans:[],direction:b},{type:a,text:"Data security is a significant concern when using AI technologies in human resources. Ensuring that all interactions with ChatGPT respect the confidentiality and integrity of employee information is essential.",spans:[],direction:b},{type:a,text:"What 365Talents has to say",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"Matthieu Borrel, Information Systems Security Manager at 365Talents, points out:",spans:[],direction:b}]},id:BH,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"When implementing AI solutions like ChatGPT in HR processes, it's crucial to ensure the confidentiality of the data used, susceptible employee information: legal and contractual framework, appropriate configuration of confidentiality settings, securing data exchanges, controlling access to tools and data, and raising user awareness.",spans:[],direction:b}],name:[{type:a,text:"Matthieu Borrel",spans:[],direction:b}],job:[{type:a,text:"Information Systems Security Manager at 365Talents",spans:[],direction:b}]},id:"quote_section$dcf3f9f7-639f-4a72-ba26-c36e2344a190",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Unfortunately, Generative AI isn't enough to drive your employee experience from A to Z. But combining traditional AI with generative AI, you'll achieve accurate analysis and enriched content creation. \nAI analyzes existing data to identify needs and trends, while generative AI uses this information to generate customized, creative solutions. ",spans:[],direction:b},{type:a,text:"To better understand how the two technologies complement each other, here are three limitations of generative AI that AI can mitigate :",spans:[{start:dI,end:dB,type:c}],direction:b},{type:a,text:"First, generative AIs like ChatGPT rely on information found on the Internet, which is only sometimes verified, up-to-date, or specific to your company's data. This can result in recommendations or information that are only partially accurate or relevant to particular situations.",spans:[],direction:b},{type:a,text:"Secondly, using generative AI for HR functions involves processing sensitive data. Mismanagement of this information could threaten employee confidentiality. Furthermore, the use of open generative AI raises concerns about the security of personal data, increasing the risk of confidentiality breaches.",spans:[],direction:b},{type:a,text:"Thirdly, although generative AI can be tailored to answer specific questions, it cannot be fully customized to conform to internal policies or a company's very specific needs without further development.",spans:[],direction:b},{type:a,text:"Traditional proprietary AIs like 365Talents offer solutions that overcome these limitations. At 365Talents, we provide a secure, specialized platform for HR needs.",spans:[],direction:b},{type:a,text:"At 365Talents, all data is stored and processed according to rigorous security standards and strict confidentiality protocols, ensuring that employee information remains secure and private. We are frequently audited by our customers and regulatory bodies to ensure compliance with security and privacy best practices. Our commitment to data security is reinforced by :",spans:[],direction:b},{type:j,text:"Robust access control measures",spans:[{start:d,end:aZ,type:c}],direction:b},{type:j,text:"Encryption of key management procedures",spans:[{start:d,end:ba,type:c}],direction:b},{type:j,text:"A security policy that is regularly reviewed and updated.",spans:[{start:d,end:cj,type:c}],direction:b},{type:a,text:"We are committed to providing up-to-date information and recommendations that are highly relevant to the specific business context. By integrating 365Talents into your HR strategy, you benefit from advanced technology designed specifically for the challenges and opportunities of the human resources field. This technology exceeds the generic capabilities of generative AI, such as ChatGPT, and ensures efficient and secure talent management.",spans:[],direction:b},{type:a,text:"By combining the strengths of traditional and generative AI, 365Talents offers a powerful platform that meets the dynamic needs of skills-based organizations (SBOs).",spans:[],direction:b},{type:a,text:"Unlike ChatGPT, 365Talents offers customized solutions designed to integrate seamlessly with existing HR processes, respecting each organization's cultural and operational specificities.",spans:[],direction:b}]},id:"content_text_section$09f19df9-5b7c-490b-aaee-bd23a5d3ae12",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:Cm,spans:[],direction:b}],content:[{type:a,text:"The Generative AI integration at 365Talents is a suite of tools meticulously designed to improve HR productivity and analysis:",spans:[],direction:b},{type:j,text:"Job description generator",spans:[{start:d,end:aC,type:k,data:{id:v$,type:l,tags:[],lang:f,slug:oh,first_publication_date:wa,last_publication_date:wb,uid:oh,link_type:h,isBroken:g}}],direction:b},{type:j,text:Cn,spans:[{start:d,end:aJ,type:k,data:{id:sJ,type:l,tags:[],lang:f,slug:sK,first_publication_date:sL,last_publication_date:sM,uid:sN,link_type:h,isBroken:g}}],direction:b},{type:j,text:Co,spans:[{start:d,end:aJ,type:k,data:{id:sO,type:l,tags:[sP],lang:f,slug:sQ,first_publication_date:sR,last_publication_date:sS,uid:sT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Three functionalities for creating accurate job descriptions, discovering emerging skills, and aligning employee skills with corporate objectives.",spans:[],direction:b},{type:a,text:"To learn more, read our dedicated article on our features and discover how they transform your skills-based approach!",spans:[{start:ab,end:bQ,type:k,data:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}}],direction:b}]},id:"content_text_section$cd7e26bc-f44e-4678-802e-6cad0fb9ee6c",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"Integrating traditional and generative AI at 365Talents creates a system that maximizes operational efficiency while strategically advancing human resources. This enables organizations to remain competitive in an ever-changing environment. Want to find out more? Discover MentorAI. This toolbox will dive into the practical applications of generative AI through case studies and interviews, offering real-world insight into how 365Talents' technology transforms HR strategies within skill-based organizations! \nDownload it now!",spans:[{start:wc,end:Cp,type:k,data:{id:Cq,type:aH,tags:[],lang:f,slug:Cr,first_publication_date:Cs,last_publication_date:Ct,uid:Cu,link_type:h,isBroken:g}},{start:wc,end:Cp,type:c}],direction:b}],image:{dimensions:{width:ay,height:Cv},alt:Cw,copyright:e,url:Cx,id:Cy,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$198bb84b-3731-4551-b765-2efc850882da",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More resources on Generative AI",spans:[],direction:b}],suggested_grp:[{article:{id:v_,type:l,tags:[],lang:f,slug:of,first_publication_date:og,last_publication_date:og,uid:of,link_type:h,isBroken:g}},{article:{id:oi,type:l,tags:[],lang:f,slug:ni,first_publication_date:oj,last_publication_date:ok,uid:ol,link_type:h,isBroken:g}},{article:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}}],slices5:[],slices6:[],thumb_title:[{type:o,text:"How are AI and Generative AI transforming HR?",spans:[],direction:b}],thumb_description:[{type:a,text:"How are AI and Generative AI transforming HR, and how can HR use them and maximize their results together? Today, 365Talents details the differences and benefits of AI and Generative AI, as well as how to leverage both to simplify their HRM and strategy while maintaining necessary security.",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:v_,uid:of,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zp-eYhEAACEAeBsE%22%29+%5D%5D",tags:[],first_publication_date:og,last_publication_date:og,slugs:[of],linked_documents:[],lang:f,alternate_languages:[{id:"Znq7JBIAACIAOw_H",type:l,lang:T,uid:"comment-utiliser-chatgpt-dans-les-rh"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:wd,sitename:D,description:"How can HR benefit from ChatGPT? From application management to employee engagement, we'll look at examples of how ChatGPT can be used in HR.",img:{dimensions:{width:az,height:aB},alt:sH,copyright:e,url:pB,id:pC,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$80e532a1-a90c-4cea-9ab4-e885bbd0257b",slice_type:H,slice_label:e}],hero_title:[{type:F,text:wd,spans:[],direction:b}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:sH,copyright:e,url:pB,id:pC,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2024-07-23",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Just as the spaceship that snatched up Peter Quill in Guardians of the Galaxy transformed the life of the film's main character, Artificial Intelligence (AI) has revolutionized many aspects of the modern world, and human resources is no exception. ",spans:[{start:bk,end:eR,type:k,data:{link_type:v,url:"https:\u002F\u002Fen.wikipedia.org\u002Fwiki\u002FGuardians_of_the_Galaxy_(film)",target:R}}],direction:b},{type:a,text:"The use of cutting-edge technology such as ChatGPT now provides HR professionals with unprecedented opportunities to automate and improve many traditionally manual tasks. It's rather “spatial”, isn't it?",spans:[],direction:b},{type:a,text:Cz,spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is Generative AI? What does ChatGPT have to do with it?",spans:[],direction:b},{type:a,text:"A little reminder never hurt nobody: Generative AI refers to a subset of artificial intelligence techniques. These techniques focus on generating new content, such as images, text, audio, and video, based on input data or models learned from training data.",spans:[],direction:b},{type:a,text:"There are many Generative AIs, of which the best known are:",spans:[],direction:b},{type:j,text:"ChatGPT - Used to generate text in response to user requests.",spans:[{start:d,end:cC,type:k,data:{link_type:v,url:"https:\u002F\u002Ffr.wikipedia.org\u002Fwiki\u002FChatGPT",target:R}}],direction:b},{type:j,text:"Character.ai - Allows interaction with famous characters, real or fictional.",spans:[],direction:b},{type:j,text:"Google Bard - Google developed a chatbot similar to ChatGPT.",spans:[],direction:b},{type:j,text:"Poe - Allows you to ask different AIs simultaneous questions.",spans:[],direction:b},{type:j,text:"QuillBot - Paraphrasing and rephrasing tool.",spans:[],direction:b},{type:j,text:"PhotoRoom - Transforms photos into professional-quality images.",spans:[],direction:b},{type:j,text:"CivitAI - Creates unique works of art.",spans:[],direction:b},{type:j,text:"Midjourney - Generates photorealistic artworks or pictures.",spans:[],direction:b},{type:j,text:"Hugging Face - Platform for sharing AI models.",spans:[],direction:b},{type:j,text:"Perplexity AI - A conversational agent that answers questions in natural language.",spans:[],direction:b}]},id:"content_text_section$910cebcb-729d-4d25-9762-6d5ddcabcbd5",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"Quelques caractéristiques principales de ChatGPT :",spans:[],direction:b}],content:[{type:a,text:"ChatGPT is a natural language processing model developed by OpenAI. Based on the GPT-4 architecture, it uses generative artificial intelligence to generate consistent, context-sensitive text in response to users' questions or requests.",spans:[{start:d,end:cC,type:k,data:{link_type:v,url:"https:\u002F\u002Fchatgpt.com\u002F",target:R}}],direction:b},{type:a,text:"Here are some of ChatGPT's key features:",spans:[{start:d,end:bO,type:c}],direction:b},{type:a,text:"Understanding and Text Generation: ChatGPT can understand the context of the conversation and generate relevant answers. It can handle complex questions, offer detailed explanations, and provide recommendations based on the information provided.",spans:[],direction:b},{type:a,text:"Large Knowledge Base: Trained on a vast corpus of textual data, ChatGPT has knowledge covering a wide range of subjects, although its database is limited to information available up to its training date (knowledge cut-off 2023).",spans:[],direction:b},{type:a,text:"Versatility: It can be used for various applications, such as customer service, writing support, language translation, information retrieval, and content creation.\nAdaptability: ChatGPT can be integrated into various systems and platforms, enhancing user interaction and automating repetitive tasks.",spans:[],direction:b},{type:a,text:"Customization: Users can adjust parameters to align template responses with their audience's tone, style, and specific needs.",spans:[],direction:b}]},id:"content_text_section$4cf04f60-184e-4a11-b1c2-22c0dd60d1bb",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"Generative AI, like ChatGPT, can be used in various ways in HR, including personalized learning and training, skills assessment and development, talent acquisition and recruitment, employee engagement and feedback... Read on to learn more about the benefits of Generative AI for HR!",spans:[],direction:b}],image:{dimensions:{width:Ck,height:Cl},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZmsegpm069VX1ukr_section3.jpg?auto=format,compress",id:"Zmsegpm069VX1ukr",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$9e54d8f8-675f-4ae6-973b-b0789a4face4",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Use cases for ChatGPT in HR",spans:[],direction:b},{type:a,text:"ChatGPT is an innovative human resources tool that automates the drafting of job descriptions, generates interview questions, and provides support for employee management.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:Ci,spans:[],direction:b},{type:a,text:"Create dynamic, attractive job descriptions that evolve with market trends.",spans:[{start:d,end:cF,type:c}],direction:b},{type:a,text:"Innovation in recruitment means using modern tools and approaches to create dynamic job descriptions that attract talent. Based on market trends and employee feedback analysis, job descriptions can be continually updated to reflect the skills and qualities in demand. This proactive approach attracts high-quality candidates and ensures that positions remain competitive and relevant.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:Cg,spans:[],direction:b},{type:a,text:"Improve recruitment processes by accurately matching candidates' skills to job requirements.",spans:[{start:d,end:eX,type:c}],direction:b},{type:a,text:"Using advanced tools to analyze and match candidates' skills with specific job requirements dramatically improves recruitment efficiency. Based on accurate data and sophisticated algorithms, recruiters can identify the most suitable candidates for each role, reducing the time and costs associated with recruitment and ensuring a better cultural and professional fit, thus increasing retention rates.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Employee development",spans:[],direction:b},{type:a,text:"Identify skills gaps and generate customized training programs.",spans:[{start:d,end:ec,type:c}],direction:b},{type:a,text:"Personal development is crucial to employee growth and satisfaction. By identifying skills gaps, organizations can determine where employees require additional training. Using advanced assessment tools, a detailed profile of existing and missing skills can be drawn up. From this analysis, customized training programs can be generated, precisely targeting individual and organizational needs guaranteeing effective skills development in line with corporate objectives.\n",spans:[],direction:b},{type:o,text:Ch,spans:[],direction:b},{type:a,text:"Simplify processes related to skills and human resources management.",spans:[{start:d,end:dy,type:c}],direction:b},{type:a,text:"Automating human resources workflows simplifies and accelerates routine administrative tasks such as time and attendance, payroll processing, leave management, employee file management, training follow-up, and skills updating. By integrating automated solutions, HR teams can reduce human error, free up time to focus on strategic tasks and improve the overall efficiency of HR operations. This includes using software to automate the planning, monitoring, and management of employee performance.\n",spans:[],direction:b},{type:o,text:"Increased personalization",spans:[],direction:b},{type:a,text:"Tailor training and job descriptions to the specific needs of employees and the organization.",spans:[{start:d,end:cP,type:c}],direction:b},{type:a,text:"A personalized approach to human resources can better meet the unique needs of each employee and the organization. By tailoring training programs and job descriptions, companies can ensure that employees acquire the relevant skills and are placed in roles where they can excel. This customization increases employee engagement, contributing to their professional development and the achievement of company objectives.\n",spans:[],direction:b},{type:o,text:qd,spans:[],direction:b},{type:a,text:"Use generative content to develop engaging and interactive training materials.",spans:[{start:d,end:dI,type:c}],direction:b},{type:a,text:"To maintain a high level of employee engagement, it's essential to offer training materials that are not only informative but also engaging and interactive. The use of generative content, such as interactive simulations, videos, and personalized quizzes, creates immersive learning experiences. These modern methods captivate employees, increase information retention, and encourage active participation in the training process.",spans:[],direction:b}]},id:"content_text_section$a7fbe63f-58d5-419d-a60c-d1e5a26f3dca",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:Cj,spans:[],direction:b},{type:a,text:"Anticipate future skills needs and adapt professional development strategies accordingly.",spans:[{start:d,end:eQ,type:c}],direction:b},{type:a,text:"Predictive analytics play a key role in proactive talent management. By using predictive models based on historical data and current trends, organizations can anticipate the skills that will be needed, enabling them to plan and implement appropriate professional development strategies to fill future gaps. By staying ahead of skills needs, companies can maintain their competitiveness and ensure continued growth.",spans:[],direction:b}],image:{dimensions:{width:1270,height:1344},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZnq4zJbWFbowe1lf_Captured%E2%80%99e%CC%81cran2024-06-13a%CC%8010.24.39.png?auto=format,compress",id:"Znq4zJbWFbowe1lf",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$e3783b6d-0f72-4263-823f-f62fe00721ca",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How do I use ChatGPT?",spans:[],direction:b},{type:o,text:"Step 1: Understanding the tool",spans:[],direction:b},{type:a,text:"Understanding ChatGPT's different offerings is essential before you start using it. The tool often offers a free version, which may include basic functionalities with specific limits on the number of queries or task complexity. Paid versions usually offer extended access, higher query limits, faster responses, advanced features essential for complex business applications, and enhanced data security. Depending on your objective and level of use of ChatGPT, you may want to opt for the paid version.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Step 2: Customize your instructions",spans:[],direction:b},{type:a,text:"For the effective use of ChatGPT in HR processes, it's essential to have a thorough understanding of how to formulate instructions that precisely direct AI towards the desired results. Here are some tips for optimizing this interaction:",spans:[],direction:b},{type:a,text:"Customize instructions: Customized instructions are located in the settings section, and help guide ChatGPT to more targeted, contextually appropriate responses.",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:"Be specific: Detailed instructions increase your chances of getting a response that matches your expectations. For example, instead of asking \"Proposes training ideas for...\", specify \"Generates five training courses for an HR manager position.\"",spans:[{start:d,end:aY,type:c}],direction:b},{type:a,text:"Contextualize: Provide details about the specific context in which you're working. If you're preparing a training session, include the target audience, learning objectives, and the type of content required.",spans:[{start:d,end:bq,type:c}],direction:b},{type:a,text:"Adopt a direct style: Use a clear, direct tone for your instructions.",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Step 3: Write your prompts well",spans:[],direction:b},{type:a,text:"Generative artificial intelligence, such as ChatGPT, can significantly transform HR functions. Properly formulating queries or prompts is crucial to maximizing the effectiveness of this technology.",spans:[],direction:b},{type:a,text:"There are two types of prompts: open-ended questions, which give the AI a great deal of freedom to answer, and hole prompts, which provide a structured framework guiding the AI towards a specific response.",spans:[],direction:b},{type:a,text:"Open questions help explore ideas or obtain general information, while hole prompts help generate targeted content or specific documents. By understanding and applying both types of prompts, you can use generative AI to optimize your HR processes, ensuring better management and development of your people.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Example of a concrete prompt",spans:[],direction:b},{type:a,text:"\"I work as an HR manager and want to develop a continuous training program for management employees. Please suggest a training plan that includes modules on interpersonal communication, conflict resolution, and leadership. I prefer interactive formats and case studies as teaching methods. \"",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Our ChatGPT prompts for HR: examples and prompts to copy",spans:[],direction:b},{type:a,text:"Each phase of the employee journey presents unique opportunities to integrate artificial intelligence to optimize procedures and exchanges. The ChatGPT prompts implemented are designed to offer customized solutions that precisely target your company's issues and requirements.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5 Examples of good and bad HR prompts",spans:[],direction:b},{type:a,text:"Recruiting",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Good Prompt: \"Create a job description for a digital project manager that includes team management and budgeting skills.\"",spans:[],direction:b},{type:a,text:"Bad Prompt: \"Make a job description.\"",spans:[],direction:b},{type:a,text:"Onboarding",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Good Prompt: \"Creates a detailed onboarding checklist for new employees covering the first two weeks on the job.\"",spans:[],direction:b},{type:a,text:"Bad Prompt: \"Checklist for new employees.\"",spans:[],direction:b},{type:a,text:CA,spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"Good Prompt: \"Develop a 12-month training program to develop strategic leadership skills in young managers in the information technology sector.\"",spans:[],direction:b},{type:a,text:"Bad Prompt: \"Training program for managers.\"",spans:[],direction:b},{type:a,text:"Employee engagement and retention",spans:[{start:d,end:aU,type:c}],direction:b},{type:a,text:"Good Prompt: \"Proposes a list of 10 non-monetary initiatives to improve employee engagement and retention in a technology company.\"",spans:[],direction:b},{type:a,text:"Bad Prompt: \"Ideas for retaining employees.\"",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5 prompts templates ready to use!",spans:[],direction:b},{type:a,text:"To help you better understand how to personalize your interactions with ChatGPT, here are 5 copy\u002Fpaste prompts you could use:\n",spans:[],direction:b},{type:j,text:"\"Create a job description for a [job title] that requires [skill 1], [skill 2] and [skill 3].\"",spans:[],direction:b},{type:j,text:"List [number] interview questions that assess [specific skill] for a [job title].",spans:[],direction:b},{type:j,text:"\"Formulate questions for a skills review [skill 1] [skill 2] [skill 3]: focused on continuous improvement.\"",spans:[],direction:b},{type:j,text:"\"Develop a workshop on [topic] for [target group], focusing on [specific skill].\"",spans:[],direction:b},{type:j,text:"\"Propose [number] of [type of initiatives] to improve [specific objective] among employees of [type of company].",spans:[],direction:b}],image:{dimensions:{width:1360,height:756},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZnq6uZbWFbowe1my_Captured%E2%80%99e%CC%81cran2024-06-25a%CC%8014.40.11.png?auto=format,compress",id:"Znq6uZbWFbowe1my",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$7f58fc83-99e5-48cf-aff2-ab5f66d28c2d",slice_type:p,slice_label:e},{variation:av,version:i,items:[],primary:{img:{dimensions:{width:Cb,height:Cc},alt:Cd,copyright:e,url:Ce,id:Cf,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:"Download our Practical Guide to Generative AI for HR to discover all our prompts!",spans:[],direction:b}],text:[{type:a,text:"In this guide, you'll find 20 prompts specially designed to meet various needs across the employee lifecycle, split between open-ended questions and hole-in-the-wall prompts. Each is designed to maximize the efficiency of HR tasks using ChatGPT, helping you navigate efficiently from recruitment to training.",spans:[],direction:b}],btntxt:[{type:a,text:sI,spans:[],direction:b}],btnlnk:{id:"Zp5axBEAACMAdjSn",type:aH,tags:[],lang:f,slug:"download-today",first_publication_date:"2024-07-22T13:14:02+0000",last_publication_date:"2024-07-22T13:27:36+0000",uid:"workbook-gen-ai-for-hr",link_type:h,isBroken:g}},id:"cta_section$6e9694bc-147b-45ae-ac28-d4a69bbdc52d",slice_type:C,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Taking AI and Generative AI one step further",spans:[],direction:b},{type:a,text:"Unfortunately, Generative AI alone is insufficient for maximum optimization of your HR processes and talent management.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Limitations of Generative AI",spans:[],direction:b},{type:a,text:"Accuracy of information: AIs like ChatGPT rely on Internet data that is neither verified nor always up to date, potentially resulting in inaccurate or irrelevant recommendations or data.",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"Confidentiality and Data Security: Using generative AI for HR can compromise the confidentiality of employee data if sensitive information is mishandled.",spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"Limited customization: Generative AI's adaptability to answer specific questions is limited and requires further development to match internal policies or specific business needs.",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Benefits of combining AI and Generative AI",spans:[],direction:b},{type:a,text:Ca,spans:[],direction:b},{type:a,text:"Creativity: Generative AI enables the production of innovative content, such as career or training recommendations, that is personalized and tailored to the current needs of the job market.\nQuality and Accuracy: Thanks to a vast database and learning algorithms, generative AI can improve the accuracy of job descriptions by aligning them with the skills needed.",spans:[{start:d,end:aY,type:c},{start:it,end:jv,type:c}],direction:b},{type:a,text:"Productivity and Efficiency: Automating repetitive tasks, such as writing job descriptions or analyzing skills, enables HR to focus on strategic initiatives.",spans:[{start:d,end:aQ,type:c}],direction:b},{type:a,text:"Personalization: Generative AI can create personalized content for users, enhancing their experience.",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"Data Analysis: AI can analyze large amounts of data to extract relevant information, enabling generative AI to provide detailed reports and highlight key insights. This helps define action plans and make informed decisions, including data-driven predictive analytics.",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"Business Intelligence: The combination of generative AI and traditional AI enables internal and external analytics to identify critical skills for each role, track market trends in skills and talent management, and maintain a competitive edge.",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"We detail everything in our latest Generative AI Toolbox. Download it now! ",spans:[{start:ct,end:cF,type:k,data:{id:Cq,type:aH,tags:[],lang:f,slug:Cr,first_publication_date:Cs,last_publication_date:Ct,uid:Cu,link_type:h,isBroken:g}}],direction:b}],image:{dimensions:{width:ay,height:Cv},alt:Cw,copyright:e,url:Cx,id:Cy,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$ad640c7c-761d-44f6-97ef-2b74d241f663",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"What about 365Talents?",spans:[],direction:b},{type:a,text:"At 365Talents, we place the utmost importance on data security and confidentiality. All information is stored and processed by the highest security standards, with robust access control measures, essential encryption management procedures, and a regularly updated security policy.",spans:[],direction:b},{type:a,text:"We are also committed to providing up-to-date information relevant to each company's context. By integrating 365Talents into your HR strategy, you'll benefit from advanced technology specifically designed for the challenges and opportunities of the HR field, surpassing the generic capabilities of generative AIs like ChatGPT.",spans:[],direction:b},{type:a,text:"What's more, unlike ChatGPT, 365Talents offers customized solutions that integrate seamlessly with existing HR processes, respecting each organization's cultural and operational specificities.",spans:[],direction:b},{type:a,text:"By combining the strengths of traditional and generative AI, 365Talents offers a robust platform that meets the dynamic needs of skills-driven organizations.",spans:[{start:cJ,end:kv,type:k,data:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}}],direction:b}]},id:"content_text_section$780653db-db83-43c0-8023-5b8744615337",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:Cm,spans:[],direction:b}],content:[{type:a,text:"L’IA Générative en action chez 365Talents",spans:[{start:d,end:bQ,type:c}],direction:b},{type:a,text:"At 365Talents, the integration of Generative AI translates into a set of tools carefully designed to improve human resources’ efficiency and analysis. These tools include:",spans:[],direction:b},{type:j,text:"Job Description Generator",spans:[{start:d,end:aC,type:k,data:{id:v$,type:l,tags:[],lang:f,slug:oh,first_publication_date:wa,last_publication_date:wb,uid:oh,link_type:h,isBroken:g}}],direction:b},{type:j,text:Cn,spans:[{start:d,end:aJ,type:k,data:{id:sJ,type:l,tags:[],lang:f,slug:sK,first_publication_date:sL,last_publication_date:sM,uid:sN,link_type:h,isBroken:g}}],direction:b},{type:j,text:Co,spans:[{start:d,end:aJ,type:k,data:{id:sO,type:l,tags:[sP],lang:f,slug:sQ,first_publication_date:sR,last_publication_date:sS,uid:sT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"These features enable you to create accurate job descriptions, identify emerging skills, and align employee skills with corporate objectives.",spans:[],direction:b},{type:a,text:"The Job Description Generator simplifies the creation of customized job descriptions, while the Job Benchmark offers dynamic comparative job analysis to adjust requirements to stay competitive.",spans:[],direction:b},{type:a,text:"Skills Vision offers customized action plans based on industry knowledge, enabling organizations to anticipate skills gaps and thrive in a constantly changing environment.",spans:[],direction:b}]},id:"content_text_section$d60896a1-11c0-4efe-98ac-538f718ed1f6",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More resources on Generative AI...",spans:[],direction:b}],suggested_grp:[{article:{id:oi,type:l,tags:[],lang:f,slug:ni,first_publication_date:oj,last_publication_date:ok,uid:ol,link_type:h,isBroken:g}},{article:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}},{article:{id:qe,type:l,tags:[],lang:f,slug:qf,first_publication_date:qg,last_publication_date:qh,uid:qi,link_type:h,isBroken:g}}],slices5:[],slices6:[],thumb_title:[{type:o,text:wd,spans:[],direction:b}],thumb_description:[{type:a,text:Cz,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:"ZpUYuhEAACEAaIfV",uid:CB,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZpUYuhEAACEAaIfV%22%29+%5D%5D",tags:[],first_publication_date:CC,last_publication_date:CC,slugs:[CB],linked_documents:[],lang:f,alternate_languages:[{id:"ZCrQ4BAAACIAzTmS",type:l,lang:T,uid:"checklist-rh-depart-vacances"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:qj,sitename:D,description:"It's vacation time, and you're entitled to well-deserved holidays. But your departure requires a certain amount of preparation, so to help you, we've put together an HR checklist of things to do before you go.",img:{dimensions:{width:K,height:J},alt:qj,copyright:e,url:CD,id:we,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:qj,spans:[],direction:b}],category_grp:[{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:uu,type:t,tags:[],lang:f,slug:mw,first_publication_date:uv,last_publication_date:uw,uid:mw,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:qj,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F375813a9-303d-44cd-bf6f-96b35d0263f5_2439d6d1-912d-4d1d-906e-3dcfdae740bf_IMG_Articles_new-course-green-navy.png.webp?auto=compress,format",id:"ZCrRkBAAAB8AzTrv",edit:{x:d,y:d,zoom:q,background:cM}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2024-07-15",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"It's summer, and summer means vacations! And you too, dear Human Resources, are entitled to a well-deserved vacation. But your departure requires a certain amount of preparation, doesn't it?",spans:[],direction:b},{type:a,text:"It's not always easy to manage your employees' vacations, prepare and announce your own, and anticipate the return to work... How can you leave with peace of mind? Say goodbye to stress!",spans:[],direction:b},{type:a,text:"To help you, we've compiled a checklist of things to do before you leave to ensure a pleasant vacation.",spans:[],direction:b},{type:n,text:"Managing employee vacation requests",spans:[],direction:b},{type:a,text:"As an HR manager, managing employees' requests for time off is a recurring task. By encouraging them to anticipate their requests, you'll have better visibility of your company's overall organization, especially during the annual vacation period. This will be useful for everyone: managers and employees, who'll be able to organize themselves better, and you, who'll avoid last-minute vacation management!",spans:[],direction:b},{type:a,text:"But above all, you'll be able to anticipate your own vacations better, and leave with complete peace of mind!",spans:[],direction:b},{type:a,text:"Our advice: for optimum management of absences and leave, there's nothing better than a tailored HRIS solution to facilitate and optimize your payroll and leave management.\n\u003E\u003E Find all software here \u003C\u003C",spans:[{start:d,end:aW,type:G},{start:hm,end:iX,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.appvizer.fr\u002Fressources-humaines\u002Fgestion-des-conges-et-absences",target:R}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Communicating about your vacation in advance",spans:[],direction:b},{type:a,text:"Imagine yourself a week before you leave on vacation. You decide to notify all your teams and employees. And then the drama begins: you're bombarded with emails, messages, requests... Hello, stress, or the art of spoiling a long-awaited departure!\nThe solution is simple: let everyone know in advance to avoid this situation.",spans:[],direction:b},{type:a,text:"This way, if an employee has HR-related needs to share with you, he or she can anticipate and ask you for all the necessary information in advance.\nWe advise you to warn everyone via a message (if you use Slack, for example) and\u002For a dedicated email.",spans:[],direction:b},{type:a,text:"Our tip: an absence email doesn't have to be long, it just has to be well constructed and contain all the important information! Here's an example of an automatic absence e-mail:",spans:[{start:d,end:cC,type:G}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:nj,version:i,items:[{}],primary:{text:[{type:n,text:"Hello everyone, I will be away from [date of departure] to [date of return]. As I won't have access to my mailbox during this period, I'll check your message when I return. In case of emergency, you can contact: On such subject: XXXX On such other subject: XXXX Have a nice day and see you soon. 🌴",spans:[],direction:b}],source:[{type:a,text:"Signature",spans:[]}]},id:"text_banner_section$1a143b81-2c31-43e6-9fa7-ef77f22064c7",slice_type:ma,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Making key information available",spans:[],direction:b},{type:a,text:"To make sure that everything is in order before you leave and that everyone has the key HR elements at their disposal should the need arise, we invite you to set up certain checks:",spans:[],direction:b},{type:j,text:"Choose a contact with your key information: as mentioned in the automatic email example above, employees may have specific questions or needs while you're away. If this is the case, having a preferred contact will be very useful for them.",spans:[],direction:b},{type:j,text:"Give access to your data: To avoid panic if an access request on a subject arrives while you're away, there's nothing better than a checklist including all employee information! It can, for example, provide a list of all the places where you document your function's key data (linked to employees, payroll, absence management, etc.).",spans:[],direction:b},{type:a,text:"Our advice: tools such as Slite for listing your data are easy to use, access and share. You can share it with all employees, just managers or the person you selected earlier - it's up to you!",spans:[{start:d,end:aW,type:G}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Making a to-do list",spans:[],direction:b},{type:a,text:"If there's one thing that works for everyone (in general), it's the to-do list. Whether it's on paper, on a chalkboard or on a digital tool, making your to-do list before you leave on vacation is an essential step. It allows you to prioritize your tasks and keep track of those remaining before the big day.\nIf you have several projects in progress, for example, you can make a to-do list like this:",spans:[],direction:b},{type:j,text:"Project 1: High priority. \nTask 1: To be done before (...)\nTask 2: Blocked by task 1, to be done before (...)\nTask 3: Not a priority, to be done if possible",spans:[],direction:b},{type:j,text:"Project 2: Medium priority.\nTask 1: Main task to be done before\nTask 2: Secondary task\nTask 3: No priority",spans:[],direction:b},{type:j,text:"Project 3: Low priority, project not started. \nTasks: planning when you return from vacation.",spans:[],direction:b},{type:a,text:"Our advice: opting for project\u002Ftask management software will save you time and make your project, departure, or return management much simpler and clearer. Some tools, like Notion, allow you to use tags, filters, and date ranges. This allows you to keep track of your priorities and set reminders to make sure you finish what you need to before you leave!",spans:[{start:d,end:aW,type:G}],direction:b}],image:{dimensions:{width:1384,height:1218},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZpUanR5LeNNTxKGJ_Captured%E2%80%99e%CC%81cran2024-07-15a%CC%8014.48.18.png?auto=format,compress",id:"ZpUanR5LeNNTxKGJ",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"A project example on Notion",spans:[],direction:b}]},id:"content_text_section$5b785e14-3854-4715-a26a-2a9286ca7c50",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Planning and anticipating your return",spans:[],direction:b},{type:a,text:"If you want to leave with peace of mind, you'll need to organize your return too! Let's put it this way: you've just come back from vacation and can't wait to get back to work (well, that's up to you...). You've forgotten important dates and events, you don't know how or where to start, and your inbox is in total chaos.",spans:[],direction:b},{type:a,text:"We'd like to avoid that, wouldn't we? No panic, we tell you everything:",spans:[],direction:b},{type:j,text:"Step 1: sort your mailbox before you leave",spans:[],direction:b},{type:j,text:"Step 2: write down key dates so you don't forget them",spans:[],direction:b},{type:j,text:"Step 3: set aside a day for (gentle) recovery",spans:[],direction:b},{type:j,text:"Step 4: sort and process your e-mails on your return",spans:[],direction:b},{type:j,text:"Step 5: keep a slot for different requests",spans:[],direction:b},{type:a,text:"Our tip: you're human too, so it's normal not to be as efficient when you start up again. For a smooth recovery, it's best not to overload yourself. The mind comes first!",spans:[{start:d,end:cC,type:G}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Disconnecting",spans:[],direction:b},{type:a,text:"Your vacations are finally here! It's time for you to make the most of it. But it's not always easy to disconnect, especially if you've been telecommuting a lot in recent months. It's possible that some rooms in your home have been transformed (or partially transformed) into “remote rooms”. To separate these rooms from your work, we suggest you remove your work tools (not literally!) and, why not, rearrange these spaces.",spans:[],direction:b},{type:a,text:"Our advice: Did you know that, according to a QAPA study, 71% of French people answer work-related e-mails or calls during their vacations?\nThink about deactivating all work-related notifications (application, e-mail, messaging, etc.). It would be unfortunate to see them scrolling by and not enjoying your full vacation!",spans:[{start:at,end:cj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.fr\u002Fmanagement\u002Fen-vacances-les-francais-ont-du-mal-a-decrocher-du-travail\u002F",target:R}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"As you can see, vacations must be prepared before and after. Good organization will ease your workload and benefit your teams and employees.\nTo sum up, here are the key bridges to remember:",spans:[],direction:b},{type:j,text:"Manage employee vacation requests",spans:[],direction:b},{type:j,text:"Communicate your vacation plans in advance",spans:[],direction:b},{type:j,text:"Make key information available",spans:[],direction:b},{type:j,text:"Organize and anticipate your return",spans:[],direction:b},{type:j,text:"Disconnect fully",spans:[],direction:b},{type:a,text:"To finish on a high note, here's our final tip: RELAX! 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However, traditional methods of creating job descriptions often fall short of keeping pace with these changes, leading to inefficiencies in recruitment processes and mismatches between job requirements and candidate skills.",spans:[],direction:b},{type:a,text:"Recognizing these challenges, 365Talents introduces an advanced solution to transform HR management: the 365Talents’ Job Description Generator, powered by advanced Generative AI technology. ",spans:[],direction:b},{type:a,text:"Discover how this innovative tool is designed to streamline the job description crafting process, ensuring that they are always accurate, up-to-date, and aligned with the dynamic needs of the market.\n",spans:[],direction:b},{type:n,text:"Addressing challenges of updating job descriptions",spans:[],direction:b},{type:a,text:"HR professionals face several challenges when it comes to job description management:",spans:[],direction:b},{type:a,text:"Crafting job descriptions: In a dynamic and complex environment, manually crafting job descriptions can be time-consuming and prone to errors. It’s challenging for HR managers to understand and master all the relevant and emerging skills for all jobs, especially when they are very specific or technical━ requiring good knowledge of the role and properly monitoring its evolution.",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"Ensuring cohesive frameworks of employee skills and jobs: Maintaining a cohesive and updated framework of employees’ skills and jobs across the organization can be challenging when your job descriptions are not accurate or up-to-date. Your skills and job frameworks should reflect your workforce’s current skills and the current job market standard.",spans:[{start:d,end:cW,type:c}],direction:b},{type:a,text:"Breathing life into outdated job descriptions: With industry evolution, many job descriptions become outdated, requiring significant revisions to remain relevant and attractive to market demands.",spans:[{start:d,end:bz,type:c}],direction:b},{type:a,text:"Finalizing skills library in highly technical sectors: In highly technical sectors like aerospace, finalizing a skills library can be particularly challenging due to the rapidly changing nature of technology and expertise required.",spans:[{start:d,end:cb,type:c}],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"The Solution: 365Talents’ Job Description Generator",spans:[],direction:b}],image:{dimensions:{width:sU,height:CH},alt:"Job description generator 365Talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZlRYOCk0V36pXpjl_EN_Hero_JobdescriptionGenerator.jpg?auto=format,compress",id:"ZlRYOCk0V36pXpjl",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:oo,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"What is Job Description Generator?",spans:[],direction:b},{type:a,text:"The 365Talents’ Job Description Generator leverages advanced Generative AI technology to address these pain points and provide HR managers with a comprehensive solution for crafting and updating job descriptions effectively, either for filled or open positions. ",spans:[],direction:b},{type:a,text:"Here's why it's a game-changer:",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:"By seamlessly integrating advanced Generative AI technology, the Job Description Generator empowers HR managers to easily and quickly craft tailored job descriptions. This ensures that they are always personalized, up-to-date, and aligned with the evolving needs of the market.",spans:[],direction:b},{type:a,text:"At the same time, and as technology rapidly advances and skills sets evolve, job descriptions require frequent updates to remain relevant. The GenAI technology utilized by 365Talents helps craft or update job requirements per these changes, resulting in highly customized and comprehensive job descriptions.",spans:[],direction:b},{type:a,text:"Last but not least, by automating the job description crafting process, 365Talents saves recruiters and hiring managers valuable time and resources. This efficiency streamlines recruitment processes and reduces the likelihood of mismatches between job requirements and candidate skills, ultimately saving money in the long run.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"What you can do with 365Talents Job Description Generator",spans:[],direction:b},{type:j,text:"Effortlessly craft tailored job descriptions: With 365Talents Job Description Generation, HR managers avoid the difficulty of drafting a tailored job description due to unfamiliarity with specific fields. 365Talents’ Job Description Generator, powered by GenAi, will provide an exhaustive job description or open position based on the skills and specificities required for the job. This is the first step that allows HR managers to initiate meaningful conversations with department managers to refine the job description or open position, adapting it to the specificity of the organization. ",spans:[{start:d,end:ai,type:c}],direction:b},{type:j,text:"Enhance candidate selection: The Job Description Generator helps HR managers identify the right candidates more effectively by ensuring that job descriptions accurately reflect the skills and qualifications required for each role. This leads to improved hiring outcomes and increased employee satisfaction.",spans:[{start:d,end:aG,type:c}],direction:b},{type:j,text:"Continuously updates skills frameworks: In rapidly evolving industries, staying up-to-date with relevant skills is essential. The Job Description Generator allows HR professionals to update their skills' ontology with relevant and trending skills that their business requires, ensuring that job descriptions remain aligned with organizational needs.",spans:[{start:d,end:ba,type:c}],direction:b}]},id:op,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"How does the 365Talents Job Description Generator work? A real-life use case",spans:[],direction:b}],image:{dimensions:{width:sU,height:CH},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZlbnwKWtHYXtT4W6_Otherpicture-slide1.jpg?auto=format,compress",id:"ZlbnwKWtHYXtT4W6",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:sV,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"This feature accelerates the creation of tailored job descriptions for actual filled roles or open positions, helping HR save time and focus on more meaningful tasks. Our customers agree! ",spans:[],direction:b},{type:a,text:"Let's explore how this advanced feature is optimizing HR workflows and driving efficiency for organizations worldwide through Segula Technologies’ story.",spans:[],direction:b},{type:a,text:"SEGULA Technologies, a global engineering leader across key industrial sectors like automotive, aeronautics, naval, and energy, has partnered with 365Talents since 2020 to support their skills-based organization transformation journey. Within Segula’s HR department, crafting and updating job descriptions across a dynamic environment posed a significant challenge.",spans:[],direction:b},{type:a,text:"With an existing library of 180 job descriptions divided into 12 families, Segula needed to create tailored descriptions, refresh outdated ones, and ensure a cohesive framework company-wide. Simplifying and automating the process through AI was crucial for success.",spans:[],direction:b},{type:a,text:"To tackle this challenge, Segula turned to 365Talents’ Job Description Generator powered by Generative AI. With this tool, Segula swiftly crafted new descriptions, aligning them with industry standards while receiving enhancement suggestions.",spans:[],direction:b},{type:a,text:"Additionally, Segula leveraged this feature to create job descriptions tailored for the aerospace industry, facilitating the integration of relevant skills into the company’s ontology.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"What are the results?",spans:[{start:d,end:V,type:c}],direction:b},{type:j,text:"Simplification of description creation and updates in French and English",spans:[],direction:b},{type:j,text:"Significant time savings for the HR team",spans:[],direction:b},{type:j,text:"A harmonized library of descriptions company-wide, solidifying their relevance",spans:[],direction:b},{type:a,text:"If you want to read the full details of Segula Technolgies’ success story, read our dedicated article! ",spans:[{start:cF,end:dv,type:k,data:{id:kg,type:l,tags:[],lang:f,slug:kh,first_publication_date:ki,last_publication_date:kj,uid:kk,link_type:h,isBroken:g}}],direction:b}]},id:CI,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:wh,spans:[],direction:b}],content:[{type:a,text:wi,spans:[],direction:b},{type:a,text:sW,spans:[],direction:b},{type:a,text:wj,spans:[],direction:b},{type:a,text:wk,spans:[],direction:b},{type:a,text:wl,spans:[],direction:b},{type:a,text:wm,spans:[],direction:b}]},id:oq,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"In conclusion, the 365Talents Job Description Generator represents a significant advancement in HR management, offering a comprehensive solution to the challenges of crafting and updating job descriptions in today's dynamic environment. 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They're constantly multitasking, trying to manage and develop their company's talent pool while keeping up with the lightning-fast pace of technological advancements. With the world becoming more interconnected by the day, they're navigating through a maze of complexities, trying to stay ahead of the curve. ",spans:[],direction:b},{type:a,text:"The need for innovative solutions like Skills Vision becomes increasingly apparent in this context. Skills Vision provides HR managers with a comprehensive toolkit to analyze and leverage their employees' skills in alignment with organizational goals.",spans:[],direction:b},{type:a,text:"\nLearn how our Generative AI Analytic Capacity Skills Vision works to solve HR challenges in this article. ",spans:[{start:cr,end:eB,type:G}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Navigating HR challenges: skills alignment with organizational goals",spans:[],direction:b},{type:a,text:"In the dynamic realm of HR management, professionals are continually grappling with an array of challenges. From aligning workforce skills with organizational goals to forecasting talent needs amidst evolving market trends, the landscape is fraught with complexities:",spans:[],direction:b},{type:j,text:"Struggle to identify relevant skills aligned with organizational goals and market trends to help the company address its current challenges such as sustainability, strategic acquisition, etc",spans:[{start:d,end:a_,type:c}],direction:b},{type:j,text:"Lack of internal and external skills insights, HR managers may struggle to anticipate talent needs and proactively address skill gaps.",spans:[{start:d,end:ai,type:c}],direction:b},{type:j,text:"Manual analysis of workforce skills and market trends is time-consuming and resource-intensive.",spans:[{start:d,end:aS,type:c}],direction:b},{type:j,text:" Difficulty in identifying and addressing skill gaps within the workforce, hindering organizational agility and innovation.",spans:[{start:q,end:eY,type:c}],direction:b},{type:j,text:"Traditional talent management tools may provide insights but lack actionable recommendations for HR managers to implement effectively (emerging skills for job description and skills framework, trainings to close skills gaps, etc).",spans:[{start:d,end:aS,type:c}],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"How is 365Talents’ Generative AI Skills Vision solving those challenges?",spans:[],direction:b}]},id:oo,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"Generative AI refers to a subset of artificial intelligence techniques that focus on generating new content, such as images, text, audio, and even video, based on input data or patterns learned from training data. \nFor HR, Generative AI encompasses the application of generative artificial intelligence techniques within the realm of human resources management. There are a few ways generative AI can be utilized in HR, such as personalized learning and training, skills assessments and development, talent acquisition and recruitment, employee engagement and feedback… ",spans:[],direction:b}],name:[],job:[]},id:CK,slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"What is 365Talents’ Skills Vision feature, and what are its benefits? ",spans:[],direction:b},{type:a,text:"Skills Vision's analytic capabilities empower HR managers by providing the most up-to-date insights and suggesting actionable plans to address specific challenges faced by their company. Skills Vision leverages its data-driven approach to suggest tailored action plans based on relevant articles and industry insights when inputting a challenge, such as the pandemic crisis or workforce expansion. ",spans:[],direction:b},{type:a,text:"By analyzing these articles, Skills Vision identifies strategies and best practices to suggest to HR managers, offering them valuable guidance on navigating the challenge effectively. Furthermore, combined with 365Talents’ AI and data, Skills Vision goes beyond simply providing generic recommendations by proposing specific training for the selected job role to contribute to the action plan. This ensures that HR managers can leverage the existing skills within their organization.",spans:[],direction:b}]},id:op,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"How does the functionality work concretely?",spans:[],direction:b},{type:a,text:"With Skills Vision, addressing HR pain points becomes a streamlined process:",spans:[],direction:b},{type:j,text:"Input your company's specific challenge, whether it's navigating a pandemic crisis or expanding your workforce.",spans:[],direction:b},{type:j,text:"Receive a tailored action plan based on related articles and industry insights, providing concrete strategies to overcome the challenge.",spans:[],direction:b},{type:j,text:"Gain insights on how a job role can contribute to the action plan, ensuring alignment across the organization.",spans:[],direction:b},{type:j,text:"Identify new skills needed in the context of the challenge and access recommended online training opportunities to upskill employees effectively.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:sF,id:sG,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:sV,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"A customer story",spans:[],direction:b}],content:[{type:a,text:"A global leader in Energy and Utilities uses our Skills Vision™ and now:",spans:[],direction:b},{type:j,text:"Knows all the skills of its market: the group can evaluate developments in the professions in the market thanks to “insights” on the key skills to be mastered to face the changes of its industry, like environmental literacy for the sustainability challenge.",spans:[],direction:b},{type:j,text:"Has automatically generated job, projects and missions descriptions etc, based on the specificities of the energy and gas sector.",spans:[],direction:b},{type:j,text:"Builds reports and strategic analysis on skills trends, and measures the gaps between its existing strengths and the challenges of its industry.",spans:[],direction:b}]},id:CI,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Skills Vision in Action: Banking industry case study",spans:[],direction:b},{type:a,text:"For instance, in the banking industry, sustainability has emerged as a critical focus area for leaders looking to navigate environmental, social, and governance (ESG) challenges while driving long-term value creation. As banking leaders strive to integrate sustainability principles into their business strategies, they face a myriad of complexities, ranging from regulatory compliance to stakeholder expectations and evolving market dynamics. ",spans:[],direction:b},{type:a,text:"\nIn this context, Skills Vision serves as a strategic ally for banking leaders striving to embed sustainability practices throughout their organizations. By leveraging its analytic capabilities, Skills Vision enables HR managers to input sustainability challenges specific to their industry and receive tailored action plans informed by relevant articles and industry insights.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Amidst increasing pressure to align with global sustainability goals and address climate-related risks, banking leaders must identify and develop the necessary skills within their workforce to drive sustainable finance initiatives effectively. Skills Vision's analytic capabilities enable HR managers at banks to input sustainability challenges, such as meeting ESG reporting requirements or implementing green finance initiatives, and receive tailored action plans. ",spans:[],direction:b},{type:a,text:"Skills Vision provides suggestions for how individuals in specific job roles, like risk managers or investment advisors, can contribute to the company's sustainability objectives. 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Recognizing these pain points, we would like to introduce a groundbreaking feature: the Job Benchmarking powered by AI and Generative AI integration.",spans:[],direction:b},{type:a,text:"\n",spans:[],direction:b},{type:n,text:"What HR teams need to do to face challenges",spans:[],direction:b},{type:a,text:"You may ask yourself: “ok, I know it’s complicated for my team and me. But what do I need to work on? How can I face those challenges?”",spans:[],direction:b},{type:a,text:"Here is a non-exhaustive list:",spans:[],direction:b},{type:j,text:"Maintaining accuracy: HR managers must ensure that job descriptions are aligned with current responsibilities and industry requirements. The rapid pace of technological advancement and evolving industry practices exacerbate this challenge.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Identifying key skills: Adapting job descriptions to encompass the essential skills demanded by the market requires a comprehensive analysis and understanding of industry trends.",spans:[{start:d,end:ar,type:c}],direction:b},{type:j,text:"Staying ahead of trends: HR managers need to be aware of internal and external market trends to ensure their job descriptions are competitive and aligned with industry standards. For instance, marketing and communications were skills in demand and very popular ten years ago. Today, AI and data jobs are taking over. ",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"Remaining competitive: In a competitive job market, ensuring that job descriptions remain attractive to potential candidates and are aligned to current market trends is essential for talent acquisition and retention. ",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Doing these can be difficult for HR teams, especially when a company has thousands of employees. How are they supposed to identify essential skills and new trends, while staying competitive, when updating the job descriptions for each role within the organization? \n\nFortunately, 365Talents understands this issue and has the solution!! Learn more about one of our latest features, which can save you time and be more effective.  ",spans:[],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Introducing Job Benchmark by 365Talents",spans:[],direction:b},{type:a,text:"Job Benchmark transforms the way HR managers approach job description management. This feature offers a comprehensive solution to the challenges outlined above by harnessing the power of our AI and Generative AI integration.",spans:[],direction:b}]},id:oo,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"With this new release, we enable our clients to identify the most relevant skills to align with their job descriptions, even challenging existing ones, particularly in specific or emerging professions.",spans:[],direction:b}],name:[{type:a,text:CS,spans:[],direction:b}],job:[{type:a,text:CT,spans:[],direction:b}]},id:CK,slice_type:aO,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"What are the benefits ",spans:[],direction:b},{type:L,text:"Enriching job descriptions: ",spans:[{start:d,end:aG,type:c}],direction:b},{type:a,text:"Job Benchmark analyzes the most declared skills within an organization and compares them with the broader job market. This process uncovers unexpected skills that may not be currently listed in job descriptions, enriching them to better reflect the realities of the organization and industry trends.",spans:[],direction:b},{type:L,text:"Revealing new skills: ",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"Understanding the evolving landscape of professions is key for organizational success. Job Benchmark identifies skills outside those traditionally listed in job descriptions, allowing HR managers to adapt to emerging market demands effectively.  ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How Job Benchmark Works",spans:[],direction:b},{type:a,text:"Internal Analysis: Leveraging AI technology, Job Benchmark quickly identifies skills required for job descriptions by analyzing declarations made by employees. It provides insights into the most frequently declared skills and those held at the highest levels of expertise, beyond those listed in the existing job description.",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"This section provides two lists of skills associated with the selected business line. ",spans:[],direction:b},{type:L,text:"The first list shows the most frequently declared skills by employees, beyond those listed in their job file, and the second shows the skills for which the greatest number of employees have declared the highest level of expertise. Each list lets you view detailed information about a suggested skill by clicking on it. ",spans:[],direction:b},{type:L,text:"The \"Most Frequently Declared Skills\" list shows the number and percentage of employees declaring each skill relative to the total number of employees attached to the job card, and the \"Highest Levels of Expertise Held\" list allows you to identify skills, not included in the job card, where you have the most experts.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:CU,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZkRwnyol0Zci9JEA_InternalBench.jpg?auto=format,compress",id:"ZkRwnyol0Zci9JEA",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:op,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"External Market Analysis: Powered by GenAI integration, Job Benchmark highlights key and emerging skills in the job market by analyzing data from thousands of relevant external sources. It identifies skills declared for similar job descriptions outside the organization, enabling HR managers to stay aligned with industry standards and anticipate future skill requirements.",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"In this section, you'll also find two lists generated from data extracted and analyzed by AI.",spans:[],direction:b},{type:L,text:"Skills for your job description: This list displays the AI's suggestions for relevant skills for your job description. Sorted by relevance, these skills may not currently be in your skills framework. If they aren’t, they'll be marked with a specific icon so you can add them.",spans:[],direction:b},{type:L,text:"Emerging skills on the market: This list identifies new skills associated with the selected job to help you anticipate changes and train your employees in future skills. Skills not currently in your skills framework will be marked with a specific icon so you can add them.",spans:[],direction:b},{type:L,text:"By clicking on a skill in either list, you can view detailed information about it and be redirected to 'Statistics by skill' if it's in your skills framework.",spans:[],direction:b},{type:L,text:"The 'Discover' button provides additional information on each suggested skill: a description, an explanation of its relevance to the job you are benchmarking, and a selection of relevant related articles.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:CU,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZkRwriol0Zci9JEG_ExternalBench.jpg?auto=format,compress",id:"ZkRwriol0Zci9JEG",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$2c96bcf5-1a38-4519-bd01-d4611986e70a",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"The role of AI in Job Benchmark",spans:[],direction:b},{type:a,text:"AI plays a pivotal role in Job Benchmarking by facilitating both internal and external market analysis. It predicts affiliations between job profiles and employees, identifies recurring and emerging skills and generates detailed descriptions of detected skills. Additionally, AI selects relevant articles to provide further insights into each skill, ensuring that HR managers can access comprehensive information for informed decision-making.",spans:[],direction:b}]},id:sV,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"The combination of 365Talents’ AI and GenAI allows our customers to have the best of both worlds. 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Embracing Job Benchmarking is not just a step towards optimization, it's a strategic imperative for organizations looking to thrive in today's ever-evolving business environment.",spans:[],direction:b}]},id:wn,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:qp,spans:[],direction:b}],suggested_grp:[{article:{id:kg,type:l,tags:[],lang:f,slug:kh,first_publication_date:ki,last_publication_date:kj,uid:kk,link_type:h,isBroken:g}},{article:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}},{article:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:gk,spans:[],direction:b}],btntxt:[{type:a,text:cE,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:or,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:CM,spans:[],direction:b}],thumb_description:[{type:a,text:CN,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:Ay,uid:AC,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZjjRjRIAAPaT0iuS%22%29+%5D%5D",tags:[],first_publication_date:AA,last_publication_date:AB,slugs:[Az],linked_documents:[],lang:f,alternate_languages:[{id:"Zjja6BIAAPCU0jpf",type:l,lang:T,uid:"comment-credit-agricole-cib-mene-son-initiative-esg-avec-365talents"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"How Credit Agricole CIB effectively drives its ESG initiative with 365Talents",sitename:D,description:"CA-CIB, the Corporate and Investment Banking arm of Credit Agricole Group, partnered with 365Talents to support sustainable finance initiatives and initiate the first step to assess ESG skills with a skills audit.",img:{dimensions:{width:az,height:aB},alt:CV,copyright:e,url:CW,id:CX,edit:{x:d,y:d,zoom:q,background:u}}},id:gp,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"How Credit Agricole CIB leads its ESG skills initiative in partnership with 365Talents",spans:[],direction:b}],category_grp:[{category:{id:fh,type:x,tags:[],lang:f,slug:bW,first_publication_date:fi,last_publication_date:fj,uid:bW,link_type:h,isBroken:g}},{category:{id:id,type:x,tags:[],lang:f,slug:r,first_publication_date:if0,last_publication_date:ig,uid:ie,link_type:h,isBroken:g}},{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:CV,copyright:e,url:CW,id:CX,edit:{x:d,y:d,zoom:q,background:u}},author:{id:zu,type:I,tags:[],lang:f,slug:zv,first_publication_date:rx,last_publication_date:rx,link_type:h,isBroken:g},p_date:CR,u_date:"2024-05-23",aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:D,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"PARIS - May 23rd, 2024 - Released last year, 365Talents' Skills Audit was created to help organizations identify key skills to develop and align employees with their mission.",spans:[{start:d,end:cX,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Today we're thrilled to share the success story with our client Credit Agricole CIB, a leading global bank. Our collaboration focused on Credit Agricole CIB's ambition to identify the strengths of its employees on environmental, social and governance (ESG) matters.",spans:[],direction:b},{type:a,text:"This project enabled us to use our skills auditing expertise to support Credit Agricole CIB's mission. As we continue this innovative partnership, we invite you to discover the challenges, objectives and successes that have emerged from our collaboration.\n",spans:[],direction:b},{type:n,text:"The customer's story",spans:[],direction:b},{type:a,text:"In the fast-paced world of banking, agility and innovation are key to staying ahead and Credit Agricole CIB is no stranger to this reality. With over 30 branches worldwide, Credit Agricole CIB is the Corporate and Investment Banking arm of the Credit Agricole Group, one of the world's largest banking groups.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Fostering sustainable finance",spans:[],direction:b},{type:a,text:"A pioneer in the field of sustainable finance, Credit Agricole CIB today occupies a leading position. As a green bank, it places social and environmental commitment, as well as responsible finance, at the heart of its activities. In particular, the bank has made strong allegiances to three priority challenges: fighting climate change, preserving biodiversity and protecting human rights. ",spans:[],direction:b},{type:a,text:"Credit Agricole CIB acts on these values and trains its employees in all aspects of sustainable finance.",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Project objective: to map and identify sustainable skills",spans:[{start:d,end:cW,type:c}],direction:b},{type:a,text:"Credit Agricole CIB defined a repository of key environmental, social and governance (ESG) skills in collaboration with business line experts, in order to better plan the training of its employees in ESG challenges. Employees were then invited to declare their ESG skills on their 365Talents profile and assess their expertise.",spans:[],direction:b},{type:a,text:"365Talents' Customer Success team played a key role in guiding Credit Agricole CIB through the ESG skills audit.",spans:[],direction:b},{type:a,text:"This included the preparation and execution of the skills audit, but also the identification of key messages for users, the design of an effective communication plan and the streamlining of the skills audit process. Rigorous testing was carried out to ensure that the technical aspects of the Skills Audit ran smoothly, in preparation for a global launch with 12,600 users.",spans:[],direction:b},{type:a,text:"After the launch, the CS team meticulously checked the responses, examining them at global, country and business levels.",spans:[],direction:b},{type:a,text:"The goal of the skills audit was to raise user awareness of the project, aiming for a high participation rate. To achieve this, the CS team, together with Credit Agricole CIB, focused on communication prior to its launch.",spans:[],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"Through our assessment of Credit Agricole CIB's ESG skills, we were able to effectively define employees' core competencies, identify skills gaps and provide tailored development programs.",spans:[],direction:b}],name:[{type:a,text:"Clara Tannenbaum",spans:[],direction:b}],job:[{type:a,text:"Senior Customer Success Manager",spans:[],direction:b}]},id:sX,slice_type:aO,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"The results: A pledge of success",spans:[],direction:b},{type:a,text:"The results speak for themselves. With 12,600 active users on the platform targeted by the assessment, Credit Agricole CIB reported a significant increase in the number of employees declaring the 9 ESG competencies. ",spans:[],direction:b},{type:a,text:"The audit had a positive collateral effect: it boosted the platform's key performance indicators, such as profile quality, activation rate and user activity.",spans:[],direction:b},{type:a,text:"In addition, skills mapping has enabled HR teams to strengthen its tailored training plans, equipping employees worldwide with the green skills essential to their roles.",spans:[],direction:b}],image:{dimensions:{width:CY,height:451},alt:"365talents-skills-audit-gif",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZk30ICol0Zci9Wsp_SkillsAudit2-ezgif.com-optimize-1-.gif?auto=format,compress",id:"Zk30ICol0Zci9Wsp",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:kf,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"This skills audit allowed us to pinpoint where to invest in ESG talent development, and to create strategies in areas requiring skills enhancement. Not only did it save us time, it was also a game-changer by enabling us to better target our needs and effectively meet our customers' ESG expectations.",spans:[],direction:b}],name:[{type:a,text:"Anne-Catherine Ropers",spans:[],direction:b}],job:[{type:a,text:"Deputy General Manager - Global Head of Human Resources at Crédit Agricole CIB",spans:[],direction:b}]},id:"quote_section$f2eaf2d1-3e3d-49ac-b71c-c95dbeed5178",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"In conclusion, the partnership between CA-CIB and 365Talents illustrates the power of collaboration and innovation in organizational success. By embracing sustainability through targeted initiatives, CA-CIB has not only reinforced its image as a green bank, but has also empowered its people to thrive in an ever-changing environment. As the world continues to prioritize sustainability, CA-CIB stands as a model of change, leading the race towards a more resilient and responsible future in banking.",spans:[],direction:b}]},id:"content_text_section$92df8113-4653-4c7c-8fdc-056e4fc73473",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"ABOUT 365TALENTS",spans:[],direction:b}],content:[{type:a,text:"At 365Talents, we don’t believe that the only way is up. Sometimes, you start in one place and end up somewhere unexpected. Or someone introduces you to an opportunity that changes your entire journey. That’s why our decentralized talent experience platform, powered by artificial intelligence, gives employees the power to self-declare skills and managers the vision to uncover the unexpected and untapped, so organizations can move quickly and purposefully – giving your people the power to chart their own course for progress. With 365Talents, companies including Allianz, EY, BearingPoint, Schlumberger, Veolia and Societe Generale are embracing a uniquely employee-centric approach to talent mobility and skill development and creating a more democratic, inclusive and future-ready world of work.",spans:[],direction:b}]},id:"content_text_section$c9a2cec9-5e0b-4789-a885-97dd9e7dc3c4",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:nl,spans:[],direction:b}],suggested_grp:[{article:{id:rP,type:l,tags:[],lang:f,slug:rQ,first_publication_date:rR,last_publication_date:rS,uid:rT,link_type:h,isBroken:g}},{article:{id:kg,type:l,tags:[],lang:f,slug:kh,first_publication_date:ki,last_publication_date:kj,uid:kk,link_type:h,isBroken:g}},{article:{id:pT,type:l,tags:[],lang:f,slug:r,first_publication_date:pU,last_publication_date:pV,uid:pW,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:"Drive your skills initiatives with 365Talents Skills Audit",spans:[],direction:b}],btntxt:[{type:a,text:iZ,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:pI,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"How Credit Agricole CIB effectively drives its ESG initiative in partnership with 365Talents",spans:[],direction:b}],thumb_description:[{type:a,text:"CA-CIB is the Corporate and Investment Banking arm of Credit Agricole Group, with over 30 locations worldwide. 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But how does it apply for skills-based organizations? ",spans:[],direction:b},{type:a,text:"AI is enabling them to flourish in an era where skills are paramount. By utilizing AI's transformative capabilities, SBOs can unleash previously untapped potential, stimulate innovation, and adeptly navigate the intricacies of the contemporary workforce with exceptional adaptability and foresight. Read more.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What are the benefits of AI for HR and Skills-based organizations?",spans:[],direction:b},{type:a,text:"AI, or artificial intelligence, is spearheading a monumental shift in the landscape of Skills-Based Organizations (SBOs), propelling them toward unprecedented levels of talent management, efficiency, and innovation. As SBOs look at employees’ skills first rather than their jobs, AI can provide insights and data to empower strategies based on skills. Here's how:\n",spans:[],direction:b},{type:a,text:"Optimized talent matching: AI algorithms analyze vast pools of skills data, enabling SBOs to pinpoint ideal matches between projects and individuals based on skill sets, experience, and potential. This facilitates the discovery of hidden talents and promotes a culture of meritocracy within the organization.",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"Personalized learning and development: AI-powered platforms deliver tailored learning experiences to employees, addressing skill gaps and nurturing professional growth in alignment with organizational objectives. Through adaptive learning paths and real-time feedback, employees can continuously upskill and reskill, fostering a workforce that remains agile and future-ready.",spans:[{start:d,end:bl,type:c}],direction:b},{type:a,text:"Predictive analytics for skills development plan: By harnessing predictive analytics, AI forecasts emerging skill trends and anticipates future talent needs. This foresight enables proactive talent planning, ensuring that SBOs are equipped with the requisite skills to thrive in an ever-evolving business landscape.",spans:[{start:d,end:cv,type:c}],direction:b},{type:a,text:"Data-driven strategic decision-making: AI analyzes vast quantities of skills data to provide actionable insights for strategic decision-making. From identifying emerging skill gaps to forecasting future talent needs, AI empowers HR leaders with the knowledge to make informed, data-driven decisions that drive organizational success.",spans:[{start:d,end:bl,type:c}],direction:b},{type:a,text:"Enhanced diversity and inclusion: AI mitigates unconscious biases in talent management processes by focusing solely on skills and performance metrics, thus promoting diversity and inclusion within SBOs. By eliminating subjective criteria, AI-driven decision-making fosters a culture of fairness and equal opportunity.",spans:[{start:d,end:aU,type:c}],direction:b},{type:a,text:"Streamlined workflow automation: AI automates repetitive administrative tasks, liberating HR professionals from mundane activities and allowing them to focus on strategic initiatives. This not only boosts operational efficiency but also frees up time for HR leaders to invest in cultivating a skills-first culture across the organization.",spans:[{start:d,end:aF,type:c}],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:C_,spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F7faceca1-3de6-4f55-8a94-63e9201b8f09_img-en-generic-skills-mapping.png?auto=format,compress",id:"ZCt6_BAAACMAzlkh",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:oo,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Share a skills-based talent vision across your company: ",spans:[],direction:b},{type:a,text:"The switch from a jobs-driven to a skills-based strategy embraces “skills-first” as a mindset more than simply an approach. While strategy and approach can be directed top-down, mindsets come from within and, at scale, enjoy the unique power of a grassroots movement. It requires a shared outlook across the organization regarding the value and prioritization of skills “as the connecting thread of talent management” and how they will direct all workforce decisions. ",spans:[],direction:b},{type:a,text:C$,spans:[{start:aM,end:dU,type:c}],direction:b},{type:a,text:Da,spans:[{start:at,end:lv,type:k,data:{link_type:v,url:Db,target:R}},{start:lw,end:wr,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Establish skill governance: ",spans:[],direction:b},{type:a,text:"Skills governance is skills management at the global level, and represents both the overarching principle and the organizational structure that dictates how the company will strategically address skills management. ",spans:[],direction:b},{type:a,text:Dc,spans:[],direction:b},{type:a,text:"Decentralized skills governance is when leaders lead skills management from each business line. Similarly, advantages exist here (such as subject matter expertise), but may need to gain the big-picture vision and strategy that HR contributes.",spans:[],direction:b},{type:a,text:"The best approach for most organizations is a hybrid skills governance, where skills management is centralized on a technological level for strategic vision and driven by an influx of real-time internal data on the business. But decentralized operationally with insights shared back to each business leader and business line to guide everyday plans and operations.",spans:[{start:bj,end:fK,type:c}],direction:b},{type:a,text:"This transformation goes beyond HR, as “90% of business and HR executives say moving to a skills-based organization will require a transformation for all functions and leaders, not just HR. “\n",spans:[{start:bO,end:ky,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:o,text:"Capture and manage skills data",spans:[],direction:b},{type:a,text:"Skills data is essential in every HR process, more specifically when creating a skills hub. This information provides HR teams with an overview of the current skill sets within their organization, informing: ",spans:[],direction:b},{type:j,text:"Who to hire: if a candidate has the necessary skills to add to the team’s existing skill set and close any known skills gaps. ",spans:[{start:d,end:aY,type:c}],direction:b},{type:j,text:"How much to pay them: the candidate or employee’s position within the salary grid based on their skills and competencies.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Who to promote: if an employee has upskilled and is now eligible to progress into a new role.",spans:[{start:d,end:au,type:c}],direction:b},{type:j,text:"How and where to deploy skills across the organization: leaders can distribute relevant talent into new roles or specialized projects based on skills. ",spans:[{start:d,end:cb,type:c}],direction:b},{type:j,text:"How to grow our business: tracking skills enable decision-makers to plan expansion into new business areas or markets.",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:Dd,spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Skills data powered by technology",spans:[],direction:b},{type:a,text:"New technologies arrived on the market with AI-powered skills assessment and frameworks, making SBOs success possible. HR softwares based on skills match competencies to work, career opportunities, teams, and learning. It analyses skill gaps from all data collected to inform HR teams and managers what skills they need to develop or hire (internally or externally).",spans:[],direction:b}]},id:ws,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How AI collects skills data and analytics for SBOs",spans:[],direction:b}],image:{dimensions:{width:2078,height:wt},alt:"skills tracking benchmark",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F634fbd93-2093-4069-8415-083fa2b41dc2_img-en-worforce-analysis-session-4-skills-tracking-benchmark-competitors-analysis-planing.png?auto=format,compress",id:"ZCtXCBAAACEAziJr",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:op,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Why skills data is important for SBOs",spans:[],direction:b},{type:a,text:"When it comes to skills-based organizations, data and analytics play a pivotal role in fueling them, with a focus on leveraging individual competencies to drive organizational success.",spans:[],direction:b},{type:a,text:De,spans:[],direction:b},{type:a,text:"Last but not least, data analytics can provide valuable insights into employees' career aspirations, strengths, and areas for growth. By leveraging this information, organizations can offer tailored career development opportunities that align with individual skills and goals, increasing employee engagement and retention. It is also easier for HR teams to gain insights from industry trends and market demands, and compare them to internal skills data to forecast future skills requirements. ",spans:[],direction:b},{type:a,text:Df,spans:[{start:aJ,end:ai,type:k,data:{id:mX,type:al,tags:[],lang:f,slug:mY,first_publication_date:mZ,last_publication_date:m_,uid:m$,link_type:h,isBroken:g}},{start:aJ,end:ai,type:c}],direction:b},{type:a,text:"More specifically, the rise of generative AI democratizes access to analytics, information, and skills across roles, personalizing skills development and career paths, and improving the employee experience as a whole.",spans:[{start:eJ,end:is,type:c},{start:ir,end:gC,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:sl,spans:[],direction:b},{type:a,text:"HR technologies and AI tools can gather all your skills data through some tools and processes such as: ",spans:[],direction:b},{type:a,text:"Skills Mapping and Identification: ",spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"AI algorithms excel at parsing through vast amounts of data to identify and map skills within an organization. By analyzing employee profiles, project histories, and performance metrics, AI can accurately identify existing skills and potential skill gaps.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Personalized Learning and Development: ",spans:[{start:d,end:ba,type:c}],direction:b},{type:a,text:"AI-powered platforms provide personalized learning paths tailored to individual employee skill profiles and career aspirations. By leveraging machine learning algorithms, these platforms recommend relevant training programs, courses, and resources to help employees upskill and reskill effectively.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Predictive Analytics for Talent Management: ",spans:[{start:d,end:bj,type:c}],direction:b},{type:a,text:"AI enables HR professionals to harness predictive analytics for talent management. By analyzing historical data on employee performance, career progression, and skill acquisition, AI algorithms can forecast future skill needs, identify high-potential talent, and predict attrition risks. This foresight allows organizations to proactively address skill shortages, succession planning, and talent retention strategies.\n",spans:[],direction:b},{type:a,text:"Skills Matching and Talent Mobility: ",spans:[{start:d,end:bs,type:c}],direction:b},{type:a,text:"AI facilitates skills-based matchmaking by identifying hidden talents and transferable skills within the organization. Through intelligent algorithms, employees can discover internal opportunities aligned with their skill sets, promoting talent mobility, internal career growth, and organizational agility.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Automated Skills Assessment and Feedback: ",spans:[{start:d,end:bQ,type:c}],direction:b},{type:a,text:"AI streamlines the skills assessment process by automating the evaluation of employee skills through various methods, such as self-assessments, peer reviews, and performance data analysis. Real-time feedback generated by AI algorithms enables employees to track their skill development progress and receive targeted recommendations for improvement.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Augmented Decision-Making for HR Professionals: ",spans:[{start:d,end:bR,type:c}],direction:b},{type:a,text:"AI-powered decision support systems assist HR professionals in making informed decisions regarding talent acquisition, workforce planning, and skills optimization. By analyzing data from multiple sources, including resumes, performance reviews, and market trends, AI provides actionable insights to enhance recruitment strategies and talent retention efforts.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Continuous Skills Monitoring and Adaptation: ",spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:"AI enables continuous monitoring of skills dynamics within the organization, allowing HR professionals to adapt quickly to changing skill requirements and market demands. By leveraging real-time data analytics, organizations can stay agile, responsive, and competitive in the face of evolving skill landscapes.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"AI is revolutionizing skills-based organizations by providing advanced capabilities in skills mapping, personalized learning, predictive analytics, talent matching, automated assessment, decision support, and continuous monitoring. ",spans:[{start:d,end:bR,type:c}],direction:b}]},id:oq,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"Discover skills-based expertise",spans:[],direction:b}],content:[{type:a,text:"Some skills-based experts exist on the market to help SBOs to reach success easier. 365Talents, for instance, works in 3 important phases:",spans:[],direction:b},{type:j,text:"Build the business case for your skills: the good methodology will help to define your business priorities and use cases, and the right experience enables you to invite and engage your teams to create momentum. This is the starting point for your SBO transformation.",spans:[],direction:b},{type:j,text:"Identify your needs: our solution and experts enable you to consolidate your skills and job frameworks by structuring and organizing them. It’s key for the future of your project.",spans:[],direction:b},{type:j,text:"Manage the transition and change: change management is really important for a clear transformation. Our solutions can help you manage this transition with skills harmonization and seamless integration with your HRIS tools. You’ll be able to seamlessly incorporate skills into your HR practices.",spans:[],direction:b},{type:a,text:"These 3 steps allow organizations to change at scale by including their HR team, managers and employees on the transformation journey. ",spans:[],direction:b}]},id:Dg,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:Dh,spans:[],direction:b},{type:o,text:Di,spans:[],direction:b},{type:a,text:Dj,spans:[],direction:b},{type:a,text:wu,spans:[],direction:b},{type:L,text:qd,spans:[{start:d,end:ac,type:c}],direction:b},{type:L,text:wv,spans:[{start:d,end:aC,type:c}],direction:b},{type:L,text:"Decision-making",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"You need a tool that identifies and captures the skills expressed across multiple solutions and sources, centralizing this data into strategic frameworks, actionable insights, or matching\u002Fstaffing suggestions. Meanwhile, your employees can enjoy a more personalized HR experience thanks to intelligent career, opportunity, and skills suggestions for their professional future.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"It starts with:",spans:[],direction:b},{type:a,text:"1) Gathering existing data from various departments and roles, with AI.",spans:[{start:cy,end:an,type:c}],direction:b},{type:a,text:"2) Centralizing all this data in a unified tool, enhancing organization and visualization.",spans:[{start:cy,end:aQ,type:c}],direction:b},{type:a,text:Dk,spans:[{start:cy,end:bz,type:c}],direction:b}]},id:Dl,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"[The skills technology you bring to your company] has to be intelligent and agile enough for your employee engagement. [Your employees] have to be able to engage, fill in information, and express themselves the way they want.",spans:[],direction:b}],name:[{type:a,text:Dm,spans:[],direction:b}],job:[{type:a,text:Dn,spans:[],direction:b}]},id:"quote_section$00acbfbc-0338-4705-89fd-21f9c918e1db",slice_type:aO,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"What Skills Intelligence Solutions can do",spans:[],direction:b}],image:{dimensions:{width:1110,height:855},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F438572a1-9909-43b7-878a-6a02e675565a_IMG_EN_12_Skills+level.png?auto=format,compress",id:"ZAsEPhAAACgAXF7X",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$453f2483-e105-4e1c-a927-7967a5d616fa",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Skills Intelligence solutions enable you to build a dynamic and personalized skills framework to get better visibility on your current workforce and build the one of tomorrow, which is crucial for skills-based organizations. You can use them to:",spans:[{start:d,end:cP,type:c}],direction:b},{type:j,text:Do,spans:[],direction:b},{type:j,text:Dp,spans:[],direction:b},{type:j,text:Dq,spans:[],direction:b},{type:j,text:Dr,spans:[],direction:b},{type:j,text:"Analyze gaps and trends at individual, team, and organizational levels\n",spans:[],direction:b},{type:o,text:"How 365Talents’ AI, fueled by Skills Intelligence, helps SBOs to thrive",spans:[],direction:b},{type:a,text:"Our Talent Experience solutions are fueled by skills intelligence and are the right tools for SBOs that want to thrive.",spans:[],direction:b},{type:a,text:"365Talents helps you create unique, accurate and concise skills frameworks that align with your organization's specific skills context and culture. The frameworks are designed to be precise, tailored to the particular abilities of your employees, constantly updated to meet HR use cases and stay in sync with the latest market trends. They are also designed to be dynamic, operating seamlessly within the flow of work, making them an invaluable tool for HR professionals. Most importantly, skills data should be accessible to all other HR processes and systems, serving as a common language for Talent Management and Talent Experience.",spans:[{start:aG,end:cF,type:c}],direction:b},{type:a,text:"To achieve these objectives effectively, we use both top-down and bottom-up approaches to help you build a specific skills framework. Imagine it like a Tetris game board, your framework is a fusion of various sources that through smart and strategic interpretation and manipulation, can be fit together for a seamless, rock-solid view of your company’s current skills.",spans:[{start:j$,end:eD,type:c},{start:ky,end:pG,type:c}],direction:b},{type:a,text:"No matter the shape, size or quantity of the skills data you currently have, we can integrate additional data or complement it with our frameworks, filling in any gaps you might have while mirroring your historical approach.",spans:[{start:d,end:j_,type:c}],direction:b},{type:a,text:"Once everything is live, you’ll have your centralized and dynamic skills framework. Our technology takes over, performing automatic categorization, synonym detection, semantic matching, language detection, and automated translation, providing you with a unique and unparalleled visibility of your workforce.  ",spans:[],direction:b},{type:a,text:"To learn more about AI capacities, read this resource! ",spans:[{start:aS,end:cD,type:k,data:{id:kE,type:l,tags:[],lang:f,slug:ee,first_publication_date:kF,last_publication_date:kG,uid:ee,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"AI is not merely revolutionizing SBOs; it's empowering them to thrive in an era where skills reign supreme. By harnessing the transformative power of AI, SBOs can unlock untapped potential, foster innovation, and navigate the complexities of the modern workforce with unparalleled agility and foresight. They are able to optimize talent management practices, foster a culture of lifelong learning, and drive sustainable growth in today's dynamic business environment.",spans:[],direction:b}]},id:Ds,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"Read more resources... ",spans:[],direction:b}],suggested_grp:[{article:{id:lE,type:l,tags:[],lang:f,slug:lF,first_publication_date:lG,last_publication_date:lH,uid:lI,link_type:h,isBroken:g}},{article:{id:ko,type:l,tags:[],lang:f,slug:r,first_publication_date:kp,last_publication_date:kq,uid:kr,link_type:h,isBroken:g}},{article:{id:kg,type:l,tags:[],lang:f,slug:kh,first_publication_date:ki,last_publication_date:kj,uid:kk,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:gk,spans:[],direction:b}],btntxt:[{type:a,text:cE,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:or,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:wp,spans:[],direction:b}],thumb_description:[{type:a,text:CZ,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:BA,uid:BD,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZikJtxAAAJCGEOiK%22%29+%5D%5D",tags:[],first_publication_date:BB,last_publication_date:BC,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZikP_BAAAOmBEQbP",type:l,lang:T,uid:"organisations-basees-sur-les-competences-gestion-des-competences-essentielle"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:ww,sitename:D,description:"Adopting a skills-based approach is now more than just a trend; it's critical to keep pace with the market.\nIf skills are the cornerstone of a skills-based approach, skills management is the added touch, the final step to make this approach successful.",img:{dimensions:{width:K,height:J},alt:"skills management for sbo",copyright:e,url:oc,id:od,edit:{x:d,y:d,zoom:q,background:u}}},id:om,slice_type:H,slice_label:e}],hero_title:[{type:F,text:ww,spans:[],direction:b}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:fm,type:t,tags:[],lang:f,slug:bK,first_publication_date:ca,last_publication_date:ca,uid:bK,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:oc,id:od,edit:{x:d,y:d,zoom:q,background:u}},author:{id:jA,type:I,tags:[],lang:f,slug:jD,first_publication_date:jB,last_publication_date:jC,link_type:h,isBroken:g},p_date:qq,u_date:wq,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Business leadership agrees: skills drive growth like never before.",spans:[],direction:b},{type:a,text:"In a 2022 survey by Deloitte, 89% of executives across various industries stated that skills were necessary for how organizations define work, deploy talent, manage careers, and value employees. Similarly, around 90% said they were actively experimenting with skills-based approaches.",spans:[{start:aZ,end:lS,type:G},{start:gs,end:vW,type:G}],direction:b},{type:a,text:"Adopting a skills-based approach is now more than just a trend; it's critical to keep pace with the market and an absolute necessity if you want to stay ahead.",spans:[],direction:b},{type:a,text:"If skills are the cornerstone of a skills-based approach, skills management is the added touch, the final step to make this approach successful.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"The success of Skills-Based Organizations",spans:[],direction:b},{type:a,text:"The past few years have seen a rapidly evolving work landscape where agility is crucial. 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Organizations need to be agile, grow according to market needs, and innovate in employee journeys.",spans:[],direction:b},{type:a,text:"That’s why companies are adopting entirely new operational methodologies for work and their teams, focusing on skills rather than just employment.",spans:[],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"\"Our business environment is changing rapidly, and the skills needed to be competitive are very different from what they were five or seven years ago. For decades, many of our HR processes institutionalized as a profession were designed for a different, slower, and much more stable environment. 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This evolution is bringing notable enhancements for businesses as they lead the way in prioritizing the skills necessary for specific tasks.",spans:[],direction:b},{type:a,text:"This approach demonstrates its effectiveness by opening up broader talent pools, boosting employee productivity, and facilitating more equitable access to opportunities. Furthermore, it effectively tackles talent retention by prioritizing the cultivation of skills that align with organizational objectives.",spans:[],direction:b},{type:n,text:"Introducing: The Skills-First Approach",spans:[],direction:b},{type:o,text:"Definition of “skills-first”",spans:[],direction:b},{type:a,text:"The term “skills-first” is increasingly utilized by businesses to explain a new approach to talent management that emphasizes a person's skills and competencies in place of degrees, job backgrounds, or titles. Its main objective is attracting, hiring, growing, and redeploying expertise. ",spans:[],direction:b},{type:a,text:"\nA skills-first technique focuses on the skills rather than how they were acquired. This methodology can democratize access to career opportunities and career paths, helping to put the right skilled people in the right jobs without economic or social bias.\n",spans:[{start:eA,end:gz,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fissues\u002Fupskilling\u002Ffirst-skills-report\u002Freport\u002FWEF_CNES_Putting_Skills_First.pdf",target:R}}],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"“For employers, a skills-first approach can create more robust talent pipelines – and may help to address skills shortages.”",spans:[],direction:b}],name:[{type:a,text:"World Economic Forum,",spans:[],direction:b}],job:[{type:a,text:"Putting Skills First: A Framework for Action, May 2023",spans:[],direction:b}]},id:"quote_section$0e4d5e89-7a82-490e-b665-b4ad9ddfffca",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"If team leaders and HR professionals are unaware of all the reasons why they should think of skills first, here are a few of them.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Skills-first vs people-first: what are the differences?",spans:[],direction:b},{type:a,text:"The distinction between a “skills-first” and a “people-first” approach in HR lies in their respective priorities and perspectives:",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"A Skills-First Approach:",spans:[{start:d,end:aM,type:c}],direction:b},{type:j,text:"Emphasizes on identifying and leveraging the specific skills and competencies of employees.",spans:[],direction:b},{type:j,text:"It focuses on matching individuals with roles based on their abilities and expertise rather than solely considering job titles or personal characteristics.",spans:[],direction:b},{type:j,text:"Encourages skills development, training, and upskilling to ensure employees remain competitive and adaptable in their careers.",spans:[],direction:b},{type:j,text:"Views talent management through the lens of skills alignment with organizational goals and needs.",spans:[],direction:b},{type:a,text:"A People-First Approach:",spans:[{start:d,end:aM,type:c}],direction:b},{type:j,text:"Centers on the holistic well-being and development of employees as individuals beyond their skills and professional capabilities.",spans:[],direction:b},{type:j,text:"Prioritizes fostering a supportive and inclusive workplace culture where employees feel valued, heard, and empowered.",spans:[],direction:b},{type:j,text:"Considers factors such as work-life balance, career satisfaction, personal growth professional skills and performance.",spans:[],direction:b},{type:j,text:"Focuses on building strong relationships between employees and management, promoting open communication, trust and collaboration.",spans:[],direction:b},{type:a,text:"While both approaches aim to optimize organizational performance and employee satisfaction, their primary focus differs: skills versus individuals' holistic needs and experiences. A balanced HR strategy may integrate elements of both approaches to effectively meet the workforce's diverse needs while aligning with broader business objectives.",spans:[],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Objectives of thinking skills-first",spans:[],direction:b},{type:a,text:"The objectives of a skills-first approach in HR are multifaceted, aiming to align employee capabilities with organizational goals while fostering a dynamic and adaptable workforce. ",spans:[],direction:b},{type:a,text:"Here are the key objectives:",spans:[{start:d,end:aG,type:c}],direction:b},{type:j,text:"Strategic Workforce Planning: Identify and prioritize critical skills and competencies required to achieve organizational objectives. This involves assessing current skill gaps, forecasting future needs, and developing strategies to acquire, develop, or retain necessary skills.",spans:[{start:d,end:aZ,type:c}],direction:b},{type:j,text:"Skills Development and Training: Implement targeted training and development programs to enhance employee skills and competencies aligned with business priorities. Provide opportunities for upskilling, reskilling, and continuous learning to support career advancement and adaptability.",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"Performance Management: Evaluate employee performance based on their ability to apply and improve relevant skills in their roles. Set clear performance expectations tied to skill development objectives and provide regular feedback to support growth and development.",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"Succession Planning: Identify high-potential employees and develop talent pipelines for critical organizational roles. Foster a talent mobility and internal promotion culture by investing in developing future leaders and essential skill areas.",spans:[{start:d,end:ab,type:c}],direction:b},{type:j,text:"Employee Engagement and Retention: Recognize and leverage employees' skills and expertise to foster a sense of purpose, autonomy, and mastery in their work. Opportunities for skill-based challenges, career progression, and meaningful contributions enhance engagement and retention.",spans:[{start:d,end:bg,type:c},{start:hH,end:hf,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Agility and Adaptability: Build a flexible and resilient workforce capable of adapting to changing business needs and market dynamics. Empower employees to develop and apply new skills, fostering a culture of innovation, experimentation, and continuous improvement.",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Data-Driven Decision-Making: Utilize skills, data, and analytics to inform HR strategies, resource allocation, and talent management decisions. Leverage insights from skills assessments, performance evaluations, and workforce analytics to optimize organizational effectiveness and efficiency.",spans:[{start:d,end:aq,type:c}],direction:b},{type:j,text:"Talent Acquisition and Recruitment: Recruit and select candidates based on their skill sets, expertise, and potential to contribute effectively to the organization. Prioritize skills assessments and competency-based interviews to ensure the right fit for each role.",spans:[{start:d,end:aS,type:c}],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Embracing the Skills-First paradigm: a Strategic Approach for HR in 2024",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$79f2cc3b-5dce-45b3-aa3d-70c1877c081b",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The trend towards a skills-based approach is gaining momentum in the constantly evolving world of modern business, becoming a key focus for progressive and innovative organizations that want to shape the future of work. Therefore, when planning for 2024, it is crucial to prioritize skills and the beauty of it lies in the flexibility for the entire talent lifecycle and experience. By establishing a common language and a unified currency for hiring candidates, building employee growth, and developing alumni’s employability, HR teams and management can gain valuable insights for their strategy and business intelligence.",spans:[],direction:b},{type:a,text:"As we explore this transformative approach further, it's crucial to take note of some key statistics that emphasize its growing recognition: 84% of business leaders advocate for talent approaches to shift towards focusing on skills rather than rigidly adhering to traditional job roles. This statistic underscores the changing mindset of organizational leaders who acknowledge the essential role of skills in creating a resilient and adaptable workforce.",spans:[{start:cS,end:so,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"A skills-first approach helps to increase productivity",spans:[],direction:b},{type:a,text:"According to Deloitte, organizations building a skills-first culture are 63% more likely to achieve results across 11 key business and workforce outcomes than those who have not adopted skills-first practices, such as: \n- Meeting or exceeding financial targets",spans:[{start:d,end:V,type:k,data:{link_type:v,url:Db,target:R}},{start:d,end:ap,type:c}],direction:b},{type:a,text:"- Anticipating change and responding effectively and efficiently",spans:[],direction:b},{type:a,text:"- Innovating",spans:[],direction:b},{type:a,text:"- Achieving high levels of customer satisfaction",spans:[],direction:b},{type:a,text:"- Positively impacting society and the communities served",spans:[],direction:b},{type:a,text:"- Improving processes to maximize efficiency",spans:[],direction:b},{type:a,text:"- Being a great place to grow and develop",spans:[],direction:b},{type:a,text:"- Placing talent effectively",spans:[],direction:b},{type:a,text:"- Providing workers with a positive workforce experience",spans:[],direction:b},{type:a,text:"- Delivering an inclusive environment",spans:[],direction:b},{type:a,text:"- And retaining high performers.\n",spans:[],direction:b},{type:a,text:"Giving your employees more tools and processes to be efficient, more opportunities to grow, and more satisfaction will boost their motivation and engagement, resulting in higher productivity within your organization.",spans:[{start:d,end:eW,type:c}],direction:b},{type:a,text:"Putting skills at the core of your opportunities for their career development will help employers extend their function and become Experience Designers. They will assign the right people with the right skills for each role, understanding their skills gaps and strengths plus starting upskilling plans accordingly.",spans:[{start:fu,end:he,type:k,data:{id:sz,type:co,tags:[],lang:f,slug:sA,first_publication_date:sB,last_publication_date:sC,uid:sD,link_type:h,isBroken:g}}],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"A Skills-first approach supports talent mobility, upskilling, and redeployment ",spans:[],direction:b},{type:a,text:"A skills-centric approach encourages ongoing learning and development, empowering employees to stay relevant and competitive in their careers. Seeing your employees through the lens of their skills helps HR clearly define the skills the organization has and the skills it doesn’t. They’ll be able to show their teams their strengths and the skills gaps they need to fill to progress in their roles and careers. ",spans:[{start:an,end:cX,type:c},{start:dB,end:lv,type:c}],direction:b},{type:a,text:"Human Resources can then provide new talent mobility and upskilling programs. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"A skills-first approach aligns business strategies and goals with growth and adaptability",spans:[],direction:b},{type:a,text:"On the other hand, employees also need to stay competitive and ahead of industry transformation as the market constantly evolves, and so does the need for new skills. Companies redeploy their workers to support this transformation and their employability, while HR creates reskilling and upskilling plans. They can then fill up roles with the right people according to their specific needs and the organization's needs simultaneously. ",spans:[{start:ec,end:jJ,type:c},{start:nh,end:Dw,type:c}],direction:b},{type:a,text:"According to a Deloitte Insights study, 77% of business and HR executives say flexibly moving skills to work is critical to navigating future disruptions.",spans:[],direction:b},{type:a,text:"A skills-first approach can help fill these roles and answer to market changes and trends, supporting long-term growth and adaptability. ",spans:[],direction:b}]},id:"content_text_section$ffea82d9-a608-4fd0-bada-9e2cc0005710",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"A Skills-first approach for growth and development to boost engagement",spans:[],direction:b},{type:a,text:"HR supports growth and adaptability for the company and its workforce by giving their employees reskilling and upskilling plans, allowing them to stay competitive and improve their employability. As new worker generations think career development opportunities are significant, thinking skills first is also helpful to leverage employee engagement and loyalty. ",spans:[{start:dj,end:wr,type:k,data:{link_type:v,url:ue,target:R}}],direction:b},{type:a,text:"It enables HR departments to enhance engagement and retention by adopting a novel approach to gathering insights and comprehension as individuals are recognized as multifaceted assets rather than confined to a single role. Embracing a skills-centric mindset empowers HR to facilitate a more dynamic array of opportunities and it gives employees the opportunity to gain increased access to information and avenues that broaden their perspectives, and enables them to map out their career trajectories.",spans:[{start:aQ,end:cJ,type:c}],direction:b}],image:{dimensions:{width:K,height:J},alt:e,copyright:e,url:uA,id:uB,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$15800d9e-5221-4ae9-8d2c-a25dd0d37d01",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"A Skills-first approach unlocks hidden talent pools ",spans:[],direction:b},{type:a,text:"Recent projections suggest that by 2030, approximately 85 million global job positions may still need to be fulfilled due to a shortage of skilled applicants, potentially resulting in unrealized annual revenues totaling $8.5 trillion. This reinforces the findings of the Forum's Future of Jobs Report 2023, which identified the inability to find skilled talent as a primary barrier to business and industry transformation across various sectors and regions in the forthcoming years. ",spans:[{start:d,end:ba,type:k,data:{link_type:v,url:Dx,target:R}},{start:qr,end:wx,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.weforum.org\u002Fpublications\u002Fthe-future-of-jobs-report-2023\u002F",target:R}}],direction:b},{type:a,text:"Within this context, adopting a skills-first approach can assist organizations in identifying and attracting a diverse array of hidden talent who might otherwise remain untapped in the labor market. A recent research done by LinkedIn indicates that globally, the pool of potential candidates can expand by nearly 10 times on average when utilizing a skills-first approach, highlighting its efficacy in addressing talent shortages, reducing time-to-hire, and generating associated cost savings.",spans:[{start:cR,end:cS,type:c}],direction:b},{type:a,text:"Moreover, concentrating on internal talent groups possessing comparable or closely related skill sets, and requiring minimal upskilling and reskilling, can be a successful tactic for organizations to promptly and cost-effectively tackle significant skills gaps.",spans:[{start:gb,end:mo,type:c}],direction:b},{type:a,text:"Mapping skills adjacency across industries and acknowledging credentials based on skills for particular roles and high-demand professions can effectively assist displaced workers in transitioning to related positions, thereby reducing adverse short-term impacts from disruptions.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"A Skills-first approach promotes diversity, equity and inclusion ",spans:[],direction:b},{type:a,text:"By implementing skills-first strategies such as recruiting (externally or internally) based on skills, eliminating formal degree prerequisites for certain positions, acknowledging alternative credentials, or relying on skills-focused evaluation methods, barriers to entry can be diminished. This paves the way for a more inclusive labor market, encouraging individuals from non-traditional backgrounds to explore job opportunities.",spans:[{start:lx,end:jg,type:c},{start:BX,end:Dy,type:c}],direction:b},{type:a,text:"For instance, individuals with disabilities who are less likely to hold a bachelor's degree often feel discouraged from applying for positions with such requirements. But it doesn’t mean they don’t have the necessary skills or are not ready for upskilling! Furthermore, this approach may increase productivity by fostering higher employee motivation and engagement.",spans:[{start:fx,end:le,type:c}],direction:b},{type:a,text:"Using skills proficiency as the foundation for career development discussions can promote accountability and drive employee and employer success. This fosters greater equity and transparency by clearly delineating the skills required for each role, enabling individuals to identify their skill gaps and strengths, and empowering them to pursue relevant upskilling opportunities.",spans:[],direction:b}]},id:"content_text_section$259e0863-e10d-473e-be82-a66054356b39",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"How 365Talents can teach your team to think skills first",spans:[],direction:b}],content:[{type:a,text:"With regular smart suggestions and engagement prompts, 365Talents can help your employees begin to think about career growth as an ongoing experience – not a check-in and sudden change that happens once every three years. It puts your people in the position of thinking about the future and helps them prepare with the skills they need for the moment (or promotion!) when it arrives.",spans:[],direction:b},{type:a,text:"For HR, the explanation functionality also helps you see how the skills mindset can be applied and adopted. Seeing the most-searched-for skills can help you see where genuine interest exists on your team. Because 365Talents doesn’t use defined career paths and our AI will suggest positions based on skills, it encourages and teaches HR to think about people’s growth in a similar, borderless style. ",spans:[],direction:b},{type:a,text:Dz,spans:[],direction:b}]},id:"content_text_section$0ae55374-30c1-4a04-bfb8-ff50b64a4a11",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Strategic Takeaways for a Skills-centric organization:",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Think skills-first before people-first: ",spans:[],direction:b},{type:a,text:"Redirect your focus towards skills, making them the central currency in your talent strategy. This shift transcends traditional people-centric approaches, fostering a more dynamic and adaptable organizational culture.",spans:[],direction:b},{type:o,text:"Put skills at the heart of your organization: ",spans:[],direction:b},{type:a,text:"Elevate skills to a position of strategic importance within your organizational structure. This involves integrating skill considerations into decision-making processes, from recruitment and employee development to strategic planning.",spans:[],direction:b},{type:o,text:"Define your meaning of skills:",spans:[],direction:b},{type:a,text:"Clearly articulate what skills indeed 'mean' in the context of your organization. This encompasses a comprehensive understanding of soft skills, technical proficiencies, functional expertise, and individual interests and behaviors.",spans:[],direction:b},{type:o,text:"Adopt a new agile and problem-focused approach:",spans:[],direction:b},{type:a,text:"Embrace the trend of unbundling traditional job roles. In 2024, organizations are leaning towards a more adaptive model of work. Pivoting towards a problem-focused approach helps to steer away from conventional job-centric thinking and identify the challenges to be addressed or the ideal outcomes to be achieved, fostering a more proactive and solutions-oriented mindset.",spans:[],direction:b},{type:o,text:"Make skills a language:",spans:[],direction:b},{type:a,text:"Leverage a unified skills language to create skills-first employee experiences, from the hiring process to offboarding, to help solve the latest HR trends, challenges, and transformations and build an agile talent pipeline for the sector.",spans:[],direction:b},{type:o,text:"Connect skills management to your ecosystem: ",spans:[],direction:b},{type:a,text:"Now, how do you clearly visualize all of your company’s skills? How do you collect and manage them properly? You need to integrate a skills management platform into your organizational ecosystem, ensuring it is employee-centric and transparent. This connection facilitates a seamless flow of skills-related information and insights across various functions.",spans:[{start:gS,end:hp,type:k,data:{link_type:v,url:DA,target:R}}],direction:b},{type:o,text:"Establish a single source of Skills Data:",spans:[],direction:b},{type:a,text:"Establishing a single source of skills data, a Skills Hub, is crucial to collecting and gathering all skills data across your company. It facilitates easy management of your skills, data, ontology, and analytics. Your skills management platform can be your skills hub.",spans:[],direction:b},{type:o,text:"Cultural and technological transformation: ",spans:[],direction:b},{type:a,text:"Let’s clarify that a skills-first approach requires both cultural and technological shifts. You must have a good change management plan for your employees and your HR team where everyone should be involved, prepared, and empowered to share talent more freely within the organization, fostering a collaborative and skill-centric culture.",spans:[],direction:b}]},id:"content_text_section$40d4e86c-07f9-4669-81ef-fa9671418ae3",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:kM,title:[{type:a,text:DB,spans:[],direction:b}],content:[{type:a,text:"The 365Talents AI was designed and trained for use in HR and skill detections—that’s why we refer to it not just as artificial intelligence but as skills intelligence. 365Talents allows employees to define their skills and ambitions in their own words, on their own terms. It continuously improves the accuracy of the employees’ profile for better matching and provides HR managers with a clearer view of the company’s internal skills.",spans:[],direction:b},{type:a,text:"For global enterprise companies of a certain size and ambition, 365Talents delivers a seamless and smart experience across more than 45 languages. It empowers individuals to express themselves authentically and in their preferred language, fostering an inclusive and personalized talent management experience tailored to the diverse linguistic needs of global companies.",spans:[],direction:b},{type:a,text:"Additionally, 365Talents integrates Generative AI to refine talent acquisition and development by keeping your skills ontology updated with the latest trends in your industry. Our advanced AI system is designed to identify the most relevant skills in the market and efficiently recognize trending jobs. By doing so, it provides HR professionals with up-to-date knowledge about the critical skills and job roles that are in high demand.",spans:[],direction:b},{type:a,text:"Most importantly, 365Talents makes skills accessible to all your other HR processes and systems. Integrating with over 50 HR applications, your skills framework powered by 365Talents can serve as a common language for Talent Management and Talent Experience.",spans:[],direction:b},{type:a,text:"Want to learn more about how you can shift to a skills-based HR strategy? Get in touch with 365Talents today.",spans:[{start:ea,end:jh,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}],direction:b}]},id:"content_text_section$ed258eae-d571-4948-833b-a8bfae177492",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:nl,spans:[],direction:b}],suggested_grp:[{article:{id:ko,type:l,tags:[],lang:f,slug:r,first_publication_date:kp,last_publication_date:kq,uid:kr,link_type:h,isBroken:g}},{article:{id:mN,type:l,tags:[],lang:f,slug:ga,first_publication_date:mO,last_publication_date:mP,uid:ga,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:av,version:i,items:[],primary:{img:{dimensions:{width:2066,height:1687},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fbb7ff244-64e0-4dd4-a4e2-ff78e22eec87_365-reflexion.png?auto=format,compress",id:"ZD5gIBAAACAAmoBy",edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:gk,spans:[],direction:b}],text:[],btntxt:[{type:a,text:iZ,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:pI,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Du,spans:[],direction:b}],thumb_description:[{type:a,text:Dv,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:kE,uid:ee,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZikbSxAAAGqJETxC%22%29+%5D%5D",tags:[],first_publication_date:kF,last_publication_date:kG,slugs:[ee],linked_documents:[],lang:f,alternate_languages:[{id:"ZioURxAAAA2hFZSs",type:l,lang:T,uid:"ia-generative-365talents-organisations-basees-competences-succes"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:"365Talents Generative AI helps Skills-Based Organizations to thrive",sitename:D,description:DC,img:{dimensions:{width:K,height:J},alt:"GenAI for SBO",copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}}},id:om,slice_type:H,slice_label:e}],hero_title:[{type:F,text:DD,spans:[],direction:b}],category_grp:[{category:{id:fh,type:x,tags:[],lang:f,slug:bW,first_publication_date:fi,last_publication_date:fj,uid:bW,link_type:h,isBroken:g}},{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cl,type:t,tags:[],lang:f,slug:aj,first_publication_date:cm,last_publication_date:cn,uid:aj,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:DE,copyright:e,url:i_,id:i$,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:qq,u_date:wq,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Why empower SBOs with GenAI ",spans:[],direction:b},{type:a,text:"Generative AI holds immense potential to transform skills-based organizations and HR strategies by leveraging its capabilities to generate tailored solutions. ",spans:[],direction:b},{type:a,text:"As SBOs focus on their workforce’s skills and potential rather than their jobs, GenAI can empower and revolutionize them with: ",spans:[],direction:b},{type:j,text:"Personalized Skill Development: Generative AI can analyze data to identify individual skills gaps and strengths. By understanding each employee's unique skill profile and aspirations, it can generate personalized training and development programs. This tailored approach ensures that employees receive training that directly aligns with their needs, enhancing their skills and boosting overall organizational performance.",spans:[{start:d,end:at,type:c}],direction:b},{type:j,text:"Predictive Analytics: Generative AI can predict future skill requirements based on current trends and market demands. By analyzing data from various sources such as job postings, industry reports, and internal performance metrics, it can forecast which skills will be most valuable in the future. This foresight enables HR professionals to proactively address skill gaps and ensure that the workforce remains competitive and enhance their employability.",spans:[{start:d,end:V,type:c}],direction:b},{type:j,text:"Skill Matching and Talent Acquisition: It can boost the recruitment process by accurately matching candidates' skills with job requirements. By analyzing resumes, job descriptions, and skill databases, AI identifies candidates who possess the precise skills needed for a particular role, regardless of their job titles or backgrounds.  Generative AI can generate an analysis to show who matched the best and helps HR in the selection process, ensuring that organizations hire the best-suited talent, leading to improved performance.",spans:[{start:d,end:bl,type:c}],direction:b},{type:j,text:"Continuous Learning and Upskilling: Generative AI can facilitate continuous learning and upskilling initiatives within organizations by analyzing employee performance data and learning preferences, and recommending relevant training modules and resources in real time. Additionally, it can generate interactive learning experiences, such as simulations and virtual reality scenarios to enhance engagement and retention.",spans:[{start:d,end:aS,type:c}],direction:b},{type:j,text:"Efficient Workflow Automation: GenAI can streamline administrative tasks related to skills management and HR processes. By automating routine tasks such as scheduling training sessions, tracking skill progression, and generating job descriptions or performance reports, it frees up HR professionals to focus on strategic initiatives and employee development.",spans:[{start:d,end:aZ,type:c}],direction:b}]},id:on,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Why 365Talents GenAI is the right choice for SBOs",spans:[],direction:b}],image:{dimensions:{width:mQ,height:786},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65784539531ac2845a26014f_Offerpersonalizedtalentdevelopmentsuggestions.png?auto=format,compress",id:"ZXhFOVMawoRaJgFP",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:oo,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The integration of generative AI innovates talent management by seamlessly aligning each individual's career narrative with the overarching story of their company's values, challenges, and objectives. This integration adds significant additional value for our clients, allowing them to customize it according to their specific needs, cultures, and policies, ensuring a tailored and enhanced user experience.",spans:[{start:aU,end:eB,type:c},{start:cF,end:gy,type:c}],direction:b},{type:a,text:"Since its inception, 365Talents has focused on developing a powerful AI system adapted specifically for HR professionals. Our AI capabilities encompass intelligent suggestions for skills development, internal mobility, career development, and workforce analysis. ",spans:[{start:eB,end:hd,type:c}],direction:b},{type:a,text:"365Talents is the first in the industry to combine the power of talent experience AI capabilities and cutting-edge generative AI, enabling us to boost 365Talent’s AI capacities to better assist and simplify user’s daily work.",spans:[{start:bq,end:gc,type:c}],direction:b},{type:a,text:"What sets 365Talents apart in this integration is its unique philosophy of decentralizing knowledge and empowering employees to participate actively in the skills and talent management process. ",spans:[],direction:b},{type:a,text:"Unlike other solutions, 365Talents allows each employee to self-declare their skills in their own words and perform self-assessments. This approach enables the creation of an open skills framework that is personalized and relevant for each customer based on their specific industry, needs, and requirements.",spans:[],direction:b},{type:a,text:"With the integration of generative AI, 365Talents’ AI capabilities are enhanced. This lets us generate more accurate and comprehensive job descriptions to increase efficiency and productivity, provide smart insights on market trends for each job, and improve decision-making. By leveraging the power of generative AI, our platform goes beyond a simple integration. We utilize the most up-to-date data available on the internet, scanning articles and sources to ensure that job and skills descriptions are always current and aligned with the latest industry shifts.",spans:[{start:hN,end:nD,type:c}],direction:b}]},id:ws,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How do 365Talents GenAI capacities work?",spans:[],direction:b},{type:a,text:"365Talents launched its new generative AI capabilities in partnership with Microsoft a few months ago. This breakthrough collaboration results from 365Talents' seven years of expertise and investment in AI research and development, resulting in a truly innovative solution for Skills and Talent Management.",spans:[],direction:b},{type:a,text:"Due to our expertise, our AI tools are able to build personalized skills frameworks relative to your company's unique needs, boost your HR team efficiency, and help your organization stay competitive and accurate with skills trends insights.",spans:[],direction:b}],image:{dimensions:{width:2103,height:1275},alt:"career evolution",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F5f6afd98-ea12-40c4-86da-da64ad81054e_img-en-technology-session-2-career-evolution-planing-mobility-training-opportunities-ai-suggestions-smart.png?auto=format,compress",id:"ZCtRpBAAAB8AzhoZ",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:op,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"How 365Talents boosts efficiency with content generation",spans:[],direction:b},{type:a,text:"We understand that a relevant job description is vital in finding the right candidate. As technology rapidly advances and skill sets evolve, job descriptions require updating. 365Talents GenAI technology helps craft or update job requirements in accordance with these changes, resulting in highly accurate job descriptions saving recruiters and hiring managers time and money, while attracting the right candidates for each role.",spans:[],direction:b},{type:a,text:"Recently introduced, the Job Description Generator from 365Talents has discreetly revolutionized our customers' task management approach. Through seamless integration with GenAI technology, this groundbreaking tool has streamlined and expedited the customization of job descriptions, projects, and vacancies. This empowerment allows HR professionals to allocate their time effectively, engaging in substantial discussions with hiring managers to delineate candidate profiles that resonate with business objectives. ",spans:[{start:jY,end:iB,type:c},{start:Au,end:384,type:c},{start:446,end:DF,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Main benefits of this feature:",spans:[{start:d,end:aZ,type:c}],direction:b},{type:j,text:"Avoid the difficulty of drafting an accurate job description due to unfamiliarity with the specific field — as an HR manager, this is a common challenge.",spans:[{start:iA,end:gR,type:c}],direction:b},{type:j,text:"Quickly and effortlessly craft job descriptions that include relevant and trending skills, serving as a basis for the initial interview with the hiring manager to refine it.",spans:[],direction:b},{type:j,text:"Easily identify the right candidate for the position.",spans:[],direction:b},{type:j,text:"Update skills ontologies with relevant and trending skills that your business requires.",spans:[],direction:b},{type:a,text:"With the 365Talents Job Description Generator, HR professionals can now create tailored job descriptions quickly and effortlessly, freeing up time to focus on other strategic initiatives. It reinforces our commitment to providing best-in-class solutions that support organizations in their skills-based organization transformation journey.",spans:[],direction:b}],image:{dimensions:{width:DG,height:DH},alt:e,copyright:e,url:DI,id:DJ,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:oq,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"Segula Technologies' Success Story",spans:[],direction:b}],content:[{type:a,text:DK,spans:[],direction:b},{type:a,text:"But it doesn't stop there, as Segula Technologies has also utilized the new feature to create job descriptions tailored specifically for workers in the aerospace industry. 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With rapid changes in technology and industry practices, it's increasingly difficult for HR managers to keep pace and ensure job descriptions remain relevant and attractive to potential candidates while maintaining the company’s competitiveness.\nYou may want to try to do it manually, but it is very difficult to handle when you have thousands of employees.\n\nWe'd like to introduce Job Benchmark, a new feature that addresses these pain points.  Empowered by AI and combined with GenAI, it analyzes and reveals unexpected skills not currently listed in your job descriptions. 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GenAI alleviates the burden of crafting job descriptions for unfamiliar domains while ensuring that the skills ontology remains up-to-date.",spans:[],direction:b},{type:a,text:"Recognizing the paramount importance of accurate job descriptions in attracting suitable candidates, 365Talent’s Job Benchmark dynamically adjusts job requirements in response to technological advancements and evolving skill sets, ensuring that job descriptions remain relevant and competitive. This innovative feature also unveils latent skills within job descriptions and offers insights into prevailing industry trends, empowering HR managers to maintain a competitive edge in talent acquisition.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"In response to specific organizational challenges, 365Talents' Skills Vision offers tailored action plans informed by pertinent articles and industry insights. 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By seamlessly integrating with GenAI technology, this innovative tool has simplified and accelerated the creation of tailored job descriptions, projects, and open positions, enabling HR professionals to focus their time on having meaningful discussions with hiring managers to define relevant candidate profiles aligned with business needs. Let's explore how this advanced feature is optimizing HR workflows and driving efficiency for organizations across the globe through our customer story. ",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:"SEGULA Technologies, a worldwide engineering leader covering key industrial sectors such as automotive, aeronautics, naval, energy, rail, and more. Since 2020, they've partnered with 365Talents to support them in the skills-based organization transformation journey. Within Segula’s HR department, HR managers are facing a significant challenge: crafting and updating job descriptions across a dynamic and complex environment. ",spans:[],direction:b},{type:a,text:"With an existing job library of 180 job descriptions divided into 12 job families, the company needed to craft tailored new job descriptions, breathe life into outdated ones due to the industry's evolution, and ensure a cohesive and updated framework company-wide. Simplifying and automating the process thanks to AI is key to ensuring the project's success.",spans:[],direction:b},{type:a,text:"To address this challenge, Segula Technologies has decided to leverage the solution offered by 365Talents - Job Description Generator powered by Generative AI. ",spans:[],direction:b},{type:a,text:DK,spans:[],direction:b},{type:a,text:"But it doesn't stop there, as Segula Technologies has also utilized this new feature to create job descriptions tailored specifically for workers in the aerospace industry. This sector faced challenges in finalizing its skills library due to the highly technical nature of the jobs and the complexity of identifying relevant skills.  This approach facilitated the identification of skills associated with these roles and enabled their integration into the company’s skills ontology, making it more accessible and comprehensible.",spans:[],direction:b},{type:a,text:"The results of this innovative approach have been impressive. 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This will enable us to guarantee the relevance and consistency of our job descriptions for all company's business units.",spans:[],direction:b}],name:[{type:a,text:"Arnaud Andorra",spans:[],direction:b}],job:[{type:a,text:"Global Talent Manager @ Segula Technologies",spans:[],direction:b}]},id:sX,slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"This approach has not only empowered the company to fulfill its recruitment and skills development imperatives but has also ushered in enhanced efficiency and consistency within HR processes across the board.",spans:[],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"“Our agility, combined with our expertise in artificial intelligence, enabled us to quickly come up with an innovative feature for automatically creating job descriptions. It's now a must-have for our customers. It's a testimony to our ongoing commitment to translating current innovations into simple solutions that improve the day-to-day lives of HR professionals.\"",spans:[],direction:b}],name:[{type:a,text:zj,spans:[],direction:b}],job:[{type:a,text:"AI Team Leader @ 365Talents ",spans:[],direction:b}]},id:Ax,slice_type:aO,slice_label:e},{variation:M,version:i,items:[],primary:{content:[],image:{dimensions:{width:DG,height:DH},alt:e,copyright:e,url:DI,id:DJ,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$00a3fe02-e423-42a1-8566-689894209713",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"With the 365Talents Job Description Generator, HR professionals can now create tailored job descriptions quickly and effortlessly, freeing up time to focus on other strategic initiatives. This latest innovation reinforces our commitment to providing best-in-class solutions that support organizations in their skills-based organization transformation journey. ",spans:[],direction:b},{type:a,text:"For more information about our Job Description Generator and how it can benefit your organization, please visit our website. ",spans:[],direction:b}]},id:"content_text_section$aee348da-ec46-4228-9126-0986a4e37056",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"ABOUT 365Talents",spans:[],direction:b}],content:[{type:a,text:"In a sea of so-called Skills Management tools, 365Talents stands out as the expert navigator of Skills-Based Organizations. We go beyond traditional approaches, offering more than just technology. Our approach is not just about managing skills; it's about making the entire process seamless, effective, and enjoyable.",spans:[],direction:b},{type:a,text:"Picture real-time insights into your workforce's skills, coupled with the expertise to implement strategic HR projects aligning with your business goals.\u2028\u2028",spans:[],direction:b},{type:a,text:"365Talents’ unique insights into talent mobility and skill development contribute to creating a more democratic, inclusive, and future-ready world of work where every individual has the power to shape their professional journey. \u2028\u2028",spans:[],direction:b},{type:a,text:"Start your skills journey with us today and join the ranks of trailblazers like Veolia, SLB, Total Energies, SocGen, and more. Let's unlock your workforce's full potential together!",spans:[],direction:b}]},id:"content_text_section$081a8c76-e319-4dd9-8224-1ce14c69e3ca",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:nl,spans:[],direction:b}],suggested_grp:[{article:{id:ko,type:l,tags:[],lang:f,slug:r,first_publication_date:kp,last_publication_date:kq,uid:kr,link_type:h,isBroken:g}},{article:{id:rP,type:l,tags:[],lang:f,slug:rQ,first_publication_date:rR,last_publication_date:rS,uid:rT,link_type:h,isBroken:g}},{article:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:"Meet Our Experts",spans:[],direction:b}],btntxt:[{type:a,text:iZ,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:pI,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:DP,spans:[],direction:b}],thumb_description:[{type:a,text:"365Talents unveils how its Generative AI integration optimizes HR workflows for global leaders. 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The approach is to strategically integrate 365Talents' skills intelligence and intelligent suggestions functionalities into the company’s existing talent platform. ",spans:[],direction:b},{type:a,text:"365Talents Skills Intelligence API seamlessly integrates skills extraction, identification, matching, and other crucial talent experience functionalities, empowering the HR team to build dynamic and personalized skills frameworks so they can:",spans:[],direction:b},{type:j,text:"Gain full visibility over their workforce for better decision-making.",spans:[],direction:b},{type:j,text:"Analyze HR data at all organizational levels for improved strategies.",spans:[],direction:b},{type:j,text:"Extract and centralize skills data from various sources.",spans:[],direction:b},{type:j,text:"Enrich skills framework with employee and market insights.",spans:[],direction:b},{type:j,text:"Match skills between employees, jobs, and learning opportunities.",spans:[],direction:b},{type:j,text:"Suggest personalized learning and career paths.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"By leveraging 365Talents' expertise, the company was able to consolidate its skills data and establish a unified skills ontology and framework. It also benefited from recommendations on effective communication and change management practices. Additionally, our clients benefit from shared best practices for deployment and operations within our extensive client network. This enables the company to deliver a seamless and personalized talent experience for employees right into their existing core HR systems.",spans:[],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"Our collaboration extends beyond APIs integration. Ensuring the project's success, we consistently provide our expertise and guidance on mapping various functionalities within our client’s HR systems, pinpointing the optimal APIs to deploy at the appropriate junctures. This approach guarantees that our client's HR system benefits maximally from the capabilities of 365Talents’ AI, while maintaining a streamlined and up-to-date data lifecycle. 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Organizations need concrete evidence and insights to thrive in the work environment and keep up with the market. \n\nIt’s more than evident that Human Resources is at the frontline in adapting its strategy to make better decisions based on data. This is mainly for talent management and engagement purposes, to face today’s challenges such as talent shortage. ",spans:[],direction:b},{type:a,text:"Integrating AI, data analytics, and machine learning into HR operations represents a significant opportunity for HR to enhance its role as a strategic business partner and to innovate and customize the HR initiatives organizations offer. ",spans:[],direction:b},{type:a,text:"If only 41% of HR professionals improved efficiency and drove business value through the skilled use of technology and data, the future of HR would be increasingly data-driven as technology for employee strategies has exploded. And as it’s in constant evolution, it will never be too late to get started. ",spans:[{start:bf,end:at,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002Fhr-competency-research-statistics\u002F",target:R}}],direction:b},{type:a,text:"In this article, we will deep dive into the definition of HR data-driven decision-making and how organizations can leverage AI and HR data analytics to empower their talent strategies through people analytics-informed decisions.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"What is data-driven decision-making, and what does it mean for HR? ",spans:[],direction:b},{type:o,text:"Definition of HR data-driven decision-making",spans:[],direction:b},{type:a,text:"Let’s start from the basement before reaching the roof: what is Data-driven decision-making?",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"What is Data-driven decision-making?",spans:[],direction:b}],content:[{type:a,text:"It is a process where decision-makers collect, analyze, and interpret quantitative or qualitative data to make informed decisions. It ensures unbiased and oriented choices, especially for their strategies. ",spans:[],direction:b},{type:a,text:"Data-driven decision-making for HR refers to the practice of using data and analytics to inform and guide human resources-related decisions within an organization. This approach involves different HR topics and processes such as employee performance metrics, recruitment data, engagement surveys, and demographic information.",spans:[{start:d,end:bg,type:c}],direction:b}]},id:D$,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"“In the context of HR, data-driven decision-making involves leveraging HR data and analytics to drive strategic HR initiatives and improve overall organizational performance.”",spans:[],direction:b}],name:[{type:a,text:"- The HRDigest",spans:[{start:ed,end:bq,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.thehrdigest.com\u002Fdata-driven-decision-making-in-hr\u002F#:~:text=Data%2Ddriven%20decision%20making%20in%20HR%20enables%20organizations%20to%20align,initiatives%20contribute%20to%20organizational%20performance.",target:R}}],direction:b}],job:[]},id:"quote_section$57cbf64b-5522-414c-8777-58960bd8547e",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Key benefits of data-driven decision-making in HR ",spans:[],direction:b},{type:a,text:"By utilizing HR data and analytics, organizations can enhance their decision-making processes' precision and knowledge base. Data furnishes unbiased evidence, allowing HR leaders and managers to discern trends, gaps, and correlations to empower them to make more impactful decisions, deploy tailored interventions to tackle challenges, and refine HR processes and operations.",spans:[],direction:b},{type:a,text:"By harnessing data-driven insights, HR professionals can make enhanced decisions across a range of areas, including: ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Recruitment and Selection: ",spans:[{start:d,end:an,type:c}],direction:b},{type:a,text:"Analyzing data on past hiring outcomes, candidate demographics, and performance metrics to improve the recruitment process, identify effective sourcing channels, and select candidates who best fit the organization.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Talent Management: ",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"Organizations will be able to better understand their workforce, including their strengths and weaknesses. Utilizing data on employee skills, performance evaluations, training outcomes, and career aspirations helps to identify high-potential employees, address skill gaps, find areas of improvement, and develop targeted career paths and training programs.",spans:[],direction:b},{type:a,text:"This enables HR to develop more effective talent management strategies and make real-time action plans for engagement, performance, workforce planning, and succession. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Employee Engagement and Retention: ",spans:[{start:d,end:bg,type:c}],direction:b},{type:a,text:"With HR data, organizations can identify factors that contribute to employee satisfaction, engagement, and well-being: employee survey data, feedback, and turnover rates… All these insights help to understand drivers of engagement and retention, identify areas for improvement in the employee experience, and implement initiatives to increase employee satisfaction and loyalty.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Employee Experience: ",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Organizations can improve their employee experience from the hiring process to offboarding by collecting data like skills, skills gaps, preferences and motivations, engagement rate, and more. It enables HR to improve employee experience with personalized training and skills development plans, create new career paths, develop a more positive work environment, and make wellness initiatives. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Performance Management: ",spans:[{start:d,end:ap,type:c}],direction:b},{type:a,text:"Using data on individual and team performance metrics, goal achievement, and feedback to provide more objective and meaningful performance evaluations, identify areas for improvement, and align performance goals with organizational objectives.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Strategic Alignment: ",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Aligning your organization’s business goals with your employees' objectives and motivations is vital in this fast-paced business environment. Data-driven decision-making in HR actually enables organizations to align their HR strategies with overall organizations goals. ",spans:[],direction:b},{type:a,text:"Collecting, analyzing, and comparing HR data to organizational context can help identify the most effective strategy for your organization's performance. HR leaders can then prioritize and allocate resources more effectively, ensuring that HR strategies line up with business and employees’ goals.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Workforce Planning: ",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"Analyzing workforce demographics, turnover trends, and succession planning data to help forecast future talent needs, identify potential risks or shortages, and develop strategies to ensure a sustainable and skilled workforce.",spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:a,text:"Increased Efficiency: ",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"Through the review of HR data, organizations can pinpoint inefficiencies and enact procedural enhancements that save time, reduce costs, and bolster overall HR operations. For instance, by scrutinizing data related to recruitment and onboarding procedures, organizations can uncover bottlenecks and refine these processes to attract and retain top talent more effectively.",spans:[],direction:b}],image:{dimensions:{width:K,height:J},alt:"HR analytics",copyright:e,url:oc,id:od,edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:qs,spans:[],direction:b}]},id:qt,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How AI is revolutionizing people analytics and enabling HR professionals to make data-driven decisions",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"AI and analytics are reshaping HR",spans:[],direction:b},{type:a,text:"It’s not new that AI, analytics, and machine learning are reshaping the world of work. Integrating them into the HR processes is a fantastic opportunity to enhance their role as a strategic business partner of People Operations. ",spans:[{start:hD,end:qc,type:k,data:{id:sz,type:co,tags:[],lang:f,slug:sA,first_publication_date:sB,last_publication_date:sC,uid:sD,link_type:h,isBroken:g}}],direction:b},{type:a,text:"HR teams can now use AI to automate non-value-added and repetitive activities like legal requirements, holiday and pay allowances, etc, with several powerful tools that will give them time back to focus on more important tasks, enhancing their role as strategic allies while revolutionizing and tailoring HR initiatives. They’ll be able to plan for the future and focus on understanding how their organization will change, plus the skills that will be needed.",spans:[],direction:b},{type:a,text:"Consequently, HR professionals and leaders must grasp the potential benefits and obstacles of AI and machine learning.\nHR has never been more important, especially now with the development of AI that is transforming organizations intensely. HR’s role is to be prepared and to arrange their teams, organizations, and workforce to face it as AI constantly challenges how we work and how HR teams do things.That’s why, HR must reskill and upskill themselves and their employees to be ready and adapt their strategy for this new challenge. ",spans:[],direction:b},{type:a,text:"Using AI and technology to gain more insights through data analysis helps to understand what works and what doesn’t anymore and improve existing strategies - or change them completely. AI also helps collect and analyze data so HR teams can extract those insights more humanly and plan accordingly for their strategy and workforce. ",spans:[],direction:b},{type:a,text:"AI and Generative AI hold the potential to revolutionize HR analytics by shifting from a pull to a push model, democratizing access to data insights across organizations. This transformation empowers individuals to effortlessly interact with data in their preferred format, enhancing strategic decision-making. Furthermore, advancements in synthetic data creation offers opportunities to securely share and analyze sensitive HR data, paving the way for a substantial evolution in people analytics practices within organizations over the coming years.",spans:[],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"“We're seeing a complete transformation over the next five to ten years of how people analytics will be done in organizations... moving from a pull to a push concept... this helps HR teams who sometimes don't necessarily love data analysis, to analyze data and extract those insights in a much more human way.”",spans:[],direction:b}],name:[{type:a,text:"-  Bernard Marr,",spans:[],direction:b}],job:[{type:a,text:"on Digital HR Leaders podcast: Achieving AI & Human Synergy in Data-Driven HR ",spans:[{start:d,end:dI,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fhow-ai-generative-analytics-fuelling-data-driven-hr-david-green--dlzge\u002F",target:R}}],direction:b}]},id:sX,slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Data-driven decisions fuel skills-based organizations",spans:[],direction:b},{type:a,text:"When it comes to skills-based organizations, data-driven decisions play a pivotal role in fueling skills-based organizations, where the focus is on leveraging individual competencies to drive organizational success.",spans:[],direction:b},{type:a,text:De,spans:[],direction:b},{type:a,text:"Last but not least, data analytics can provide valuable insights into employees' career aspirations, strengths, and areas for growth. By leveraging this information, organizations can offer tailored career development opportunities that align with individual skills and goals, increasing employee engagement and retention. It is also easier for HR teams to gain insights from industry trends, and market demands and compare them to internal skills data to forecast future skills requirements. ",spans:[],direction:b},{type:a,text:Df,spans:[{start:$,end:ai,type:k,data:{id:sZ,type:ck,tags:[],lang:f,slug:aT,first_publication_date:s_,last_publication_date:s$,uid:aT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"More specifically, the rise of generative AI democratizes access to analytics, information, and skills across roles, personalizing skills development and career paths and improving the employee experience as a whole.",spans:[{start:at,end:bj,type:k,data:{id:qe,type:l,tags:[],lang:f,slug:qf,first_publication_date:qg,last_publication_date:qh,uid:qi,link_type:h,isBroken:g}}],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"A solution tailored to meet the unique needs of enterprise businesses is what we do! ",spans:[],direction:b}],content:[{type:a,text:"365Talents introduced its latest product release a few months ago, the 365Talents Skills Intelligence APIs. The solution is specifically designed to supercharge organizations in their skills-based organization transformation journey who want to boost their existing HR systems with skills intelligence without adding a new platform.",spans:[],direction:b},{type:a,text:"This comprehensive offering encompasses a wide range of capabilities to keep empowering them along the journey, from skills mapping to job standardization, skills extraction, skill matching, and smart workforce intelligence features. ",spans:[],direction:b},{type:a,text:"With 365Talents Skills Intelligence APIs, organizations can increase visibility on their workforce and gain valuable insights to provide fully customized talent experiences that align with their business and HR requirements.",spans:[],direction:b}]},id:"content_text_section$73f79bba-b764-44ca-a626-c0c9ab3e774c",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:" Using AI for data-driven decisions to leverage talent and skills management ",spans:[],direction:b}],image:{dimensions:{width:631,height:uL},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F4df3a519-d8ab-40a1-be7c-2cb99b4a39f2_Hero_ai-and-technology_FR.png?auto=format,compress",id:"ZCWdRRAAAB8AxUEy",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$5f116dc2-ed67-4e50-b221-9c987678533a",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The global talent ecosystem is undergoing a rapid transformation, driven by the changing needs and expectations of the workforce, the increasing complexity and diversity of skills, and the emergence of new technologies and platforms. In order for skills-based organizations to be fueled by data-driven decisions, it involves utilizing various data points and analytics to enhance the overall employee experience and skills management within an organization. ",spans:[],direction:b},{type:a,text:"As previously mentioned, analyzing HR data helps organizations impact their employee experience. From the hiring process to offboarding, gathering data on skills, preferences, motivations, engagement rates, and other relevant metrics, empowers HR to: have an accurate skills inventory, identify skills gaps, offer personalized development plans, optimize resources allocation, empower performance management, enhance the employee experience, foster the creation of innovative career trajectories, etc. ",spans:[],direction:b}]},id:Ea,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:kN,title:[{type:a,text:"What Skills Intelligence solutions can do?",spans:[],direction:b}],content:[{type:a,text:"Skills Intelligence solutions enable you to build a dynamic and personalized skills framework to get better visibility on your current workforce and build the one of tomorrow. You can use them to:",spans:[],direction:b},{type:j,text:Do,spans:[],direction:b},{type:j,text:Dp,spans:[],direction:b},{type:j,text:Dq,spans:[],direction:b},{type:j,text:Dr,spans:[],direction:b},{type:j,text:"Analyze gaps and trends at individual, team, and organizational levels",spans:[],direction:b}]},id:"content_text_section$509990d0-1d1c-4d7f-9a9f-83768d1060ab",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"However, many organizations still need help to provide a seamless and personalized talent experience for their employees, primarily when they have heavily invested in their core HR systems. HR will probably ask themselves: “Where do I start? What do I already know? What other tool do I need since I started building my HR tech stack? And if I pick a new solution, how can I integrate it into my core HR systems? How can my data be safe?”.\n\nThe key is finding a tool that can be seamlessly integrated to your already existing HR core systems. One that can collect and analyze your information and help you make more informed decisions while being completely safe for your HR data.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"How can HR initiate data-driven decision-making? A short guide to get started",spans:[],direction:b},{type:a,text:"Introducing data-driven decision-making in HR demands meticulous planning and execution. Here is a short guide to get started: ",spans:[{start:d,end:dr,type:c}],direction:b},{type:o,text:"1. Develop new skills for a new HR",spans:[],direction:b},{type:a,text:"The dynamic and evolving world of work requires HR professionals to develop new skills to contribute to their organization’s goals and help their businesses thrive. According to a report by IBM, 70% of HR executives say the HR function is ripe for reinvention.",spans:[{start:bR,end:ks,type:k,data:{link_type:v,url:BT,target:R}},{start:kx,end:lS,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ibm.com\u002Fdownloads\u002Fcas\u002F0LR4N1WK",target:R}}],direction:b},{type:a,text:"New talent management and employee experience strategies need new essential skills that current and future HR, and people analytics professionals, should cultivate to adapt to this era of rapid technological advancement.\n\nTo excel in data-driven decision-making, they require a diverse technical and soft skills set. Some of these essential skills are:",spans:[],direction:b},{type:j,text:"Change management and consulting: HR professionals must pave the way for their teams to make transformational processes more manageable for the organization. They have to be able to lead and support the changes happening in their company, communicate, and reassure their collaborators.",spans:[],direction:b},{type:j,text:"People Analytics: Also known as HR analytics or workforce analysis, it refers to the use of data and analytics to understand, manage, and optimize various aspects of the workforce within an organization. As their role evolves, a particular understanding of the value data can bring to the organization and the ability to demonstrate it is key. ",spans:[],direction:b},{type:j,text:"Data Literacy: Understanding basic data concepts and being able to interpret it accurately is fundamental. HR professionals should be comfortable with data analysis tools and techniques.",spans:[],direction:b},{type:j,text:"Statistical Analysis: Proficiency in statistical analysis enables HR professionals to derive meaningful insights from data, identify trends, and make informed decisions.",spans:[],direction:b},{type:j,text:"Critical Thinking: The ability to critically evaluate data and draw logical conclusions is essential. HR professionals should be able to assess the reliability and relevance of data before using it to make decisions.",spans:[],direction:b},{type:j,text:"Collaboration: Working collaboratively with colleagues from different departments, including IT and analytics teams is essential for successful data-driven decision-making in HR.",spans:[],direction:b},{type:j,text:"Ethical Considerations: Understanding the ethical implications of using data in decision-making is essential. HR professionals should adhere to privacy regulations and ensure data is used responsibly and ethically.",spans:[],direction:b},{type:j,text:"Continuous Learning: The field of data analytics is constantly evolving. HR professionals need to be committed to continuous learning to stay updated on the latest trends, tools, and techniques in data analysis.",spans:[],direction:b},{type:a,text:"Focus on the role of HR data analysts",spans:[{start:d,end:bs,type:c}],direction:b},{type:a,text:"Understandably, it takes time for Human Resource Leaders to learn and develop new skills, and they can only do so if they have time to allocate to their own development. Organizations often require the expertise of HR analysts to help them effectively utilize data and analytics. Equipped with technical skills and knowledge, HR data analysts extract meaningful insights and convey them to HR leaders and managers. They are crucial in facilitating informed decisions based on objective evidence and steering strategic HR initiatives.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Define key metrics and objectives",spans:[],direction:b},{type:a,text:"Start by identifying the key HR metrics that align with your organization’s goals and objectives. They may encompass employee turnover, engagement, performance, and productivity. By establishing clear objectives and KPIs, you can focus on data collection and analysis efforts of areas critical to your organization’s success.",spans:[],direction:b},{type:a,text:"“Making the HR function more data-informed has numerous benefits not only for the HR operations but also for the organization.”",spans:[{start:d,end:dr,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002Fhr-metrics-examples\u002F",target:R}}],direction:b},{type:a,text:"So here are a few examples for you to take a look at when building your data-driven plan: ",spans:[],direction:b}],image:{dimensions:{width:1024,height:680},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZflSYQ4qyfNhFxv3_hr-metrics-to-know.png?auto=format,compress",id:"ZflSYQ4qyfNhFxv3",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$4695caed-bba7-4dfa-90c2-488694cac4cf",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"3. Collect and centralize HR data",spans:[],direction:b},{type:a,text:"Aggregating HR data from diverse sources into a unified, centralized system is key. This involves integrating data from HRIS systems, performance management tools, employee surveys, and other relevant sources. Centralizing it ensures accuracy and accessibility, facilitating easier analysis and interpretation.\n",spans:[],direction:b},{type:o,text:"4. Analyze and interpret data",spans:[],direction:b},{type:a,text:"Once data is centralized, conduct an analysis to derive valuable insights. You can utilize statistical analysis techniques to identify trends, patterns, and correlations within the data. Then, visualize results through charts, graphs, and dashboards to enhance comprehension and communication. This enables to draw meaningful conclusions and to make informed strategic decisions.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. Implement data-driven actions and interventions ",spans:[],direction:b},{type:a,text:"Leverage insights from data analysis to implement targeted interventions. For instance, if analysis indicates a high turnover rate in a specific department, investigate underlying causes and devise strategies for mitigation. These strategies involve improving leadership practices, enhancing employee engagement initiatives, or introducing training and development programs.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Monitor and evaluate ",spans:[],direction:b},{type:a,text:"Continuously monitor and evaluate the impact of data-driven interventions. Track key HR metrics over time to assess strategy effectiveness and plan interventions as needed based on fresh data and insights. Embracing a continuous improvement mindset ensures HR strategies remain responsive to evolving organizational requirements and workforce dynamics.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"But to accomplish that, you might need an HR tool that will make it easy for you. But how do you choose the right HR software? ",spans:[{start:ho,end:dr,type:c}],direction:b}]},id:"content_text_section$7eebbdcb-73aa-4267-8ca7-c5933dec8ef8",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Choosing the right HR tool for data-driven decisions",spans:[],direction:b},{type:a,text:"To select the right tool to initiate your data-driven decision-making plan, you need to look at what’s the most important for your organization and your workforce planning. Nowadays, one subject comes to mind when depicting the future of the world of work: skills.",spans:[{start:je,end:Eb,type:k,data:{id:nW,type:l,tags:[],lang:f,slug:r,first_publication_date:nX,last_publication_date:nY,uid:nZ,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Organizations are experiencing a shift from being job-driven to skills-based. It requires a nuanced and thoughtful change management approach that allows your leaders and people to internalize the value of skills as a mindset as much as a talent management strategy. And for good reason, as SBOs are more inclined to thrive in today’s disruptive markets.",spans:[{start:aU,end:hF,type:k,data:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{start:ly,end:se,type:k,data:{id:ko,type:l,tags:[],lang:f,slug:r,first_publication_date:kp,last_publication_date:kq,uid:kr,link_type:h,isBroken:g}}],direction:b},{type:a,text:"You need to understand the skills of your employees and empower them with personalized learning and career suggestions. Yet, you may be hesitant to adopt a new platform due to concerns of change management overload. You are satisfied with your current HR systems and want to enhance them with Skills Intelligence and intelligent AI matching & suggestion capabilities. The following questions may resonate with you:",spans:[{start:aY,end:dA,type:c},{start:cj,end:fz,type:c}],direction:b},{type:L,text:"How can I do that without adding another platform to your existing talent ecosystem?",spans:[],direction:b},{type:L,text:"How can I avoid the change management overload that comes with implementing new solutions?",spans:[],direction:b},{type:L,text:"How can I leverage the data and systems that you already have to create a better talent experience?",spans:[],direction:b},{type:a,text:"At 365Talents, we provide a complete set of Skills Intelligence APIs to bring skills extraction, identification, matching, and other essential Talent Experience capabilities, based on dynamic Skills Intelligence, to collect and centralize all of your organization’s skills and enhance your talent experience. Combining 365Talents unique Workforce Intelligence capabilities, our API-first approach has many benefits for your organization: ",spans:[],direction:b},{type:j,text:"Build the Talent Experience you want, fully customized and thoroughly adapted to your business and HR rules.",spans:[],direction:b},{type:j,text:"Leverage 365Talents technology with our proven experience of multiple successful deployments, serving millions of users across various industries.",spans:[],direction:b},{type:j,text:"Limit change management for Users: New experience, Same environment, for an optimized adoption.",spans:[],direction:b},{type:a,text:"Through APIs, provide 365Talents Skills Intelligence (inference, management, translation, dynamic ontology, analytics), smart matching, and suggestions to your core HR tools for a better skills application. ",spans:[],direction:b},{type:a,text:"How do we do it? Find out!",spans:[{start:d,end:an,type:c}],direction:b}],image:{dimensions:{width:mb,height:nm},alt:e,copyright:e,url:DR,id:DS,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$d7578ba0-747c-469f-84b8-8743f53b7b0b",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"How 365Talents helps you make more informed decisions with Skills Intelligence API?",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:Ec,spans:[{start:d,end:cb,type:c}],direction:b},{type:a,text:"Among 365Talents Skills Intelligence APIs, 365Talents provides Workforce Intelligence capacities, leveraging over seven years of working experience with customers. The Workforce Intelligence platform serves as a centralized hub for skills data and workforce analysis, providing you with the tools needed to manage your workforce effectively. Our solution empowers you with actionable insights, comprehensive dashboards, and data visualizations across various levels of visibility. This proactive approach enables the early identification of skill gaps in the present and future.",spans:[],direction:b},{type:a,text:"Furthermore, you can seamlessly connect employee and job frameworks to enhance the quality of your insights, analysis, and suggestions. The platform enables you to map, analyze, and stay up-to-date on roles and responsibilities using both internal and external data sources, allowing you to visualize their evolution and optimize your talent management strategies, while ensuring that your workforce remains agile and well-prepared for the evolving demands of the market.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:Ed,spans:[{start:d,end:dw,type:c}],direction:b},{type:a,text:"365Talents Skills Intelligence APIs support your transformation journey to become a skills-based organization as it accelerates skills and job mapping by deconstructing the workforce into its core elements: skills. What sets 365Talents apart is our commitment to empowering employees to describe themselves and their roles in their own words in over 45 different languages. 365Talents’ AI constructs a 100% personalized framework, drawing from all available data within your organization, whether it's structured or not. This includes existing skills databases, job and project descriptions, performance interviews, and more. ",spans:[],direction:b},{type:a,text:"Moreover, our real-time AI interaction capabilities seamlessly integrate with user-facing systems. Users can describe a project within their system and instantly receive skill suggestions based on the text they input. The result is an open and personalized skills framework that faithfully reflects your company's specificities and realities.",spans:[],direction:b},{type:a,text:"Our AI is not only multilingual but also multifaceted, with the capability to detect skills, comprehend nuanced experience descriptions, organize intricate skills frameworks, and make precise matches between skills, opportunities, and talents. This approach provides a truly dynamic and personalized understanding of your workforce, fostering an agile environment where every skill counts.\n",spans:[],direction:b},{type:a,text:Ee,spans:[{start:d,end:cb,type:c}],direction:b},{type:a,text:"365Talents' AI matching automates and expedites the matching process by providing smart suggestions to the best profiles, uncovering hidden gems in your employees' skills and motivations. These suggestions come with clear explanations showcasing the commonalities and transferable skills between opportunities and employees. This ensures more informed and strategic staffing decisions, guaranteeing that suitable candidates are placed in the perfect roles when needed.",spans:[],direction:b},{type:a,text:"Additionally, 365Talents' APIs solution fosters meaningful discussions about professional aspirations, empowering your employees to take ownership of their careers and close skill gaps. It shows the learning paths that lead individuals to their desired destinations and offers intelligent skill suggestions to maintain up-to-date employee profiles.\n",spans:[],direction:b},{type:a,text:Ef,spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:"Skills are widespread and constantly evolving, acquired through formal training and everyday work experiences, whether on an ATS tool or collaboration platform. 365Talents can connect to your HRIS and all HR solutions, excelling at harvesting skills insights from wherever they can be found and seamlessly making this information available exactly where it's needed. Our meticulously documented API effortlessly integrates with your HR and workplace software, ensuring a smooth and harmonious alignment with your existing tooling stack. Most importantly, this integration has zero impact on the user experience: you can continue using the same tools while we enhance them with the power of skills and AI.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"A solution that keeps all your HR data safe",spans:[{start:d,end:bP,type:c}],direction:b},{type:a,text:"HR data is the most sensitive information in your organization. 365Talents was built with data security and privacy policies integrated into the platform design. Our data practices are regulatory compliant internationally and go beyond the legal requirement to offer your people impenetrable protection and customizable control over data collection.",spans:[],direction:b},{type:a,text:"All data gathered through 365Talents is fully encrypted at the infrastructure level, and undergoes routine security audits, and gray box pentest by clients and third-party teams to ensure its safety. Additionally, we are also SOC2 certified.",spans:[],direction:b}],image:{dimensions:{width:mb,height:nm},alt:e,copyright:e,url:DT,id:DU,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$44938247-ce68-48fe-a49f-e6e400680b2f",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"How our customers use 365Talents Skills Intelligence APIs",spans:[],direction:b},{type:a,text:"Leaders from different industries across the world already have existing and well-structured HR ecosystems. But to fully transform into skills-based organizations, they use our Skills Intelligence APIs in order to:",spans:[],direction:b},{type:j,text:"Improve effectiveness in talent placement",spans:[],direction:b},{type:j,text:"Increase retention of high performers",spans:[],direction:b},{type:j,text:"Provide visibility on career paths",spans:[],direction:b},{type:j,text:"Improve employee experience",spans:[],direction:b},{type:j,text:"Anticipate change and be able to respond efficiently and effectively.",spans:[],direction:b},{type:a,text:"By adding Skills Intelligence capabilities, they can integrate skills declaration and extraction, smart suggestions, skills gaps, and workforce analysis into their existing libraries. Customers have now a dynamic skills ontology linked to jobs, a clear identification of relevant employees for a specific job based on skills, and clear visibility on their current strengths and gaps at the strategic level.",spans:[],direction:b},{type:a,text:"\nTo read the full success story, click here!\n",spans:[],direction:b},{type:a,text:"Utilizing data-driven decision-making in HR can revolutionize organizations, empower HR leaders and managers to make well-informed decisions, streamline HR operations, and elevate the employee experience. Through the collection and analysis of HR data, organizations can extract valuable insights into their workforce dynamics, enabling targeted interventions to enhance performance, engagement, and productivity. Adopting a data-driven mindset positions organizations for success in today's competitive business environment.",spans:[],direction:b},{type:a,text:"As we journey through continuous digital transformations, striking the ideal balance between human involvement and AI automation within HR operations is essential to fully leverage the potential of these technological advancements. We can’t forget the H(uman) in “HR,” as its role and expertise will always be essential to ensure human processes and fair practices. 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From industry leaders to budding startups, the war for top talent intensified as industries adapted to remote work and digital transformation. However, amidst these challenges lies a paradigm shift from traditional talent acquisition to the strategic approach of talent access.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Talent trends are reshaping HR talent strategies",spans:[],direction:b},{type:a,text:"The latest talent trends have reshaped today’s world of work. With collaborators' new needs, market demands, competition, and digital transformation, HR needs to adapt its talent strategies. ",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"Talent bomb, talent shortage, skills shortage: what are the differences?",spans:[],direction:b}],content:[{type:a,text:"Talent bomb: The Talent Bomb is a global crisis in which HR fears a talent shortage and skills available in the labor market. It disrupts the balance between supply and demand for the qualified workforce and can have numerous consequences for a company's health and performance. In response, companies are forced to rethink their approach to talent management completely.",spans:[{start:d,end:aE,type:k,data:{id:nn,type:l,tags:[],lang:f,slug:r,first_publication_date:no,last_publication_date:np,uid:nq,link_type:h,isBroken:g}},{start:d,end:aY,type:c}],direction:b},{type:a,text:"Skills shortage: It refers to the mismatch between the skills sought by employers and those offered by candidates. It affects all sectors and all levels of qualification. In April 2022, the French public employment service Pôle Emploi published its ”Need for Manpower\" survey sent to companies to determine their recruitment needs and challenges. The results revealed that 58% of recruitments are deemed “difficult” and with unprecedented struggles by the 424,000 HR leaders questioned. ",spans:[{start:d,end:$,type:k,data:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}},{start:d,end:$,type:c},{start:mK,end:pS,type:k,data:{link_type:v,url:Ei,target:R}}],direction:b},{type:a,text:"Talent shortage: A talent shortage happens when there’s a significant disparity between the skills employers need for their organizations to thrive and the number of available employees or qualified candidates with those skills. It usually occurs when a company requires more specialized talent. A recent Korn Ferry report finds that by 2030, “more than 85 million jobs could go unfilled because there aren’t enough skilled people to take them.”",spans:[{start:d,end:au,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fjohnbremen\u002F2023\u002F01\u002F30\u002Fwhy-talent-shortages-persist-moving-beyond-the-great-resignation-and-quiet-quitting\u002F",target:R}},{start:d,end:au,type:c},{start:wx,end:nP,type:k,data:{link_type:v,url:Dx,target:R}}],direction:b}]},id:D$,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:o,text:"The evolution of talent shortages",spans:[],direction:b},{type:a,text:"Talent shortages have been a recurring theme in recent years, exacerbated by several factors, including demographic shifts, skill mismatches, and heightened competition among employers. The COVID-19 pandemic further exacerbated these challenges, prompting organizations to reassess their talent approaches and adapt to the new realities of remote work and virtual collaboration. As the workforce landscape continues to evolve, HR professionals are tasked with navigating these complexities and devising innovative solutions to attract, retain, and develop top talent.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Talent strategies are changing",spans:[],direction:b},{type:a,text:"In 2024, we anticipate a shift in talent strategies. While organizations have typically relied on talent pools for external talent management, there will be a notable transition toward fostering internal talent pools. This shift involves a proactive approach to identifying and cultivating transferable skills within the organization.",spans:[],direction:b},{type:a,text:"The rise of non-traditional talent pools will prompt a reassessment of conventional career progression frameworks. Consequently, organizations will need to reevaluate their career structures and advocate for self-directed and democratized career management. This approach empowers employees to steer their own career trajectories based on their accumulated skills and desired skill development. ",spans:[{start:aG,end:bO,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.indeed.com\u002Fcareer-advice\u002Fcareer-development\u002Ftalent-pooling",target:R}}],direction:b},{type:a,text:"Rather than solely focusing on traditional qualifications or job titles, organizations are placing a greater emphasis on identifying and nurturing specific skills and competencies. This enables them to build more versatile and agile teams capable of meeting evolving business needs. We call it “The shift towards skills-based organizations and development.”",spans:[{start:gX,end:gy,type:k,data:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}},{start:pn,end:sj,type:k,data:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Additionally, there's a growing recognition of the importance of employee experience. HR strategies are increasingly tailored to create a positive and engaging work environment that fosters employee satisfaction, well-being, and productivity. 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Hence, adopting a proactive and sustainable strategy to cultivate talent access will become paramount in 2024.",spans:[],direction:b},{type:a,text:"This isn't to downplay the significance of talent acquisition. On the contrary, we advocate for an approach that not only facilitates access but also enhances acquisition by recognizing that modern talent seeks more than just attractive job offers.",spans:[],direction:b},{type:a,text:"As per Gallup's findings, the primary considerations for Millennials when seeking employment include opportunities for personal development, alignment with their work interests, and prospects for career progression.",spans:[{start:cC,end:aM,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.g2.com\u002Farticles\u002Femployee-development",target:R}}],direction:b},{type:a,text:"In tune with these preferences, organizations are increasingly prioritizing the amplification of talent progression and promotion frameworks. In fact, 48% of companies have identified refining these processes as critical business practices aimed at bolstering talent availability, positioning it as one of the leading HR trends in 2024.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"The rise of talent access",spans:[],direction:b},{type:a,text:"Enter the era of talent access – a strategic approach that transcends traditional hiring practices and focuses on tapping into a broader pool of skills and expertise. Unlike conventional talent acquisition methods, which often prioritize hiring full-time employees for specific roles, talent access emphasizes the importance of accessing talent in various forms, including freelancers, gig workers, and external partners. This shift is driven by the recognition that talent is not confined to traditional employment models but exists in diverse and dynamic forms across the global talent landscape.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"How can HR create access to talent?",spans:[],direction:b},{type:a,text:"How can organizations assist their employees in proactively managing their careers? ",spans:[],direction:b},{type:a,text:"HR has the opportunity to empower employees to build their career paths through opportunities within the organization. This will require a shift in the company's culture and mindset to promote and support internal mobility, with a focus on internal career development that goes beyond just moving employees internally. The aim should be to create access to skills that the organization needs and upskill its teams.",spans:[{start:gC,end:f_,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Internal mobility can be an effective talent strategy for organizations that want to plan and manage their talent supply. By utilizing data and technology, organizations can connect mobility practices to workforce planning, create talent pools, and access the required skills where they are most valuable. This approach will also reduce the movement of low performers between departments, which typically leads to inefficiencies and demotivation. ",spans:[],direction:b},{type:a,text:Ej,spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:a,text:Ej,spans:[],direction:b}],image:{dimensions:{width:az,height:aB},alt:Ek,copyright:e,url:lN,id:lO,edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:qs,spans:[],direction:b}]},id:qt,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Strategic imperatives of talent access",spans:[],direction:b},{type:a,text:"At the heart of the talent access strategy lies a set of strategic imperatives aimed at optimizing workforce agility, scalability, and resilience. These imperatives include:",spans:[],direction:b},{type:j,text:"Agile Talent Acquisition: Rather than relying exclusively on traditional recruitment channels, organizations are embracing agile talent acquisition strategies that leverage technology and data-driven insights to identify, engage, and onboard top talent quickly and efficiently. By embracing agile methodologies, HR professionals can adapt to changing market dynamics, seize emerging opportunities, and stay ahead of the competition.",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Skills-Based Talent Management: In the era of talent access, skills take center stage as the currency of the future workforce. Organizations are shifting towards a skills-based approach to talent management, which focuses on identifying, developing, and deploying the right skills at the right time. By leveraging advanced analytics and AI-powered tools, HR professionals can gain deeper insights into the skills landscape, identify skill gaps, and align talent strategies with organizational objectives.",spans:[{start:d,end:at,type:c}],direction:b},{type:j,text:"Flexible Work Arrangements: The rise of remote work and flexible work arrangements has opened up new possibilities for talent access and collaboration. Organizations are embracing hybrid work models that allow employees to work from anywhere while leveraging technology to facilitate seamless communication, collaboration, and productivity. By offering flexibility and autonomy, organizations can attract top talent regardless of geographical boundaries and foster a culture of innovation and inclusivity.",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:"Talent AI software and automation",spans:[],direction:b},{type:a,text:"Technology can also play a vital role in supporting access to internal talent. Digital platforms can identify transferable skills and create internal talent marketplaces that match candidates to roles based on skill sets, aspirations, and potential. This democratizes access to opportunities. AI-driven tools are being leveraged to streamline recruitment processes, analyze workforce data, and provide personalized learning experiences. By harnessing the power of data and automation, HR professionals can make more informed decisions and better support talent management objectives.",spans:[],direction:b},{type:a,text:"Automation and AI-driven technologies empower HR professionals to streamline talent acquisition processes, identify skill gaps, and optimize workforce planning. From AI-powered resume screening to predictive analytics for talent forecasting, automation has revolutionized the way organizations attract, engage, and retain top talent.",spans:[],direction:b},{type:a,text:"This is a game-changer for Human Resources and organizations in the realm of talent acquisition and access, transforming the way organizations attract, engage, and retain top talent. From AI-powered sourcing to predictive analytics and robotic process automation (RPA), automation for talent acquisition and access encompasses a wide range of functionalities:",spans:[],direction:b},{type:j,text:"AI-driven Sourcing: Advanced algorithms analyze vast datasets to identify potential candidates based on skill sets, experience, and cultural fit. By leveraging AI for sourcing, organizations can efficiently identify qualified candidates from diverse talent pools, reducing time-to-fill and enhancing the overall candidate experience.",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Chatbot-Assisted Recruitment: Chatbots have become integral to the recruitment process, providing real-time support to candidates and automating routine tasks such as scheduling interviews and answering FAQs. These conversational AI platforms enhance efficiency, engage candidates round-the-clock, and deliver personalized experiences at scale.",spans:[{start:d,end:aQ,type:c}],direction:b},{type:j,text:"Skills-Based Assessments: Traditional resumes often fail to capture an individual's full potential. Skills-based assessments powered by AI enable organizations to evaluate candidates based on their actual abilities, rather than relying uniquely on credentials. HR professionals can make data-driven hiring decisions aligned with organizational goals by assessing candidates' competencies through simulations, coding challenges, and interactive exercises.",spans:[{start:d,end:aC,type:c}],direction:b},{type:j,text:"Predictive Analytics: Leveraging historical data and machine learning algorithms, predictive analytic models forecast future talent needs, anticipate turnover risks, and identify emerging skill trends. By harnessing the power of data, HR leaders can proactively address talent gaps, develop targeted upskilling initiatives, and ensure a continuous pipeline of skilled professionals.",spans:[{start:d,end:V,type:c}],direction:b},{type:j,text:"Robotic Process Automation (RPA): RPA automates repetitive, rule-based tasks such as data entry, candidate screening, and onboarding paperwork. By automating these mundane tasks, HR teams can focus on strategic initiatives, such as employer branding, candidate experience improvement, and talent development.",spans:[{start:d,end:aU,type:c}],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:cK,title:[{type:a,text:"365Talents unlocks talent potential with agility",spans:[],direction:b}],content:[{type:a,text:"365Talents talent marketplace offers an employee-first talent experience platform that unlocks potential and staffs faster with unprecedented visibility. Our solution increases the number of qualified candidates for internal mobility by pushing smart suggestions to the best profiles and empowering managers to uncover hidden gems in your employees’ skills and motivations. ",spans:[],direction:b},{type:a,text:"365Talents automates and accelerates this matching process, revealing the best-fit people for each project without bias and providing explanations to better understand the commonalities and transferable skills between opportunity and employee for more informed, strategic staffing decisions.",spans:[],direction:b},{type:a,text:"365Talents empowers your people to chart their own course by increasing the visibility of the mobility possibilities across your organization. Engaging with us daily on your people's next career goals and ambitions will transform your organization’s approach to mobility, reduce talent loss, and save significant recruitment costs! Book your demo now.",spans:[{start:vT,end:pF,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}],direction:b}]},id:wB,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Unlock the benefits of talent management with skills-based HR",spans:[],direction:b},{type:a,text:"In 2024, it is anticipated that organizations will face ongoing talent challenges. As a result, workforce management will expand to include a wider range of diverse and disparate sources of capability. 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Seeing your employees across the lens of their skills helps HR clearly define the skills the organization has and the skills it doesn’t. HR can show their teams their strengths and the skills gaps they need to fill to progress in their role and careers. Human Resources can then provide new talent mobility and upskilling programs. ",spans:[],direction:b},{type:a,text:"\nHR talent strategies are evolving to meet the demands of a rapidly changing workforce landscape. By staying attuned to emerging trends and leveraging innovative approaches, organizations can successfully attract, develop, and retain top talent. The transition from talent acquisition to talent access marks a pivotal moment in HR strategy. By embracing automation and AI-driven technologies, organizations can unlock the full potential of their workforce, adapt to evolving talent trends, and drive sustainable growth in the digital age. As we navigate the complexities of the talent landscape, the key to success lies in embracing innovation, leveraging data-driven insights, and reimagining the future of work.",spans:[],direction:b},{type:a,text:"HR functions now have the chance to influence the People & Operations strategic arm of the business. 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They seek to stand out. What is talent management, and why is it crucial in today's working world?",spans:[],direction:b},{type:a,text:"This article will explore the importance of talent management, its key components, and how companies can leverage it to boost their success.",spans:[],direction:b},{type:n,text:"Understanding Talent Management: Definition",spans:[],direction:b},{type:a,text:"Talent management is the strategic process of attracting, developing, motivating, and retaining the most qualified and talented employees. It is a holistic approach that goes beyond traditional human resource management. Instead, it focuses on identifying, retaining, and promoting outstanding talent within an organization.",spans:[{start:d,end:U,type:k,data:{id:pJ,type:l,tags:[],lang:f,slug:r,first_publication_date:pK,last_publication_date:pL,uid:pM,link_type:h,isBroken:g}}],direction:b},{type:o,text:"Objectives of Talent Management:",spans:[],direction:b},{type:a,text:"Talent management for Human Resources ensures companies have the right people in the right roles at the right time to achieve their goals. Thus, it aims to:",spans:[],direction:b},{type:L,text:"Identify Talent: Identify employees with strong potential and essential skills for the company.",spans:[{start:d,end:$,type:c}],direction:b},{type:L,text:"Develop Skills: Provide training and development opportunities to enhance employees' skills and knowledge.",spans:[{start:d,end:au,type:c},{start:$,end:bR,type:k,data:{id:kA,type:l,tags:[],lang:f,slug:r,first_publication_date:kB,last_publication_date:kC,uid:kD,link_type:h,isBroken:g}}],direction:b},{type:L,text:"Motivate and Engage: Create a positive work environment that fosters motivation, engagement, and employee satisfaction.",spans:[{start:d,end:ab,type:c}],direction:b},{type:L,text:"Retain Talent: Implement retention policies and processes to retain the best talent and lower employee replacement costs between 50% and 120%.\n",spans:[{start:d,end:aJ,type:c},{start:cJ,end:cR,type:k,data:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}}],direction:b},{type:o,text:"Why is Talent Management crucial?",spans:[],direction:b},{type:a,text:"Recruiting talent is good, but retaining it is even better! For this reason, Human Resources needs a well-established talent management system. It enables:",spans:[],direction:b},{type:L,text:"Competitive Advantage",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Companies that excel in talent management are able to adapt to a constantly evolving landscape quickly. Highly skilled teams are flexible to market changes and the dynamic requirements this brings, being capable of outpacing the competition.",spans:[],direction:b},{type:L,text:"Increased Productivity",spans:[{start:d,end:ar,type:c}],direction:b},{type:a,text:"Talented employees are more likely to reach their full potential when properly managed and motivated. Effective talent management can boost productivity and improve work quality, leading to sustained innovation within the company.",spans:[],direction:b},{type:L,text:"Reduced Turnover",spans:[{start:d,end:$,type:c}],direction:b},{type:a,text:"Investing in professional development and growth strengthens employees’ loyalty to the company, reducing turnover. This is crucial to avoid costs associated with recruiting and training of new hires, which can cost up to €10,000.",spans:[{start:lt,end:dj,type:k,data:{link_type:v,url:"https:\u002F\u002Fpayfit.com\u002Ffr\u002Ffiches-pratiques\u002Fcout-recrutement\u002F",target:R}}],direction:b},{type:L,text:"Strategic Succession Management",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:"Talent management also allows proactive succession planning. An organization can ensure continuity and minimize disruptions during leadership changes by identifying and preparing future leaders.",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Key Steps in Talent Management",spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:uy,copyright:e,url:wC,id:pY,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:po,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Step 1: Needs Assessment",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"Identify the critical skills and talents your company needs. This will help achieve its strategic objectives.",spans:[],direction:b},{type:a,text:"Step 2: Strategic Recruitment",spans:[{start:d,end:aQ,type:c}],direction:b},{type:a,text:"Recruit talents that match the required skills. Also, recruit talents that align with the company's culture and values.",spans:[],direction:b},{type:a,text:"Step 3: Onboarding",spans:[{start:d,end:aR,type:c}],direction:b},{type:a,text:"Ensure new hires integrate into your organization's culture, values and objectives during onboarding.",spans:[],direction:b},{type:a,text:"Step 4: Continuous Development (Learning & Development)",spans:[{start:d,end:cb,type:c}],direction:b},{type:a,text:"Focus on the continuous growth and improvement of each employee. Implement professional development programs, training, and mentoring to enhance their skills.",spans:[],direction:b},{type:a,text:"Step 5: Performance Management",spans:[{start:d,end:aZ,type:c}],direction:b},{type:a,text:"Continuously define clear expectations and goals. Regularly assess your employees' progress and provide constructive feedback for constant improvement.",spans:[],direction:b},{type:a,text:"Step 6: Talent Retention",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"Retain your top talents and maintain the critical skills needed for the company. Identify key employees and implement retention policies, including career progression opportunities, competitive benefits, and a positive work environment.",spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Different Approaches to Talent Management",spans:[],direction:b}],image:{dimensions:{width:az,height:aB},alt:Ek,copyright:e,url:lN,id:lO,edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:qs,spans:[],direction:b}]},id:qt,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Talent management approaches are strategies or methodologies for attracting, developing, retaining, and placing employees in roles that align with their skills, preferences, and the company's needs. Some examples include:",spans:[],direction:b},{type:L,text:"High-potential employee development approach: Focuses on identifying and developing employees with the potential for leadership or key roles with significant responsibilities in the future.",spans:[{start:d,end:ai,type:c}],direction:b},{type:L,text:"Performance-centric talent management approach: Puts employee performance at the center, focusing on improving and measuring team performance through tools like performance evaluations and reward mechanisms.",spans:[{start:d,end:cr,type:c}],direction:b},{type:L,text:"Agile talent management approach: Emphasizes flexibility and adaptability, responding quickly to the company's evolving needs. This approach ensures that talent management processes and strategies can evolve accordingly.",spans:[{start:d,end:aU,type:c}],direction:b},{type:L,text:"Skills-based talent management approach: Concentrates on identifying the essential skills (knowledge, abilities, behaviors) required for reaching success in different roles. Once identified, these skills guide recruitment, development, opportunities, and performance evaluations.",spans:[{start:d,end:ba,type:c},{start:cW,end:eQ,type:k,data:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}}],direction:b},{type:L,text:"Integrated talent management approach: Based on the idea that all elements of talent management, from recruitment to succession planning, are interconnected and cannot be separated nor addressed individually. It provides a unified strategy for talent rather than compartmentalized HR functions.",spans:[{start:d,end:bs,type:c}],direction:b},{type:a,text:"Each approach has its advantages and inconvenients. To achieve the best strategy, we recommend combining elements from multiple approaches on top of considering each organization's unique needs, goals, and resources.",spans:[{start:d,end:dA,type:c}],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"The 365Talents Approach",spans:[],direction:b}],content:[{type:a,text:"At 365Talents, we place skills data at the core of our solution. We believe employees have hidden competencies that can prove to be crucial for your company. By viewing your teams through the lens of their competencies, new opportunities open up, facilitating the development of your talent's skills and the improvement of performance company-wide.",spans:[],direction:b},{type:a,text:"With our agile method, predicting the skills your employees will need in the future will become easier. We will help you shape your talent management by viewing all stages of your employee journey holistically rather than in isolation. You’ll also be able to integrate your existing HR tech stack in order to create a comprehensive, dynamic, and real-time talent experience.",spans:[],direction:b},{type:a,text:"Consider 365Talents as a skills control tower: it integrates into your suite of solutions, boosts all your HR projects with competency data, and allows you to increase the adoption rate of your HR projects, making every launch a success.",spans:[],direction:b},{type:a,text:"All these approaches are complementary and present in our solutions!",spans:[],direction:b}]},id:wB,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Talent Management tools and HR software:",spans:[],direction:b},{type:a,text:"A good talent management strategy is essential, but having the tools to facilitate and ensure its success is indispensable! Numerous tools and software have been developed to ease this process.",spans:[],direction:b},{type:a,text:"Here are some commonly used HR tools in talent management:",spans:[{start:d,end:ct,type:c}],direction:b},{type:L,text:"Applicant Tracking Systems (ATS) manage the recruitment process. They trail candidates from the initial stage to hiring.",spans:[],direction:b},{type:L,text:"Performance Management Systems track employees’ goals. They evaluate their performance and provide feedback to promote their professional growth.",spans:[],direction:b},{type:L,text:"Training Management Software facilitates the creation and management of training programs for employees. It allows them to acquire new skills and develop professionally.",spans:[],direction:b},{type:L,text:"Talent Management Softwares are integrated platforms. They provide an overview of talent management processes, including recruitment, development, retention, and succession planning.",spans:[],direction:b},{type:L,text:"360 Evaluation Systems collect information from various sources. It’s used to assess an employee's performance and skills, including feedback from colleagues, supervisors, and subordinates.",spans:[],direction:b},{type:L,text:"Compensation and Rewards Systems manage employee compensation and the implementation of reward programs based on performance and results.",spans:[],direction:b},{type:L,text:"Succession Planning Systems identify talented employees and plan their progression within the company. It ensures qualified professionals always fill key positions.",spans:[],direction:b},{type:L,text:"Collaboration Platforms encourage employees to team up and communicate. They promote knowledge exchange and internal networking.",spans:[],direction:b},{type:o,text:"How to choose the right tool",spans:[],direction:b},{type:a,text:"The HR tools and software market has seen tremendous growth in the last five years. With so many options available, how do you choose the right vendor? To make this decision, consider the following three questions:",spans:[],direction:b},{type:L,text:"What are the HR challenges I want to address?",spans:[],direction:b},{type:L,text:"What are my goals?",spans:[],direction:b},{type:L,text:"What budget can I allocate?",spans:[],direction:b},{type:a,text:"You may want to choose an all-in-one talent management solution based on your answers, covering recruitment, talent experience, and offboarding. Alternatively, you can select a specialized solution that integrates with your existing and implemented HR toolset.",spans:[],direction:b},{type:a,text:"The first option may seem more accessible, but it doesn’t guarantee effective tailoring for your needs. On the other hand, the second option can be more personalized and customizable, allowing you to choose a system that is fully aligned with your goals.",spans:[],direction:b}],image:{dimensions:{width:mQ,height:698},alt:"talent management tool",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65781f07531ac2845a25f35e_Unlocktalentpotentialwithagility.png?auto=format,compress",id:"ZXgfB1MawoRaJfNe",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Eo,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:"365Talents Platform:",spans:[],direction:b}],content:[{type:a,text:"365Talents offers a personalized skills-centric talent experience that engages your employees throughout your company's growth. We enable your collaborators to take control of their development by giving them the opportunity to declare their skills, experiences and ambitions in over 50 languages while increasing the visibility of career opportunities within your organization, such as training, projects, or mobilities.",spans:[],direction:b},{type:a,text:"Stay one step ahead of market needs with individual skills gaps analysis, smart development suggestions, and workforce intelligence. This will give you the power to implement an agile culture and will allow you to make data-driven and strategic decisions to face today’s dynamic landscape.",spans:[],direction:b},{type:a,text:"Transform your mobility into an agile career culture with our Talent Marketplace solution! We increase the pool of qualified internal candidates for vacant positions by providing smart suggestions to the best profiles.",spans:[],direction:b},{type:a,text:"Learn more about 365Talents’ Talent Marketplace here.",spans:[{start:U,end:cD,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}}],direction:b}]},id:"content_text_section$149aa613-9d9e-4c95-a828-1bb53809a378",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Talent management is more than just human resource management. It is a strategic approach that can transform a company into an invaluable competitive force. By investing in talent recruitment, development, and retention, organizations can boost their long-term success, adapt to market changes, and ensure sustainability.",spans:[],direction:b},{type:a,text:"Talent management is an essential investment if you want your company to thrive in an ever-changing world. Fortunately, optimal talent management is integral to our solutions at 365Talents. You can engage, retain, and develop your talents by offering them available internal opportunities. Request your demo today to learn more!",spans:[{start:BN,end:pn,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:jP,height:lk},alt:tb,copyright:e,url:tc,id:td,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:qu,spans:[],direction:b}],text:[{type:a,text:qv,spans:[],direction:b}],btntxt:[{type:a,text:qw,spans:[],direction:b}],btnlnk:{id:ot,type:aH,tags:[],lang:f,slug:ou,first_publication_date:ov,last_publication_date:ow,uid:ox,link_type:h,isBroken:g}},id:ta,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:nl,spans:[],direction:b}],suggested_grp:[{article:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}},{article:{id:nn,type:l,tags:[],lang:f,slug:r,first_publication_date:no,last_publication_date:np,uid:nq,link_type:h,isBroken:g}},{article:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}}],slices5:[],slices6:[],thumb_title:[{type:o,text:Em,spans:[],direction:b}],thumb_description:[{type:a,text:El,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:ko,uid:kr,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZcodrxIAANd9FULC%22%29+%5D%5D",tags:[],first_publication_date:kp,last_publication_date:kq,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZioXshAAAMOhFaR6",type:l,lang:T,uid:"comment-organisations-basees-sur-les-competences-prospereront-en-2024"}],data:{slices:[{variation:m,version:i,items:[],primary:{indexing:D,title:"Understanding how Skills-Based Organizations will thrive in 2024",sitename:g,description:"SBOs are more inclined to thrive in the new world of work and are transforming HR strategies around their employees’ skills to attract, engage and retain talents.",img:{dimensions:{width:az,height:aB},alt:"sbo guide to thrive",copyright:e,url:te,id:tf,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$72e12326-1f15-40b8-8e5c-0e83484aee1e",slice_type:H,slice_label:e}],hero_title:[{type:F,text:Ep,spans:[],direction:b}],category_grp:[{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}},{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:id,type:x,tags:[],lang:f,slug:r,first_publication_date:if0,last_publication_date:ig,uid:ie,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:fm,type:t,tags:[],lang:f,slug:bK,first_publication_date:ca,last_publication_date:ca,uid:bK,link_type:h,isBroken:g}},{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:"sbos guide",copyright:e,url:te,id:tf,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2024-02-09",u_date:En,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Organizations are experiencing a shift from being job-driven to skills-based. It requires a nuanced and thoughtful change management touch that allows your leaders and people to internalize the value of skills as a mindset as much as a talent management strategy. ",spans:[],direction:b},{type:a,text:"Also known as The Big Shift, more and more organizations are willing to move towards this new operating model for work, based on people’s skills and not on their jobs. ",spans:[{start:bq,end:aQ,type:G},{start:bq,end:aq,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:a,text:"And for good reason, as SBOs are more inclined to thrive in this disruptive world of work. Why? Skills-based organizations recognize that everyone is a talent by nature and everyone has the capacity to gain new potential, new skills, and new competencies every day. From improved retention rates to better inclusivity, SBOs promise a wealth of benefits.",spans:[],direction:b},{type:a,text:"But it is not so easy to understand why this shift is more crucial than ever to begin with, nor how transforming Human Resource strategies around their employees’ skills is a new way to attract, engage and retain talents.\n\nIn this guide, you’ll find the key to understanding the “why” and the “how” SBOs chart their course to success.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:n,text:Eq,spans:[],direction:b},{type:o,text:"Definition of an SBO ",spans:[],direction:b},{type:a,text:"At its core, being a skills-based organization means going from a role or job-driven HR policy to a skills-based HR policy. An SBO puts its people and their skills at the center of its talent management strategies. SBOs make job and workforce decisions based on skills, not roles, from who does what work to performance management, compensation, and hiring.",spans:[],direction:b},{type:a,text:"Traditional jobs are broken down into projects, gigs, and tasks based on the skills and capabilities required to achieve them. ",spans:[],direction:b},{type:a,text:"The deviation from a job-focused mentality means that employees are valued for their skills, contributions, and long-term potential rather than their educational background, job title, or level of seniority.",spans:[],direction:b},{type:a,text:"On a philosophical level, it means that HR and managers understand that any individual in your organization is not just connected to one role and one particular position at a time but is the master of a set of skills in constant real-time evolution and application. This enables HR teams to unlock the full potential of their workforce and drive long-term success.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"SBOs main objectives",spans:[],direction:b},{type:a,text:"Number 1: An SBO approach puts skills first instead of degree requirements for jobs. This helps open opportunities to a broader talent pool with the practical experience and knowledge to do the work.",spans:[{start:d,end:aD,type:c},{start:aW,end:bP,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002Fskills-based-organization\u002F#What",target:R}}],direction:b},{type:a,text:"Number 2: An SBO approach is deconstructing jobs into the “work to be done.” Segmenting jobs allows you to understand what skills are needed to do what types of jobs and organize them by skills rather than traditional job descriptions. ",spans:[{start:d,end:aD,type:c}],direction:b},{type:a,text:"Number 3: An SBO approach helps you have more visibility on your team's skills. This clear view fulfills internal talent opportunities through gigs and talent marketplaces. It permits companies to put the right people with the right skills for the proper mission, opportunity, or mobility. ",spans:[{start:d,end:aD,type:c}],direction:b}]},id:"content_text_section$0aaf3b8a-8ffc-4b4d-9a5a-c318732885a3",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"Why are skills-based organizations more important than ever?",spans:[],direction:b}],image:{dimensions:{width:mQ,height:738},alt:"guide to sbos",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65787764531ac2845a260e6d_EnrichyourITecosystemwithintegratedskillsdata.png?auto=format,compress",id:"ZXh3ZFMawoRaJg5t",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$03344dbc-b4e0-47be-a355-39500949bcfc",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Moving towards a new agile approach",spans:[],direction:b},{type:a,text:"Everything happens for a reason. The past years have been significantly marked by an evolving world of work where being agile is crucial. According to a Deloitte Insights study, 77% of business and HR executives say flexibly moving skills to work is critical to navigating future disruptions.",spans:[{start:ef,end:fQ,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:a,text:"Job titles and descriptions have defined how work is done for over a century, from hiring to career development. However, the previous organizational model needs to be updated. It’s limiting work to standardized tasks completed in functional roles and making all decisions about employees based on their position in the organizational hierarchy. The time has come for organizations to be agile, to grow alongside market needs, and to innovate their talent journeys. ",spans:[],direction:b},{type:a,text:"In response, companies are moving to entirely new operating models for work and their workforce, focusing on skills, not just jobs.",spans:[],direction:b}]},id:"content_text_section$d78f4eeb-c4c7-49b1-8af2-409e0bb6b91f",slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"“Our business environment is changing rapidly, and the skills needed to compete look so different than they did even five to seven years ago. Many of our people processes that HR as a profession has institutionalized for decades were built for a different, slower, much more stable environment. They weren't built for the speed and agility that our businesses require from us today.”",spans:[],direction:b}],name:[{type:a,text:"Deloitte",spans:[],direction:b}],job:[{type:a,text:"The Skills-Based Organization Podcast",spans:[],direction:b}]},id:"quote_section$b729f562-0fc2-425a-9dec-f3a36343c999",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Answering market changes and workers' demands",spans:[],direction:b},{type:a,text:"HR professionals faced and are still facing challenges regarding talent retention and change management. ",spans:[],direction:b},{type:a,text:"On the one hand, the famous digital transformation, including generative AI, requires new skills that employees must develop to maintain their employability on the job market. AI, especially the Generative AI peak organizations are dealing with today, pushes them to adopt a skills-first mindset and a skills-based approach. These new technologies are reshaping jobs, and how work is organized and structured.",spans:[],direction:b},{type:a,text:"When you think about their professional development in terms of skills, SBOs will be better prepared for the future — and the present. A skills-based HR strategy allows you to bridge skill gaps as they arise and on an individual or collective basis, as opposed to looking at them strictly when it comes to filling a need. ",spans:[],direction:b},{type:a,text:"On the other hand, it goes the same with the talent shortages that companies face worldwide. 73% of business executives expect to continue to experience talent shortages over the next three years. But fortunately, skills also help you fill hard-to-fill roles as they open up the talent pool and help you look at jobs not as a strictly linear development but as the amalgamation of several skills. In other words, it helps you, as HR, realize the talent you have hiding behind job titles while improving your people’s employability. ",spans:[{start:cP,end:gf,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:a,text:"Long-term employability is encouraged because thinking about skills motivates employees and HR to envision and launch growth opportunities that previously might have seemed invisible or out of line. It also helps organizations to deploy or redeploy collaborators who do some work outside of the scope of their job descriptions.",spans:[],direction:b},{type:a,text:"In a new world of work where the relevance of jobs is decreasing, employees want to achieve their full potential and to be seen as individuals. Still, only 26% of workers strongly agree that their employer treats them as whole individuals who can offer unique contributions and a distinctive portfolio of skills to the organization. Nowadays, employees think about new constructs for their career development and don’t see permanent full-time jobs as the only opportunities. They believe that internal talent marketplaces, freelancing, or gig work, same as the evolution of their skills - as SBOs do - over job descriptions, will better answer to their current employee journey demands. ",spans:[{start:hb,end:iw,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:a,text:"SBOs play a key role in enabling the visibility of skills, insights into how skills mobility can help organizational objectives, and transitioning from outdated work architecture and job descriptions to skills-centric approaches. ",spans:[],direction:b}]},id:"content_text_section$bcdd6171-d329-4435-9660-974699d733cc",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"6 main benefits of being a skills-based organization",spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:"benefits of sbos",copyright:e,url:Bt,id:pY,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$7aa10f5c-6542-46ec-8fad-19157c3c48a0",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The benefits of looking at your employees holistically through the lens of their skills and not (strictly) their job history appear endless. The impact of a skills-based approach –  not only on your employees’ individual career paths and your company’s ability to anticipate and address business needs but also on the role of HR as a transformative, strategic leader – has the potential to be profound.",spans:[],direction:b},{type:o,text:Er,spans:[],direction:b},{type:a,text:"Skills-based organizations allow HR departments to improve engagement and retention by creating a new way of capturing information and understanding. People are seen as multi-layered and multi-faced assets – not only as one person in one role. Being skills-based allows HR to provide more opportunities more dynamically. Employees benefit from access to information and opportunities that open their eyes and help them chart their professional paths. ",spans:[],direction:b},{type:a,text:"Moreover, employees need this visibility on their skills and potential future as individuals at your organization. They need to be able to see the paths they have access to in the company. And at the same time, your organization benefits from greater visibility of your collaborators because they have more to offer than what you would know just from their job title. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"2. Internal Mobility",spans:[],direction:b},{type:a,text:"Driven by heightened visibility, which bolsters retention and fosters continuous engagement and growth, skills-based organizations experience a surge in internal mobility. Additionally, internal hiring proves to be more cost-effective than external recruitment, translating to immediate bottom-line benefits for the company.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"3. Advantages of a Talent Marketplace Approach",spans:[],direction:b},{type:a,text:"Skills-based organizations leverage more efficient talent marketplaces for agile gig and project staffing. By prioritizing internal talent, companies optimize efficiency and productivity while minimizing costs associated with external resources.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:Es,spans:[],direction:b},{type:a,text:"Skills-based organizations make use of skills data, which provides a better understanding of the potential profiles for any of your opportunities. Leveraging AI can also make a difference in preparing employee reviews, strategic workforce planning tasks, and company or recruitment assignments. Skills-specialized AI tools can decrease the time needed to prepare for these touchpoints or tasks and increase HR efficiency. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"5. More inclusivity for DEIB strategies",spans:[],direction:b},{type:a,text:"“A DEIB strategy, commonly known as a DEI or diversity strategy, is an action-based plan designed to reduce disparities and create a culture of inclusion in the workplace.”",spans:[{start:q,end:$,type:k,data:{link_type:v,url:"https:\u002F\u002Fnectarhr.com\u002Fblog\u002Fdei-strategy-best-practices#:~:text=A%20DEIB%20strategy%2C%20commonly%20known,environment%20where%20everyone%20can%20thrive.",target:R}}],direction:b},{type:a,text:"SBOs can promote diversity and inclusion in a variety of ways. For example, changing the way employees are hired means recruiters will have access to a broader and more diverse talent pool. This is especially important when many organizations struggle to find suitable candidates for open positions. Hiring for skills predicts job performance five times more than hiring for education and more than twice as much as hiring for experience. ",spans:[],direction:b},{type:a,text:"Additionally, SBOs typically create learning and development programs that focus on long-term professional development. This means more opportunities for career advancement for employees at all levels.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"6. Learning and Development",spans:[],direction:b},{type:a,text:"With precise insights into employee skills and competencies, along with a comprehensive understanding of available learning and development resources, organizations can achieve better alignment between supply and demand of upskilling opportunities. This optimization leads to more efficient allocation of the learning budget and improved tracking of learning content utilization, resulting in significant savings in learning tools and content budgets.",spans:[],direction:b}]},id:"content_text_section$a21f36f9-6f84-48aa-b505-ef3fedc373d3",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"SBOs strategies: a new way to attract and retain talents",spans:[],direction:b}],image:{dimensions:{width:mQ,height:938},alt:"Sbos strategies",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65782ec0531ac2845a25f706_Hero_Thetalentdevelopmentchoiceforempoweringcareerpathing.png?auto=format,compress",id:"ZXguwFMawoRaJfcG",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$4ddbe34c-b1af-413e-a316-4e04ef69f644",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The skills-based organization is a new model for work and the workforce. It answers 3 key questions for its structure:",spans:[],direction:b},{type:j,text:"What: How is the work organized? With a portfolio of fluid structures in which skills flow the work instead of jobs. It includes tasks, projects, jobs, and other attributes acquired through their experiences.",spans:[],direction:b},{type:j,text:"Who: Who does the work? Employees, seen as individuals, with a unique portfolio of skills and abilities rather than seen as job titles. It includes hard skills, soft skills, mad skills, adjacent capabilities, and potential itself.",spans:[],direction:b},{type:j,text:"How: How are decisions made? Organizations make decisions from hiring to retiring through the lens of skills rather than jobs. It includes everything from Talent acquisition and development, careers, learning and development, performance management, workforce planning, work and skills architecture.",spans:[],direction:b},{type:a,text:"These three points help companies build strategies to attract and retain their talents through the whole talent experience. ",spans:[],direction:b},{type:o,text:"Skills-based hiring",spans:[],direction:b},{type:a,text:"“Is the end of the resume near?” Jan-Willem Nieuwenhuys from Digital Skilled Professionals asked. A recent study from TestGorilla stated that 86% of candidates say they are more likely to secure their dream job when given the chance to demonstrate their skills during hiring.",spans:[{start:d,end:aF,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fposts\u002Fchiefskillsofficer_skillsbasedhiring-skillsdevelopment-skillsstrategy-activity-7143880360571965442-04xc?utm_source=share&utm_medium=member_desktop",target:R}},{start:fz,end:gc,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.digitalskilledprofessionals.com\u002Fthe-state-of-skills-based-hiring-2023\u002F",target:R}}],direction:b},{type:a,text:"Good news: building a skills-based organization will help you develop a new, more agile approach towards hiring and operations management.",spans:[],direction:b}]},id:"content_text_section$b46d2c4d-3cab-46aa-9a4c-a4fa654b244b",slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"“Skills-based hiring is transformative. It not only ensures an equitable process but also has the ability to enhance the quality of hires made.”",spans:[],direction:b}],name:[{type:a,text:"TestGorilla",spans:[{start:d,end:aE,type:k,data:{link_type:v,url:qx,target:R}}],direction:b}],job:[{type:a,text:"The State of Skills-Based Hiring 2023",spans:[{start:d,end:bs,type:k,data:{link_type:v,url:qx,target:R}}],direction:b}]},id:"quote_section$8fbf9e0e-3cfd-4d1e-9057-5f6db4320a75",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Skills-based hiring unlocks dream career opportunities and has plenty of advantages:",spans:[],direction:b},{type:j,text:"Expanding your network of candidates, often locating internal staff that may be a perfect fit for a job. ",spans:[{start:d,end:a_,type:k,data:{link_type:v,url:Et,target:R}}],direction:b},{type:j,text:"Increasing employability: According to the same TestGorilla study, “66% of employees say they have gained access to new employment opportunities through skills-based assessments”.",spans:[],direction:b},{type:j,text:"Making employees happier and more motivated, as 38% of skills-based hires are pleased in their role, compared to 28% of experience-based hires.",spans:[],direction:b},{type:j,text:"Reducing bias as it breaks organizational silos by helping minority candidates. Companies can find people with excellent skills to fit the roles opened without looking at the name, gender, and academic degree on the resume. 73% of Asian and Arab employees and 75% of Black employees accessed new employment opportunities through skills-based assessments",spans:[],direction:b},{type:a,text:"To achieve this, organizations must make changes in three key areas:",spans:[{start:d,end:dy,type:c}],direction:b},{type:a,text:Eu,spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:Ev,spans:[{start:d,end:ac,type:c}],direction:b},{type:a,text:"3. Assessment processes ",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"\nYou can find the details in our Skills-based organization benefits article here.",spans:[{start:d,end:q,type:c},{start:hF,end:dH,type:k,data:{link_type:v,url:Ew,target:R}}],direction:b},{type:a,text:"Reforming your hiring practices can lead to change and growth in every aspect of your business. And it shows to be worth it since 56% of employees would like to see the adoption of skills-based hiring methods increase in the next 12 months. Companies understand that vision with 73% of companies using skills-based hiring, compared to 56% in 2022.",spans:[{start:gc,end:hE,type:G},{start:el,end:jY,type:k,data:{link_type:v,url:qx,target:R}},{start:mJ,end:lp,type:k,data:{link_type:v,url:qx,target:R}}],direction:b},{type:o,text:"Skills-based career development and growth ",spans:[],direction:b},{type:a,text:"When you have a more precise knowledge of the skills and competencies of your people and your learning and development catalog, you can benefit from better matching between the supply and demand of learning and upskilling opportunities. This allows you to optimize your learning budget and track the use of your learning content for significant savings in your tools and content learning budgets.",spans:[],direction:b},{type:a,text:"For your employees' career development and growth, SBOs usually deploy talent marketplaces and internal mobility tools to promote gig work, career growth, and talent mobility. ",spans:[{start:dL,end:gY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fproduct\u002Ftalent-marketplace",target:R}}],direction:b},{type:a,text:"They, in fact, help to reorganize work as a portfolio, show employees more opportunities based on their skills and preferences, and match them to suitable projects as per their unique skills set, interests, career goals, etc. Employers are increasingly aware that employees seek opportunities to upskill, reskill, and expand their career horizons.",spans:[{start:cb,end:cG,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fsolutions\u002Fstaffing",target:R}},{start:pN,end:tg,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fsolutions\u002Fdevelop-grow-people-skill-development",target:R}}],direction:b},{type:a,text:"51% of employees have changed from one department or profession to another in the last 12 months. This means an employee might pursue work within a different team, participate in a cross-functional project that would benefit from their expertise, or deprioritize some aspects of their day job to work on more urgent, short-term assignments. ",spans:[{start:d,end:aQ,type:k,data:{link_type:v,url:qx,target:R}}],direction:b},{type:a,text:"The benefits of skills-based career growth include staff optimization, improved employee satisfaction, and better workforce collaboration. In addition, organizations can quickly address skills gaps, reduce hiring costs, and mitigate the risks posed by today’s disruptive and fast-paced environment.",spans:[{start:d,end:cY,type:k,data:{link_type:v,url:Ew,target:R}}],direction:b}]},id:"content_text_section$8cd02754-bb47-40fb-b9fe-f116c524d27c",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Skills-based strategic workforce planning (SWP)",spans:[],direction:b},{type:a,text:"The switch to a skills-based approach also has the added benefit of providing the company with diverse skills data for workforce planning. ",spans:[],direction:b},{type:a,text:"To understand workforce planning first, we would like to use “Maslow's Pyramid of Strategic Workforce Planning.”",spans:[],direction:b}],image:{dimensions:{width:wD,height:Ex},alt:Ey,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fafc49508-93d8-4618-bb3b-89f3af17990a_EN+-+Maslow+Pyramid+-+365Talents.png?auto=format,compress",id:Ez,edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"365Talents strategic workforce planning",spans:[],direction:b}]},id:"content_text_section$65af1514-db74-4f7e-a9b5-807f6bfbdaac",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"But instead of planning how many people to hire, you can now plan skills. It's essential to understand not only what skills your employees currently have but also which ones your company needs to get to bridge skill gaps, answer market-evolving demands, and respond to your employees' needs and ambitions for their careers. You can ask yourself:  ",spans:[{start:vT,end:uN,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fresources\u002Fstrategic-workforce-planning-guide",target:R}}],direction:b},{type:a,text:EA,spans:[],direction:b},{type:a,text:"– What skills should be provided in the medium and long term for market and employees’ needs?",spans:[],direction:b},{type:a,text:"Skills-based workforce planning is a gem to empower your existing workforce, better prepare your people and your organization for the challenges of tomorrow, and move quickly and confidently toward the future with flexibility.",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:o,text:"Skills-based Talent management and Talent experience ",spans:[],direction:b},{type:a,text:"SBO companies now organize talent experience around their employees’ skills. From talent acquisition and talent management to talent development, skills-based talent practices are defining their career objectives instead of job titles history.",spans:[{start:jY,end:jc,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.jff.org\u002Fwp-content\u002Fuploads\u002F2023\u002F11\u002FSkills-Based-Talent-Practices-an-Employer-Journey-Map-JFF.pdf",target:R}}],direction:b}]},id:"content_text_section$1950e79a-4f69-43ab-a2aa-107e4395e0cc",slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"This is a departure from the widespread reliance on proxy signals of skills, such as four-year college degree requirements, specific number of years of experience, or a limited set of job titles in a candidate’s career history...",spans:[],direction:b}],name:[{type:a,text:"Jobs For the Future",spans:[],direction:b}],job:[{type:a,text:"Skills-Based Practices: An Employer Journey Map",spans:[],direction:b}]},id:"quote_section$14f6336b-f0b8-47a8-a04e-402974b0a4b4",slice_type:aO,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Examples of skills-based talent practices include:",spans:[],direction:b},{type:a,text:"• Rewriting job descriptions to focus on required skills and deleting unnecessary degree requirements",spans:[],direction:b},{type:a,text:"• Partnering with local community colleges or training programs to access new employees who have completed specific types of training",spans:[],direction:b},{type:a,text:"• Requiring managers to consider internal talent for new roles before posting jobs externally",spans:[],direction:b},{type:a,text:"• Providing managers and employees with information about possible career paths, the skills those paths require, and resources to develop said skills",spans:[],direction:b},{type:a,text:"\nYesterday’s talent practices won’t meet today’s and tomorrow’s business needs. Skills-based talent practices for recruiting, hiring, developing, and promoting employees offer way more benefits than job titles-based talent practices: ",spans:[],direction:b},{type:j,text:"Giving employers access to a larger internal talent pool",spans:[],direction:b},{type:j,text:"Matching business needs with the right talent, their skills and ambitions",spans:[],direction:b},{type:j,text:"Accelerating diversity, equity, and inclusion efforts by providing HR with access to untapped talent without bias and other barriers ",spans:[],direction:b},{type:j,text:"Helping HR to make skills-based hiring decisions, reducing costs",spans:[],direction:b},{type:j,text:"Improving employee satisfaction and loyalty by showing them new career opportunities, personalized to their skills, needs, and demands.",spans:[],direction:b},{type:j,text:"Charting new courses for people at work by empowering them for their own career paths.  ",spans:[],direction:b},{type:a,text:"Building your talent experience around skills helps your employees to develop additional competencies required to fill new roles. This proves beneficial to both employees and employers. ",spans:[],direction:b},{type:a,text:"You can chart career paths based on skills opportunities, meeting specific business needs and future requirements while increasing retention. Companies can save up to 70-92% per employee by building new skills instead of hiring new talent.  ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Focus on Talent Management activities",spans:[{start:d,end:bs,type:c}],direction:b},{type:a,text:EB,spans:[],direction:b},{type:a,text:EC,spans:[],direction:b},{type:j,text:ED,spans:[],direction:b},{type:j,text:EE,spans:[],direction:b},{type:j,text:"Making skills development and its focus on performance reviews",spans:[],direction:b},{type:j,text:EF,spans:[],direction:b},{type:j,text:EG,spans:[],direction:b}]},id:"content_text_section$348f3f56-ff63-4c5b-9eaf-6c3f4f9e6025",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"How to get the most out of your skills-based approach with skills management",spans:[],direction:b}],content:[{type:a,text:"None of this will be possible or easy without a skills management tailored to your company. ",spans:[{start:bR,end:eU,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fresources\u002Fskills-management-benefits-guide",target:R}}],direction:b},{type:a,text:"Skills management is a process that aims to identify, assess, develop, and align employee skills with corporate objectives. ",spans:[],direction:b},{type:a,text:"It goes beyond the simple assessment of qualifications and experience, including people's behavioral, technical, and interpersonal skills. The ultimate aim is to secure visibility, ensuring every employee has the skills required to successfully accomplish their assigned tasks, in line with the company's overall strategy.",spans:[],direction:b},{type:a,text:"By investing in the skills development of its employees, a company can improve its overall performance, strengthen its competitive edge, and create a culture of continuous learning.",spans:[],direction:b},{type:a,text:"With the right skills management strategy, a company can attract, retain, and develop the talent needed to succeed in an ever-changing business environment. ",spans:[],direction:b},{type:a,text:EH,spans:[{start:dH,end:fz,type:k,data:{link_type:v,url:wE,target:R}}],direction:b}]},id:"content_text_section$8ec9dbec-d721-4de3-aaa5-ba986b0eee4a",slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:a,text:"How skills management looks like:",spans:[],direction:b}],image:{dimensions:{width:1092,height:936},alt:"skills management process",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65c9eef49be9a5b998b5ab43_Playground.png?auto=format,compress",id:"Zcnu9JvppbmYtatD",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$474c3fc7-1e8a-4f74-aa6c-1f2748298505",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:C_,spans:[],direction:b},{type:a,text:"Great news: you finally opted for a skills-based approach for your organization. Bad news: how to operationalize it?  \nYou need what we call a skills hub. It’s at the core of SBOs strategy’s success, and when correctly centralized, it empowers you to:",spans:[],direction:b},{type:L,text:"Share a skills-based talent vision across your company: The switch from a jobs-based to a skills-based strategy embraces “skills-first” as a mindset more than simply an approach. While strategy and approach can be directed top-down, mindsets come from within and, at scale, enjoy the unique power of a grassroots movement. It requires a shared outlook across the organization regarding the value and prioritization of skills “as the connecting thread of talent management” and how they will direct all workforce decisions. ",spans:[{start:d,end:cb,type:c}],direction:b},{type:L,text:C$,spans:[{start:d,end:bQ,type:c}],direction:b},{type:L,text:Da,spans:[{start:d,end:an,type:c}],direction:b},{type:L,text:"Establish skill governance: Skills governance is skills management at the global level, and represents both the overarching principle and the organizational structure that dictates how the company will strategically address skills management. ",spans:[{start:d,end:aG,type:c}],direction:b},{type:L,text:Dc,spans:[{start:aY,end:aQ,type:c}],direction:b},{type:L,text:"Decentralized skills governance is when leaders lead skills management from each business line. Similarly, advantages exist here (such as subject matter expertise), but may need to gain the big-picture vision and strategy that HR contributes. ",spans:[{start:d,end:at,type:c}],direction:b},{type:L,text:"The best approach for most organizations, then, is that of hybrid skills governance, where skills management is centralized on a technological level for strategic vision and driven by an influx of real-time internal data on the business, but decentralized operationally with insights shared back to each business leader and line to guide everyday plans and operations.",spans:[{start:d,end:bO,type:c}],direction:b},{type:L,text:"This transformation goes beyond HR, as “90% of business and HR executives say moving to a skills-based organization will require a transformation for all functions and leaders, not just HR. “",spans:[{start:d,end:bg,type:c},{start:bO,end:eR,type:k,data:{link_type:v,url:os,target:R}}],direction:b},{type:L,text:"Skills data powered by technology: New technologies arrived on the market with AI-powered skills assessment and frameworks, making SBOs success possible. HR softwares based on skills match skills to work, career opportunities, teams, and learning. It analyses skill gaps from all data collected to inform HR teams and managers what skills they need to develop or hire (internally or externally).",spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:EI,spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"Skills tech and the data it presents are essential in every HR process. This information provides HR teams with an overview of the current skill sets within their organization, informing: ",spans:[],direction:b},{type:j,text:EJ,spans:[],direction:b},{type:j,text:"How much we pay them: the candidate or employee’s position within the salary grid based on their skills and competencies.",spans:[],direction:b},{type:j,text:EK,spans:[],direction:b},{type:j,text:"How and where we deploy skills across the organization: leaders can distribute relevant talent into new roles or specialized projects based on skills. ",spans:[],direction:b},{type:j,text:"How we grow our business: tracking skills enable decision-makers to plan expansion into new business areas or markets.",spans:[],direction:b},{type:a,text:Dd,spans:[],direction:b}]},id:"content_text_section$da9dcad7-874d-480c-a156-0bd61d3332cc",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:Dh,spans:[],direction:b}]},id:"content_text_section$175db95e-638b-4807-93c5-28a44257f6cb",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:Di,spans:[],direction:b}],content:[{type:a,text:Dj,spans:[{start:d,end:ab,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fresources\u002Fhow-build-skills-first-hr-tech-stack",target:R}}],direction:b},{type:a,text:wu,spans:[],direction:b},{type:j,text:qd,spans:[],direction:b},{type:j,text:wv,spans:[],direction:b},{type:j,text:EL,spans:[],direction:b},{type:a,text:"You need a tool that identifies and captures skills expressed across multiple solutions and sources, centralizing this data into strategic frameworks, actionable insights, or matching\u002Fstaffing suggestions. Meanwhile, your employees can enjoy a more personalized HR experience thanks to intelligent career, opportunity, and skills suggestions for their professional future.",spans:[],direction:b}]},id:"content_text_section$27c52b9c-0d88-4ca9-826c-afb2c51cc4c5",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"It starts with:\n1) Gathering existing data from various departments and roles, with AI.",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"2) Centralizing all this data into a unified tool. Enhance organization and visualization.",spans:[],direction:b},{type:a,text:Dk,spans:[],direction:b}]},id:"content_text_section$7ee99665-1d58-4e0a-a300-4c95a5805835",slice_type:p,slice_label:e},{variation:aN,version:i,items:[],primary:{quote:[{type:a,text:"[The skills technology you bring in your company] has to be intelligent and agile enough for your employee engagement. [Your employees] have to be able to engage, fill in information, and express themselves the way they want.",spans:[],direction:b}],name:[{type:a,text:Dm,spans:[],direction:b}],job:[{type:a,text:Dn,spans:[],direction:b}]},id:"quote_section$aa507bfd-29bc-445d-b44d-8d1765cb1ef8",slice_type:aO,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"How 365Talents AI fueled by Skills Intelligence helps SBOs to thrive",spans:[],direction:b},{type:a,text:"Our Talent experience solutions are fueled by skills intelligence and are the right tools for SBOs who want to thrive.",spans:[{start:d,end:fz,type:c}],direction:b},{type:a,text:"365Talents helps you to create unique, accurate, and concise skills frameworks that align with your organization's specific skills context and culture. The frameworks are designed to be accurate, tailored to the particular abilities of your employees, and constantly updated to meet HR use cases and stay in sync with the latest trends. They are also designed to be dynamic, operating seamlessly within the flow of work, making them an invaluable tool for HR professionals. Most importantly, skills data should be accessible to all other HR processes and systems, serving as a common language for Talent Management and Talent Experience.",spans:[],direction:b},{type:a,text:qy,spans:[],direction:b},{type:a,text:qz,spans:[],direction:b},{type:a,text:"No matter the shape, size, or quantity of the skills data you currently have, we can integrate additional data or complement it with our existing frameworks, filling in any gaps you might have and mirroring your historical approach.",spans:[],direction:b},{type:a,text:qA,spans:[],direction:b}],image:{dimensions:{width:1890,height:1430},alt:"365Talents AI for skills-based organizations",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F039b8fe2-9ed6-439e-a5be-0cc18af212eb_img-en-worforce-analysis-session-1-suggestions-smart-ai.png?auto=format,compress",id:"ZC7fqxAAACIA1CUx",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$39d1d675-f941-4ba9-890b-d4f997a113c0",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"How do we do that?",spans:[{start:d,end:aR,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fresources\u002Fjosh-bersin-solving-skills-tech-challenge",target:R}},{start:d,end:aR,type:c}],direction:b},{type:a,text:EM,spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:EN,spans:[],direction:b},{type:j,text:EO,spans:[],direction:b},{type:j,text:EP,spans:[],direction:b},{type:j,text:EQ,spans:[],direction:b},{type:a,text:"2. Skills identification and matching from LMS",spans:[{start:d,end:bz,type:c}],direction:b},{type:a,text:"In addition to identifying skills for your skills frameworks, we go beyond by uncovering skills from your entire learning catalog on your Learning Management System (LMS).",spans:[],direction:b},{type:a,text:"By leveraging our expertise and utilizing over 10 integrations with top-tier LMS platforms, we can extract valuable skill information better than any LMS. This allows us to match these skills with your existing talent pool and vice versa. This holistic approach ensures a comprehensive understanding of your organization's skill landscape and enables effective talent management and development initiatives.",spans:[],direction:b},{type:a,text:ER,spans:[{start:d,end:aU,type:c}],direction:b},{type:a,text:"Our advanced system can detect skills wherever work happens, be it on platforms like Slack, Teams, or any other collaboration tool utilized by your employees. With our robust integrations, especially with Microsoft, we offer the most cutting-edge solutions available on the market. ",spans:[],direction:b},{type:a,text:ES,spans:[{start:d,end:ai,type:c}],direction:b},{type:a,text:"As the leading talent marketplace in Europe based on Enterprise clients' project execution and number of go-lives, our platform excels in skill detection and precise employee matching for job opportunities, projects, and other assignments. By leveraging our advanced algorithms and comprehensive skill data, we ensure that employees are connected with the right opportunities, maximizing their potential and contributing to organizational success. ",spans:[],direction:b},{type:a,text:"5. Model Matching with Learning",spans:[{start:d,end:at,type:c}],direction:b},{type:a,text:"365Talents seamlessly integrates with all major Learning Experience Platforms (LXP) available on the market, enabling us to detect skills and match them with the specific needs of employees. By linking our platform with LXPs, we access a vast repository of training resources totaling more than 500 million training sessions. This integration empowers organizations to leverage these extensive training options and ensure employees receive the skills development opportunities that align with their individual requirements.",spans:[],direction:b},{type:a,text:"6. Skills hub and single source of truth",spans:[{start:d,end:bO,type:c}],direction:b},{type:a,text:ET,spans:[],direction:b},{type:a,text:"All sources with skills data are integrated to make up your skills framework: From employee skills declaration, HR or managers additions, AI extract from opportunities, official frameworks like ESCO or ROME, to all skills detected in other systems or even benchmarks for your industry. The result is a simple point of truth that you can connect to all your other HR tools to share skills data, bring consistency, and create a common language.",spans:[],direction:b},{type:a,text:EU,spans:[],direction:b},{type:a,text:"7. Dynamic skills taxonomy and automatic curation",spans:[{start:d,end:cv,type:c}],direction:b},{type:a,text:"With our innovative Skills Central, data curation becomes a breeze, allowing for easy and efficient management of your skills data. Our AI-powered tools assist in curating and analyzing the data, simplifying the process and saving valuable time and resources. ",spans:[],direction:b},{type:a,text:"By implementing the Skills Central, organizations can experience a significant 50% reduction in data curation efforts, enabling them to focus on leveraging the insights to drive business decisions",spans:[],direction:b},{type:a,text:"8. Skills models trained on large volumes",spans:[{start:d,end:bQ,type:c}],direction:b},{type:a,text:"Our skills models are unparalleled experts in skill detection and contextual understanding, as they are trained on billions of job offers each month. This extensive training ensures their ability to recognize and interpret skills accurately, considering the specific context in which they are used. ",spans:[],direction:b},{type:a,text:"With models trained on over 100 billion jobs annually and supporting 45+ languages, we provide a comprehensive and multilingual solution for skill analysis and matching across diverse industries and sectors.",spans:[],direction:b},{type:a,text:"9. Skills gap analysis and extensive talent intelligence",spans:[{start:d,end:cj,type:c}],direction:b},{type:a,text:EV,spans:[],direction:b},{type:a,text:EW,spans:[],direction:b},{type:a,text:EX,spans:[{start:d,end:aS,type:c}],direction:b},{type:a,text:"Our platform serves as a comprehensive Skills Hub, seamlessly integrating with various HRIS systems to facilitate easy management of your skills ontology and analytics. With our extensive range of integrations, we provide a centralized solution for curating and organizing skills data. ",spans:[],direction:b},{type:a,text:w,spans:[],direction:b},{type:a,text:"Ready to make your SBOs thrive this year? Learn more about our technology skills data here and book a demo today!",spans:[{start:d,end:eW,type:c},{start:ec,end:gY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fproduct\u002Ftechnology",target:R}},{start:dB,end:iA,type:k,data:{link_type:v,url:wE,target:R}}],direction:b}]},id:"content_text_section$d237d423-7517-4dc0-ada6-0d2ac0324c23",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:"More articles on the topic...",spans:[],direction:b}],suggested_grp:[{article:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{article:{id:EY,type:l,tags:[],lang:f,slug:r,first_publication_date:EZ,last_publication_date:E_,uid:E$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:"LEARN MORE ABOUT OUR TECHNOLOGY FOR SBOs",spans:[],direction:b}],btntxt:[{type:a,text:"Book your demo",spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$2bdfef1d-8370-45ae-843c-bc0c68a39257",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Ep,spans:[],direction:b}],thumb_description:[{type:a,text:"SBOs are more inclined to thrive in this disruptive world of work. 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Sign up for our newsletter to be the first to receive the full report.",spans:[{start:d,end:dr,type:G},{start:d,end:dr,type:c},{start:dr,end:ef,type:G},{start:dr,end:ef,type:k,data:{id:pZ,type:ji,tags:[],lang:f,slug:p_,first_publication_date:p$,last_publication_date:qa,uid:ji,link_type:h,isBroken:g}},{start:dr,end:ef,type:c},{start:ef,end:gL,type:G},{start:ef,end:gL,type:c}],direction:b},{type:a,text:"Traditionally, HR professionals have focused on administrative tasks and policy enforcement—all of it essential, but none of it transformative. But in recent years, there has been a shift away from this work, inspired by a growing recognition of the value and impact of talent on overall business success. HR are no longer policy cops—they've developed into the more strategic arm of People Operations, designed to oversee the entire talent experience from start to finish and everything in between. ",spans:[{start:pO,end:uG,type:c}],direction:b},{type:a,text:"Fueling this transformation from policy cop to people leader has been the reshaping of HR strategy around skills—a paradigm shift that breaks people out of rigid organizational silos, uncovers their hidden talents, and enriches their individual careers with exciting growth opportunities. And from a business perspective, using skills as a center of gravity allows companies to identify the right people to drive their organization forward and adapt quickly to changing market conditions. ",spans:[{start:ea,end:eS,type:k,data:{id:jw,type:e$,tags:[],lang:f,slug:r,first_publication_date:ha,last_publication_date:jx,uid:jy,link_type:h,isBroken:g}},{start:ea,end:eS,type:c}],direction:b},{type:a,text:"Skills-based organizations, also known as SBOs, are agile, responsive to change and boast high levels of engagement—meaning workers are more likely to stay with their employers and feel connected to their work. As digital disruption continues to impact the way we work, SBOs are poised to thrive in the 2020s. ",spans:[{start:aq,end:bz,type:k,data:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}},{start:je,end:ng,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Talent experience is fundamental to the success of skills-based organizations, making it imperative for HR to adapt their processes and approach to create bespoke experiences for every individual in their organization.",spans:[],direction:b},{type:a,text:"Enter: HR design thinking.",spans:[{start:d,end:an,type:c}],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is design thinking for HR?",spans:[],direction:b},{type:a,text:"Embracing a concept from the world of user experience design, HR has begun to use empathy and creativity to craft experiences that engage employees, align them with business goals and enhance their sense of purpose at work. In doing so, they transform the talent journey and fuel the growth of skills-based organizations. ",spans:[{start:d$,end:f_,type:c}],direction:b},{type:a,text:"Design experience lies at the heart of a successful employee journey, where all the aspirations for your workforce come together. Like any other quest, you must set out with a purpose, directions, essential supplies, and a sense of adventure. Without these, your employees would wander aimlessly, without purpose or motivation, and without the skills they need to succeed in the world. ",spans:[{start:bQ,end:dy,type:k,data:{id:qk,type:l,tags:[],lang:f,slug:ql,first_publication_date:qm,last_publication_date:qn,uid:qo,link_type:h,isBroken:g}}],direction:b},{type:a,text:"To be strategic about how we approach and treat our talent, HR professionals can weave elements of design thinking principles and user experience design into a meaningful talent experience, based on:",spans:[{start:eB,end:iB,type:c}],direction:b},{type:j,text:"Solving your employees’ problems: Proactively gaining regular feedback and addressing their challenges. ",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"Improving accessibility through skills visibility: Leveraging real-time skills insights on the supply and demand of skills within your workforce. ",spans:[{start:d,end:cv,type:c}],direction:b},{type:j,text:"Provoking an emotional response: Not settling for meeting expectations but consistently delighting employees with new opportunities, challenges, and benefits.",spans:[{start:d,end:at,type:c}],direction:b},{type:j,text:"Driving positive behavior: Prioritizing ways to keep employees productive, engaged, and fulfilled in their roles.",spans:[{start:d,end:aC,type:c}],direction:b},{type:a,text:"When considering how design thinking operates in HR, we can draw undeniable parallels between customer experience and talent experience. Customer experience design focuses on creating a seamless and enjoyable journey for customers from their first awareness of the brand, to the point of purchase and beyond. Similarly, HR concentrates on designing the employee journey from attraction to offboarding. ",spans:[],direction:b},{type:a,text:"Just as sales professionals create intricate customer journeys or sales funnels, HR must consider all the touchpoints, emotions, and interactions employees have with the company. For example, instead of knowing how many clicks it takes to convert a lead into a customer, they must know how many steps it takes for an employee to feel settled and productive in their role. ",spans:[],direction:b}]},id:cI,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"To design a journey, think like a travel agent",spans:[],direction:b}],content:[{type:a,text:Fc,spans:[{start:d$,end:fz,type:k,data:{id:qk,type:l,tags:[],lang:f,slug:ql,first_publication_date:qm,last_publication_date:qn,uid:qo,link_type:h,isBroken:g}}],direction:b},{type:a,text:Fd,spans:[],direction:b},{type:a,text:Fe,spans:[],direction:b},{type:a,text:Ff,spans:[],direction:b},{type:a,text:Fg,spans:[],direction:b},{type:a,text:Fh,spans:[],direction:b},{type:a,text:Fi,spans:[],direction:b},{type:a,text:"Are you offering an HR experience that mirrors the modern travel agent, leveraging digital tools and employee-empowered research to better design journeys, or are you a brick-and-mortar shop offering rigid pre-set packages? 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This could involve streamlining HR processes, improving efficiency, and reducing friction points to create a more seamless experience. ",spans:[{start:d,end:ar,type:c}],direction:b},{type:j,text:"Enhancing communication and collaboration to bust workplace silos and encourage multi-way feedback, which enhances information flow and teamwork.",spans:[{start:d,end:ap,type:k,data:{id:oB,type:l,tags:[],lang:f,slug:oC,first_publication_date:oD,last_publication_date:oE,uid:oF,link_type:h,isBroken:g}},{start:d,end:ap,type:c},{start:ap,end:bQ,type:c}],direction:b},{type:j,text:"Adopting user-centered HR tech involves collaborating with technical teams to customize and implement user-friendly HR software such as skills tech, applicant tracking systems, performance management software, and employee self-service portals.",spans:[{start:d,end:aD,type:c},{start:aD,end:aZ,type:k,data:{id:hP,type:l,tags:[],lang:f,slug:hQ,first_publication_date:bt,last_publication_date:hR,uid:hS,link_type:h,isBroken:g}},{start:aD,end:aZ,type:c}],direction:b},{type:j,text:"Building employee engagement programs and wellness initiatives that resonate with the workforce to improve overall satisfaction. ",spans:[{start:d,end:aD,type:c},{start:aD,end:bs,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{start:aD,end:bs,type:c},{start:bs,end:bl,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Change management and culture transformation supports employees in adapting to new processes or cultural shifts. ",spans:[{start:d,end:bj,type:c}],direction:b}]},id:Fk,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:cQ,height:ds},alt:jj,copyright:e,url:dt,id:du,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:Fl,spans:[],direction:b}],text:[{type:a,text:wF,spans:[],direction:b},{type:a,text:"Sign-up for our newsletter to be the first to download the 2024 Skills Impact Report and uncover how design thinking for HR is fueling skills-based organizations. ",spans:[],direction:b}],btntxt:[{type:a,text:"Subscribe",spans:[],direction:b}],btnlnk:{id:pZ,type:ji,tags:[],lang:f,slug:p_,first_publication_date:p$,last_publication_date:qa,uid:ji,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:kM,title:[{type:a,text:"Career Planning: An Example of Designed Talent Experience in the Wild ",spans:[],direction:b}],content:[{type:a,text:"Employees face a common problem—they don’t know how to progress in your organization. They struggle to understand which internal roles exist, the potential career path they can take, and the skills they need to get from A to B. This lack of clarity can lead to disengagement, frustration, and a feeling of stagnation.",spans:[],direction:b},{type:a,text:"HR experience designers can develop a structured career path planning framework that provides employees with a clear roadmap for their professional growth within the organization. As is the nature with any type of design experience, your career planning framework should be entirely bespoke. However, it may include the following:",spans:[{start:cv,end:im,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Career pathing: Based on their skills and interests, employees are presented with various potential career paths within the organization. Whether interested in upward, downward, or lateral internal mobility, the experience is all about finding enriching opportunities at any level of seniority. ",spans:[{start:d,end:bq,type:c}],direction:b},{type:j,text:"Skills development: Empower your employees to chart their course by self-declaring their skills, ambitions, and aspirations. HR can design personalized development plans, including training, mentorship, and on-the-job experiences, to help workers acquire the skills they need for their chosen career path. ",spans:[{start:d,end:aR,type:c}],direction:b},{type:j,text:"Progress tracking: HR can design a regular check-in system, for example, using 1:1s or performance management meetings to track progress and development milestones. ",spans:[{start:d,end:U,type:c}],direction:b},{type:a,text:"A well-designed career planning experience should evoke a sense of clarity, motivation, and empowerment among employees. Your people will feel confident in understanding their career options and the steps required to achieve their goals.",spans:[{start:d,end:eZ,type:c},{start:eZ,end:dv,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}},{start:eZ,end:dv,type:c},{start:dv,end:hd,type:c}],direction:b}]},id:Fm,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Ready to keep going? Download the 2024 Skills Impact Report for the complete guide, including additional chapters like: ",spans:[],direction:b},{type:j,text:"3 HR challenges solved by design thinking",spans:[],direction:b},{type:j,text:"How to design talent experience in 9 steps",spans:[],direction:b},{type:j,text:"The role of skills tech in HR design",spans:[],direction:b},{type:j,text:"5 interactive worksheets for HR experience designers.",spans:[],direction:b},{type:a,text:"Sign up for our newsletter today to be the first to download.",spans:[{start:d,end:an,type:k,data:{id:pZ,type:ji,tags:[],lang:f,slug:p_,first_publication_date:p$,last_publication_date:qa,uid:ji,link_type:h,isBroken:g}}],direction:b}]},id:Fn,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:nW,type:l,tags:[],lang:f,slug:r,first_publication_date:nX,last_publication_date:nY,uid:nZ,link_type:h,isBroken:g}},{article:{id:jk,type:l,tags:[],lang:f,slug:jl,first_publication_date:dC,last_publication_date:dC,uid:jm,link_type:h,isBroken:g}},{article:{id:qk,type:l,tags:[],lang:f,slug:ql,first_publication_date:qm,last_publication_date:qn,uid:qo,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Fb,spans:[],direction:b}],thumb_description:[{type:a,text:wF,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:nW,uid:nZ,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZW8tTxAAAFgAJCKN%22%29+%5D%5D",tags:[],first_publication_date:nX,last_publication_date:nY,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZXHodhAAAERhML3o",type:l,lang:T,uid:"10-predictions-tendances-rh-2024"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:wG,sitename:e,description:"From skills-based organizations to experience design thinking, these are the 10 trends and predictions that will shape HR in 2024.",img:{dimensions:{width:az,height:aB},alt:"2024 hr trends",copyright:e,url:wH,id:wI,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:wG,spans:[],direction:b}],category_grp:[{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}},{tag:{id:fk,type:t,tags:[],lang:f,slug:b$,first_publication_date:W,last_publication_date:fl,uid:b$,link_type:h,isBroken:g}},{tag:{id:cl,type:t,tags:[],lang:f,slug:aj,first_publication_date:cm,last_publication_date:cn,uid:aj,link_type:h,isBroken:g}},{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:e,copyright:e,url:wH,id:wI,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2023-12-11",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Are you ready for 2024? If the past three years have taught anything to HR teams, it is to expect the unexpected. ",spans:[],direction:b},{type:a,text:"With budget preparation, strategy planning, internal events and leave management (not to mention burn out!), the holiday period and the new year is a busy time for HR, so it’s understandable if you don’t feel quite ready for what’s next. ",spans:[],direction:b},{type:a,text:"Luckily, the fortune tellers of HR are here to help and identify the shape of future global HR trends. These predictions allow organizations to get an early idea of how they will need to manage their talents, address their needs, and stay competitive through the coming year.",spans:[{start:dv,end:sc,type:c}],direction:b},{type:a,text:"Here we have collected the top 10 trends for HR in 2024. Incorporated into your strategy early, these predictions can positively impact your employees' well-being and performance in the coming year.",spans:[],direction:b},{type:a,text:"Read on for the top 10 predictions on what the world of work will look like in 2024.",spans:[],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"10 Predictions of HR Trends in 2024",spans:[],direction:b},{type:a,text:"HR has experienced many changes in working styles and technologies these past few years. These include COVID-19, remote work, technological advancements with digital tools, and the introduction of AI in HR.",spans:[{start:dv,end:dK,type:k,data:{id:mc,type:l,tags:[],lang:f,slug:e_,first_publication_date:hT,last_publication_date:md,uid:e_,link_type:h,isBroken:g}},{start:fX,end:j$,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}},{start:gL,end:gC,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}}],direction:b},{type:a,text:"What awaits us in 2024? Let’s take a look at the major HR trends, including skill-based organizations, design thinking for HR and the evolving role of AI in talent management and acquisition.",spans:[],direction:b},{type:o,text:"1. Hiring managers will put skills at the forefront",spans:[],direction:b},{type:a,text:"It's no secret that HR and recruitment teams had a challenging year in 2023. With skill shortages and the talent bomb, employers struggled to recruit and retain employees with the right skills in the ever-changing job market.",spans:[{start:en,end:gB,type:k,data:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}},{start:fZ,end:eJ,type:k,data:{id:nn,type:l,tags:[],lang:f,slug:r,first_publication_date:no,last_publication_date:np,uid:nq,link_type:h,isBroken:g}}],direction:b},{type:a,text:"In 2024, companies will realize that it's better to invest in improving their existing employees' CVs. To achieve this, they will need to focus on developing the skills of their teams.",spans:[{start:kl,end:ja,type:k,data:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],direction:b},{type:a,text:"To retain and recruit the right talent, it's important to have a culture of continuous training, mentorship programs, and peer learning. These resources will help your employees progress in their careers.",spans:[{start:d,end:gx,type:c}],direction:b},{type:a,text:"As we'll discuss below, organizations focusing on skills will have a competitive edge and remain ahead of the curve.",spans:[{start:cW,end:fv,type:k,data:{id:jk,type:l,tags:[],lang:f,slug:jl,first_publication_date:dC,last_publication_date:dC,uid:jm,link_type:h,isBroken:g}}],direction:b},{type:o,text:"2. Skills-based organizations will continue to dominate",spans:[],direction:b},{type:a,text:"By focusing on skills and not on just degrees and experiences, organizations can tap into untapped talent sources and access new opportunities for everyone. A skills-based organization focuses on employees' skills, abilities, and potential, not just qualifications, for hiring, development, and promotion.",spans:[{start:kv,end:wx,type:c}],direction:b},{type:a,text:"Numerous studies show that organizations that focus on skills will be more competitive and adaptable in the changing job market. These organizations are prepared to meet future challenges in hiring, growth, and development before their competitors.",spans:[{start:d,end:$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fwinning-organizations-have-skills-core-strategy-nieuwenhuys\u002F?trackingId=cq7UMSZQRyWai1lg%2BAIjKg%3D%3D",target:R}}],direction:b}]},id:cI,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[],image:{dimensions:{width:1861,height:wt},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F09b12871-45f2-445a-8d42-653fd839a710_img-en-skillsdrive-session-3-green-transition-transformation-radar-analysis.png?auto=format,compress",id:"ZDbF0hAAACAAf7h6",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$8679707a-2ab7-4826-ad18-1005eb47eab9",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"3. Managers will play a bigger role in talent development",spans:[],direction:b},{type:a,text:"Managers will play a bigger role in career development. They can help HR teams invest in the workforce and reduce turnover.",spans:[{start:cj,end:gz,type:c}],direction:b},{type:a,text:"The 2023 Global HR Research Report by Betterwork found that 64% of workers think their performance evaluation process is a waste of time. It will be important for HR teams to reorganize their performance evaluation process and adopt a new approach to the career development of their teams.",spans:[{start:eb,end:iC,type:c},{start:jc,end:f_,type:k,data:{id:hq,type:l,tags:[],lang:f,slug:hr,first_publication_date:hs,last_publication_date:ht,uid:hu,link_type:h,isBroken:g}}],direction:b},{type:a,text:"When employees feel their work is critiqued but have no motivation to work harder, they become disengaged. During annual reviews, managers and HR teams should create a progression path for each employee. They should also talk to employees about their personal and professional goals.",spans:[{start:gR,end:jz,type:c}],direction:b},{type:o,text:"4. Career management will evolve to navigate the changing world of work",spans:[],direction:b},{type:a,text:"The needs of employees are changing with the arrival of new generations in the job market. Employees are now seeking a genuine experience throughout their professional journey, and this experience should not stop at recruitment.",spans:[],direction:b},{type:a,text:"Gallup found that the most important things for Millennials in a job are learning, interesting work, and advancement.",spans:[{start:d,end:aY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F238073\u002Fmillennials-work-live.aspx",target:R}}],direction:b},{type:a,text:"Traditional career plans no longer meet the requirements of the business or the expectations of employees, leaving them uncertain about their career progression. 2024 will be the year to design personalized and agile career paths that align the needs of the business with the goals, interests, and broader skills of employees.",spans:[{start:d,end:aC,type:c},{start:aC,end:cj,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}},{start:aC,end:cj,type:c},{start:cj,end:kc,type:c}],direction:b},{type:a,text:"However, most HR managers think that many employees don't understand their organization's career paths. Companies and HR should prioritize advancing current employees instead of hiring new ones. Offering internal mobility plans will be a key element in achieving this.",spans:[{start:gd,end:lS,type:c},{start:jz,end:qc,type:k,data:{id:mm,type:t,tags:[],lang:f,slug:fF,first_publication_date:cu,last_publication_date:mn,uid:fF,link_type:h,isBroken:g}}],direction:b},{type:a,text:"If 48% of companies identify improving talent progression and promotion processes as key business practices to increase talent availability, do you belong to that group? We strongly believe this will be one of the most important HR trends in 2024.",spans:[{start:cy,end:cW,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.weforum.org\u002Freports\u002Fthe-future-of-jobs-report-2023\u002Fdigest\u002F",target:R}}],direction:b}]},id:Fj,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"5. Employee experience will solve \"quitting\" trends",spans:[],direction:b},{type:a,text:"If \"Quiet Quitting\" or \"Loud Quitting\" has been trendy in recent years, it may be time for HR to look into the causes and deep reasons behind this trend, which doesn't seem to be stopping in 2023. As mentioned earlier, talents are looking for a genuine experience to stay in their company. If you want to limit turnover, it will be important to think about how you can better engage your employees in 2024.",spans:[{start:jg,end:Fo,type:c}],direction:b},{type:a,text:"Investing in the employee experience can solve your problems. According to a Gallup report, 41% of respondents believe that better engagement or corporate culture would improve their job. Additionally, over half (51%) are thinking about leaving their job.",spans:[{start:d$,end:dU,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F349484\u002Fstate-of-the-global-workplace.aspx",target:R}}],direction:b},{type:a,text:"In 2024, HR teams will need to connect with employees. They should understand why employees feel disengaged and how to improve their experience. This collaborative approach can reduce turnover and retain qualified employees that companies don't want to lose.",spans:[],direction:b},{type:o,text:"6. HR will evolve into employee experience designers",spans:[],direction:b},{type:a,text:"That being said, investing in employee experience requires recognizing the new role of HR. According to the study, \"The changing face of HR\", over 60% of leaders still see HR as an administrative role.",spans:[{start:in0,end:dz,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.sage.com\u002Fen-us\u002Fsage-business-cloud\u002Fpeople\u002Fresources\u002Fresearch-analyst-reports\u002Fthe-changing-face-of-hr-research-report\u002F",target:R}}],direction:b},{type:a,text:"Talents bring value and contribute to company success, so HR professions have evolved. HR is changing from guarding rules to being a strategic partner for employees. The new goal is to manage and shape the talent experience from beginning to end.",spans:[{start:hM,end:is,type:c}],direction:b},{type:a,text:"We call this employee experience design. HR leads using the principles of design thinking to create engaging experiences for employees. This will align their skills with company goals and improve motivation at work. They thus manage to transform the employee journey and contribute to the development of skills-centered organizations.",spans:[],direction:b}]},id:Fk,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"7. AI automation will accelerate data decision-making",spans:[],direction:b},{type:a,text:"In 2023, artificial intelligence made headlines with the emergence of generative AI. HR might worry about losing their jobs, but it actually improves their work speed and decision-making. However, most HR functions are not prepared to effectively implement AI-related initiatives.",spans:[{start:gL,end:rK,type:c}],direction:b},{type:a,text:"With data collected by AI, it can offer much more, such as in skills, career, and talent management. When used correctly, it can greatly expand opportunities for companies. They can automate processes and focus on employees' skills to align with business needs and job market demands.",spans:[{start:eT,end:lC,type:c}],direction:b},{type:a,text:"Organizations and HR leaders require a framework to assess HR technology adoption. They should ask important questions about governance, readiness, employee adaptation, risks, and ethics.",spans:[{start:cG,end:gf,type:k,data:{id:qB,type:l,tags:[],lang:f,slug:qC,first_publication_date:qD,last_publication_date:qE,uid:qF,link_type:h,isBroken:g}}],direction:b},{type:a,text:"So, in 2024, we say, \"HR at the forefront of tech and AI!\"",spans:[],direction:b},{type:o,text:"8. AI will drive workforce evolution",spans:[],direction:b},{type:a,text:"The remarkable growth of generative artificial intelligence like ChatGPT will continue to have a major impact on the workforce in 2024. As companies transform, they will add AI to their workforce and operations.",spans:[{start:aC,end:dw,type:k,data:{id:qe,type:l,tags:[],lang:f,slug:qf,first_publication_date:qg,last_publication_date:qh,uid:qi,link_type:h,isBroken:g}}],direction:b},{type:a,text:"To ensure sustainable business growth, it is important to take a holistic approach to AI in the workforce. The lines between human tasks and machine capabilities are becoming less clear. AI can make repetitive tasks faster and better, and lessen the amount of work. Additionally, the difference between the best and worst workers shrinks. This shows that lower-performing workers are more likely to be among the top performers and vice versa.",spans:[],direction:b},{type:a,text:"As generative AIs advance, they will increasingly aid employees in being efficient. Businesses can now use artificial intelligence for many decisions, just like collaborative AI. In the future, the most and least performing will be similar. The difference will be between those who use generative AI and those who don't.",spans:[{start:d,end:fY,type:c}],direction:b}],image:{dimensions:{width:vE,height:vF},alt:e,copyright:e,url:vG,id:vH,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Fm,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"9. Diversity and inclusion will be more relevant than ever",spans:[],direction:b},{type:a,text:"2024 will be the year of the reinvention of diversity, equity, and inclusion. Six years ago, companies implemented the Equality and Citizenship law, which made non-discrimination training mandatory for all recruitment professionals in companies with more than 300 employees, but they are still far from complying.",spans:[],direction:b},{type:a,text:"According to The Adecco Group and Ipsos' study on hiring discrimination:",spans:[],direction:b},{type:j,text:"40% of recruiters and HR managers surveyed declare never having heard of this law.",spans:[],direction:b},{type:j,text:"Only 45% of respondents say they have undergone at least one non-discrimination training for hiring.",spans:[],direction:b},{type:a,text:"However, the issue doesn't end there. According to a Gartner study, 42% of participants say their coworkers are not supportive of their organization's DEI initiatives. In the end, leaders in organizations don't include diversity or acknowledge its impact.",spans:[{start:dy,end:is,type:c}],direction:b},{type:a,text:"Offering a safe and inclusive workplace for everyone will be the motto for your DEI approach in 2024.",spans:[],direction:b},{type:o,text:"10. Work-life balance will be HR's first line of defense",spans:[],direction:b},{type:a,text:"The health crisis has raised questions about health and work-life balance. While the rise of telecommuting has allowed some to find their balance, it is not always enough for everyone. Today, populations face a decrease in purchasing power and an increase in prices, which can amplify the stress they may feel daily.",spans:[],direction:b},{type:a,text:"Total well-being encompasses physical, mental, emotional, social, and financial health. By promoting the well-being of employees in all these areas, organizations can improve productivity, reduce absenteeism, and boost employee morale.",spans:[],direction:b},{type:a,text:"But beyond employees, HR must also focus on their own health at work. In recent years, HR professionals have faced increasing pressures and demands. HR burnout is not just an issue of individual fatigue; it affects the effectiveness of entire organizations and can hinder talent retention and acquisition. When companies grow, their HR needs increase too. This means it is very important for companies to quickly notice and deal with burnout.",spans:[{start:d,end:cX,type:c}],direction:b},{type:a,text:"HR services are at the epicenter of the evolution of work dynamics. The Harvard Business Review emphasizes the importance of preventing staff burnout, and this is particularly relevant for HR professionals who constitute the first line of defense for employee well-being.",spans:[{start:dy,end:qr,type:c}],direction:b}]},id:Fn,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"2024 looks like a year of change for HR, expanding their influence beyond their traditional responsibilities. Understanding these 10 HR trends will help HR not only meet immediate organizational needs but also anticipate the foundations of a sustainable future in this constantly changing world of work. ",spans:[],direction:b},{type:a,text:"By embracing these changes, HR services can create a work environment where employees can thrive, and companies can achieve their goals. Although the challenges are considerable, the potential benefits for organizations, employees, and society as a whole are enormous. ",spans:[{start:d,end:iC,type:c}],direction:b},{type:a,text:"The combination of innovation and strategic thinking in HR will stimulate growth, inclusion, and resilience. By assuming this expanded role, HR can lead companies to new heights. 2024 offers a world of possibilities. 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If the past three years have taught anything to HR teams, it is to expect the unexpected. Luckily, the fortune tellers of HR are here to help and identify the shape of future global HR trends.",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:nn,uid:nq,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZW8M4RAAAFwAI4dB%22%29+%5D%5D",tags:[],first_publication_date:no,last_publication_date:np,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZVs0SBAAAFsA5ZNZ",type:l,lang:T,uid:"crise-rh-comment-eviter-la-talent-bomb"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:Fp,sitename:g,description:Fq,img:{dimensions:{width:K,height:J},alt:"hr crisis talent bomb",copyright:e,url:un,id:ny,edit:{x:d,y:d,zoom:q,background:u}}},id:gp,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Talent bomb, explained: How to solve HR's latest crisis",spans:[],direction:b}],category_grp:[{category:{id:h$,type:x,tags:[],lang:f,slug:r,first_publication_date:ib,last_publication_date:ic,uid:ia,link_type:h,isBroken:g}},{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}},{tag:{id:ei,type:t,tags:[],lang:f,slug:dQ,first_publication_date:cu,last_publication_date:ej,uid:ek,link_type:h,isBroken:g}},{tag:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"talent bomb",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F605877ae-dc3b-4b5d-bdb5-5d35637742f4_IMG_Articles_365-effect-green-gradient.png?auto=format,compress",id:Fr,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:"2023-12-05",u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:"We promise: All wonders. No spam.",spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Talent War, Talent Bomb... Talking about the current and upcoming HR trends can almost feel like we’re talking about Star Wars, yet we are indeed very much still on the subject of talent management. While HR has always faced challenges, they seem to be never-ending and escalating in recent years, bringing us to today’s emerging crisis: the talent bomb.",spans:[{start:eZ,end:cF,type:k,data:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}},{start:eJ,end:fX,type:G}],direction:b},{type:a,text:"Although the issue of the talent bomb is not actually new, it is taking on a whole new form, with a catchy new name. ",spans:[],direction:b},{type:a,text:"With the advent of new technologies, especially generative AI, this latent global crisis is disrupting the balance between the supply and demand of skilled talent, forcing companies to completely rethink their approach to talent management.",spans:[{start:eX,end:gy,type:c}],direction:b},{type:a,text:"How do you avoid a talent bomb? Companies must first understand the root causes of the crisis and how it applies to their market. They can then ensure their talent strategy is agile and holistic by implementing innovative retention strategies, investing in professional development, and tapping into the skills of their employees.",spans:[{start:ka,end:lJ,type:k,data:{id:fk,type:t,tags:[],lang:f,slug:b$,first_publication_date:W,last_publication_date:fl,uid:b$,link_type:h,isBroken:g}}],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is the talent bomb?",spans:[],direction:b},{type:a,text:"With a name inspired by the carbon bomb, the Talent Bomb is a global crisis where HR fear a shortage of talent and skills available in the labor market. The talent bomb disrupts the balance between supply and demand of the qualified workforce and can have numerous consequences for a company's health and performance.",spans:[{start:ef,end:n$,type:c}],direction:b},{type:a,text:"In response, companies are forced to completely rethink their approach to talent management. it has become imperative to understand the complexities of this crisis and find sustainable solutions to mitigate its effects, or risk struggling to attract, retain, and develop highly skilled professionals.",spans:[],direction:b},{type:o,text:"3 causes of the talent bomb",spans:[{start:d,end:aq,type:c}],direction:b},{type:a,text:"Several factors have contributed to the \"Talent Bomb.\" ",spans:[],direction:b},{type:a,text:"1. COVID-19",spans:[{start:d,end:aE,type:c}],direction:b},{type:a,text:"Firstly, the global COVID-19 pandemic reshaped the professional landscape, highlighting critical disparities in flexible work policies, social benefits, and job security. This awareness prompted many professionals to seek more favorable work environments and reassess their career priorities. While some companies have been able to anticipate or adapt, this is not the case for all. As a result, they are losing their talents, who are heading towards organizations that have quickly acclimated to these new needs.",spans:[{start:lC,end:wJ,type:c},{start:wK,end:wL,type:c},{start:wL,end:wM,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{start:wL,end:wM,type:c},{start:wM,end:DF,type:c}],direction:b},{type:a,text:"2. Technological advancements",spans:[{start:d,end:aQ,type:c}],direction:b},{type:a,text:"In addition, there is a growing shortage of skills in key areas such as technology, engineering, and science. The speed of technological advancements has created a significant gap between the required skills and those available in the labor market, forcing companies to compete for a limited number of qualified candidates. It is becoming difficult for Generation X and Y to adapt to the labor market due to their lack of skills in technology and digitalization in particular. New communication tools, new collaboration technologies, the emergence of AI... all these developments require real training to be taken into account, and companies must now allocate a budget for these new skills.",spans:[{start:hW,end:vw,type:c},{start:538,end:553,type:k,data:{id:qe,type:l,tags:[],lang:f,slug:qf,first_publication_date:qg,last_publication_date:qh,uid:qi,link_type:h,isBroken:g}}],direction:b},{type:a,text:"3. Employee expectations",spans:[{start:d,end:aM,type:c}],direction:b},{type:a,text:"Finally, changing expectations of employees regarding company culture, work-life balance, professional development, and compensation have also contributed to the pressure on HR departments. It is worth noting that talents are increasingly seeking professional fulfillment through a positive work environment and a continuous personalized career path.",spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:o,text:"Challenges and risks of the talent bomb",spans:[],direction:b},{type:a,text:"The gap between the skills available within the workforce and those actually required by the labor market is gradually widening. This skills shortage is explained by the mismatch between the new requirements of the job market and companies regarding key skills and the lack of available training within organizations to bridge these skills gaps.",spans:[{start:hw,end:dJ,type:k,data:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Too many companies want to recruit the \"same\" talents with these new skills, but too few are actually trained in them.",spans:[{start:d,end:fz,type:c}],direction:b},{type:a,text:"This talent shortage can have a devastating impact on the performance of companies. Therefore, they have a strong interest in addressing this issue and allocating a budget to train their employees.",spans:[],direction:b},{type:a,text:"Without an effective action plan, this skills gap will widen the divide between the demands of the labor market and what workers can actually offer.",spans:[{start:d,end:ba,type:c},{start:ba,end:cv,type:k,data:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}},{start:ba,end:cv,type:c},{start:cv,end:g$,type:c}],direction:b},{type:a,text:"If the Talent Bomb explodes, it risks creating significant recruitment and retention problems. The lack of candidates with the necessary skills can make the recruitment process lengthy and costly, which impacts productivity and organizational efficiency.",spans:[],direction:b},{type:a,text:"Furthermore, retaining talented employees can be challenging when there are no opportunities for personal development and career advancement, and when talents are disconnected from their work.",spans:[{start:gB,end:dz,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}],direction:b},{type:a,text:"These factors can inevitably lead to a significant decrease in organizational performance. The lack of adequate skills can hinder innovation, reduce competitiveness, and jeopardize the sustainability of an organization. ",spans:[],direction:b},{type:a,text:"The fear of a \"talent bomb\" poses complex challenges for all companies, raising fundamental questions about talent management approach, making it a strategic issue as well. ",spans:[],direction:b},{type:n,text:"How to prevent the talent bomb from exploding",spans:[],direction:b},{type:a,text:"The explosion of the talent bomb will undoubtedly have a negative impact on companies if it is not anticipated and controlled.",spans:[],direction:b},{type:a,text:"Recruitment costs will increase, recruiting cycles will be prolonged, and competitiveness in the job market will continue to intensify. Companies will struggle to retain their existing talent while facing the constant threat of employee departures to companies offering better conditions.",spans:[{start:d,end:jX,type:c}],direction:b},{type:a,text:"Furthermore, productivity can suffer as unfilled vacancies often result in increased workload for current employees, which can lead to burnout and a decrease in the quality of work.",spans:[],direction:b},{type:a,text:"But how can we prevent the bomb from completely exploding? How can we face this HR challenge?",spans:[],direction:b}]},id:uD,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Toward the skills economy...",spans:[],direction:b}],image:{dimensions:{width:vl,height:vm},alt:"new skills",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1508317469940-e3de49ba902e?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHw0fHxza2lsbHN8ZW58MHx8fHwxNzAwNDc2NjQ0fDA&ixlib=rb-4.0.3&q=85?auto=compress,format",id:"GI1hwOGqGtE",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Fs,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"We are currently experiencing major economic changes that significantly alter the professional landscape. This is a transition from a traditional economy based on job titles or education to an economy primarily focused on skills. This shift is mainly driven by digital and technological advancements, as well as the rise of professions, practices, and fields of activity that rely heavily on soft skills, themselves the basis of critical skills in the workplace. This important shift to a skills-based economy demonstrates the superiority of human intelligence, creativity, and adaptability.",spans:[{start:iA,end:iX,type:c},{start:iX,end:dj,type:k,data:{id:jw,type:e$,tags:[],lang:f,slug:r,first_publication_date:ha,last_publication_date:jx,uid:jy,link_type:h,isBroken:g}},{start:iX,end:dj,type:c},{start:dj,end:jb,type:c},{start:wN,end:wO,type:c}],direction:b},{type:a,text:"By focusing on employees' skill sets rather than their jobs, organizations can identify all the skills present within the company and those that are truly lacking. Employees are full of \"talents\" and likely have hidden skills that may not be specified in their job description.",spans:[],direction:b},{type:a,text:"For example, Damien may work in sales but have technical skills in video editing, which can help his team provide insights on what attracts prospects and the best way to communicate with them. Similarly, Louise may be trilingual and interested in an internal opportunity abroad.",spans:[],direction:b},{type:a,text:"By knowing all their skills, companies can better understand their employees and better meet their needs and preferences. And this is significant in the current work environment, as the opportunity for career advancement is one of the most important factors in talent retention today.",spans:[{start:d,end:gE,type:c}],direction:b},{type:a,text:"A key characteristic of this skills economy is a holistic approach to talent. It is not simply about considering a person's formal qualifications, but rather recognizing and appreciating the diversity of their abilities and innate, acquired, and hidden skills. Companies must now go beyond traditional hiring criteria and embrace a broader vision of the skills needed to succeed and adapt in a constantly changing world.",spans:[],direction:b},{type:n,text:"...For a truly strategic talent management",spans:[],direction:b},{type:a,text:"To mitigate the effects of the \"Talent Bomb,\" companies must adopt innovative approaches to talent management, including the skills-based approach we mentioned.",spans:[{start:fL,end:jY,type:k,data:{id:jw,type:e$,tags:[],lang:f,slug:r,first_publication_date:ha,last_publication_date:jx,uid:jy,link_type:h,isBroken:g}}],direction:b},{type:a,text:"This involves reviewing their recruitment and retention strategies to adapt to the constantly evolving job market. Companies must also invest in the development of internal skills, offer attractive training and professional development programs, and improve company culture to foster employee engagement.",spans:[{start:hO,end:nM,type:c}],direction:b},{type:a,text:"Furthermore, the adoption of advanced HR technologies such as artificial intelligence for recruitment or skills and predictive analysis for retention can help companies make more informed decisions regarding talent management.",spans:[],direction:b},{type:a,text:"There are many tools on the market today, some of which place your employees' skills at the heart of your talent management. This type of HR solution will allow you to adopt a strategy focused on the skills economy that we mentioned earlier.",spans:[{start:fL,end:me,type:c},{start:me,end:eC,type:k,data:{id:hP,type:l,tags:[],lang:f,slug:hQ,first_publication_date:bt,last_publication_date:hR,uid:hS,link_type:h,isBroken:g}},{start:me,end:eC,type:c},{start:eC,end:ls,type:c}],direction:b},{type:a,text:"A little over a year ago, Michael Griffiths, Senior Partner, Principal, and Lead in Deloitte's Workforce Transformation Practice, told Forbes that \"The boundaries for the organization—both how you engage with your workforce and who your workforce is—are disappearing.” ",spans:[{start:el,end:cS,type:k,data:{link_type:v,url:Ft,target:mR}}],direction:b},{type:a,text:"This shift from an employment-based approach to a skills-based approach is now essential to create individual career paths and make your company capable of anticipating and meeting the organization's needs.",spans:[{start:cF,end:eQ,type:k,data:{id:jk,type:l,tags:[],lang:f,slug:jl,first_publication_date:dC,last_publication_date:dC,uid:jm,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Thus, your talent management must be, in a word, agile. While agility has been talked about for several years now, few organizations have truly been able to make the shift. A skills-focused mindset exponentially facilitates the resolution of today's and tomorrow's skills gaps, which are precisely the problem for the Talent Bomb.",spans:[],direction:b},{type:a,text:"Fortunately, there are solutions to help you in this transition and prevent the bomb from exploding.",spans:[{start:ap,end:aF,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}],direction:b}]},id:Fu,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:o,text:"Digitalization and AI",spans:[],direction:b}],image:{dimensions:{width:go,height:u_},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F40a52215-8af1-47c7-9f61-26d9a82e89be_img-homepage-accordion-2-en.png?auto=format,compress",id:"ZDgeAhAAACIAgfCM",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$00ade063-bfed-46ba-adfd-b08f8ce83315",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"Intelligence and capabilities, in the agile vision, are not fixed points but skills to be cultivated.",spans:[],direction:b},{type:a,text:"Ultimately, this transition to a skills economy will be of no use to you if you're still locked into old processes and structures that limit your ability to apply this approach to the lived experiences of your people.",spans:[{start:d,end:hf,type:c}],direction:b},{type:a,text:"Technology is therefore an invaluable ally at this stage, and you'll want to choose an Internal Talent Marketplace aligned with your values. An AI-driven, competency-based Internal Talent Marketplace encourages HR and your people to stay engaged, and to see career development as an ongoing part of talent management.",spans:[{start:hM,end:hO,type:k,data:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Thanks to digitization and AI, you'll be able to offer training, and upskilling plans to close those ever-widening skills gaps.",spans:[],direction:b},{type:a,text:"AI-enabled HR software uses what's known as Skills Tech, and enables you to identify and provide you with a map of the skills present within your company, to visualize the skills you need to have on the market, and to detect the gaps between the skills your employees already possess and those they need to evolve in their careers and on the job market. You can then propose training and skills enhancement plans to close these gaps. ",spans:[{start:bj,end:cb,type:k,data:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}}],direction:b},{type:a,text:"In short, you can take real action.",spans:[],direction:b}]},id:Fv,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"Choosing the right HR software",spans:[],direction:b}],content:[{type:a,text:"There are dozens of HR software packages available. But how do you find one that specializes in skills to diffuse that Talent Bomb? You'll need software that uses that famous Skills Tech, and one that integrates with specific tools to support employee learning and development, such as skills assessment and learning management systems.",spans:[],direction:b},{type:a,text:"By capturing data on the skills of your teams, the right software provides HR with an overview of current skills within their organization, enabling them to know :",spans:[],direction:b},{type:a,text:"Who you hire: whether a candidate has the skills needed to complement the team's existing skill set and fill known skill gaps.",spans:[{start:d,end:bq,type:c}],direction:b},{type:a,text:"How much you pay them: the candidate's or employee's position on the salary grid according to their skills and abilities.",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Who you promote: whether an employee has acquired new skills and is now eligible to progress into a new role.",spans:[{start:d,end:$,type:c}],direction:b},{type:a,text:"How and where you deploy skills across the organization: leaders can place relevant talent in new roles or specialized projects based on skills.",spans:[{start:d,end:cj,type:c}],direction:b},{type:a,text:"How you grow your business: skills tracking enables decision-makers to plan expansion into new areas or markets.",spans:[{start:d,end:aG,type:c}],direction:b},{type:a,text:"Solutions such as 365Talents enable you to obtain all this information to reduce skills gaps within your organization, and prevent future gaps before they occur.",spans:[],direction:b},{type:a,text:"With 365Talents' Skills Intelligence, HR managers can dynamically visualize the analysis and comparison of skills supply and demand, highlight emerging skills, declining jobs and much more. Find out more here.",spans:[{start:it,end:lj,type:k,data:{id:mX,type:al,tags:[],lang:f,slug:mY,first_publication_date:mZ,last_publication_date:m_,uid:m$,link_type:h,isBroken:g}}],direction:b}]},id:Fw,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"The \"Talent Bomb\" remains one of the most pressing challenges facing companies today. ",spans:[],direction:b},{type:a,text:"To thrive in this competitive landscape, companies must recognize the critical importance of effective, proactive talent management. By identifying the root causes of the crisis, implementing innovative recruitment and retention strategies, and investing in professional development, companies can be better equipped to mitigate the impact of the crisis and position themselves for long-term sustainable growth.",spans:[],direction:b},{type:a,text:"A skills-based HR strategy is not just the HR strategy of the future, but the HR strategy of the present. Understanding the value of competencies and adopting a skills-based vision is the first step, but transforming your philosophy into a workable strategy requires a tool with skills woven into its DNA. ",spans:[{start:d,end:iA,type:c}],direction:b},{type:a,text:"Choose wisely and you can transform the lives of your employees!",spans:[],direction:b}]},id:"content_text_section$d2225428-3cfb-4b54-8446-bcb6fc807480",slice_type:p,slice_label:e},{variation:av,version:i,items:[],primary:{img:{dimensions:{width:jP,height:lk},alt:e,copyright:e,url:rD,id:rE,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:"Reduce your people's skills gaps today",spans:[],direction:b}],text:[],btntxt:[{type:a,text:"Book a Demo",spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:rF,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:"Learn more about skills",spans:[],direction:b}],suggested_grp:[{article:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}},{article:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{article:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[],primary:{title:[{type:n,text:Q,spans:[],direction:b}],btntxt:[{type:a,text:Fx,spans:[],direction:b}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:rG,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Fp,spans:[],direction:b}],thumb_description:[{type:a,text:Fq,spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:lT,uid:lW,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZV3SbBAAAAlY8eE5%22%29+%5D%5D",tags:[],first_publication_date:lU,last_publication_date:lV,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZVOxGxEAANsRhC9X",type:l,lang:T,uid:"vaincre-la-penurie-de-competences-grace-a-la-gestion-des-competences"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:Fy,sitename:g,description:"The skills shortage is a rising, persistent concern for HR managers. Learn how skills management can help you overcome the challenge and optimize your recruitment.",img:{dimensions:{width:az,height:aB},alt:Fz,copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}}},id:gp,slice_type:H,slice_label:e}],hero_title:[{type:F,text:Fy,spans:[],direction:b}],category_grp:[{category:{id:h$,type:x,tags:[],lang:f,slug:r,first_publication_date:ib,last_publication_date:ic,uid:ia,link_type:h,isBroken:g}},{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}},{tag:{id:ei,type:t,tags:[],lang:f,slug:dQ,first_publication_date:cu,last_publication_date:ej,uid:ek,link_type:h,isBroken:g}},{tag:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:az,height:aB},alt:Fz,copyright:e,url:mL,id:mM,edit:{x:d,y:d,zoom:q,background:u}},author:{id:bA,type:I,tags:[],lang:f,slug:r,first_publication_date:bB,last_publication_date:bC,link_type:h,isBroken:g},p_date:wP,u_date:e,aside_n_title:[{type:E,text:P,spans:[],direction:b}],aside_n_text:[{type:a,text:aI,spans:[],direction:b}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[],direction:b}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The Great Resignation, the war for talent, digital transformation... there has been no shortage of changes in the world of work in recent years. HR professionals are tasked with tackling these challenges every day and must reinvent themselves in order to meet the needs of this ever-changing workforce.",spans:[{start:bP,end:eU,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Today, our leaders are facing a new challenge: the skills shortage. ",spans:[{start:cr,end:eZ,type:c}],direction:b},{type:a,text:"According to a French LinkedIn study, 50% of training specialists say executives are concerned about the mismatch between staff skills and those needed to execute corporate strategy. This represents a 16-point increase on the previous year. ",spans:[{start:au,end:a_,type:k,data:{link_type:v,url:"https:\u002F\u002Flearning.linkedin.com\u002Ffr-fr\u002Fresources\u002Fworkplace-learning-report-2022",target:mR}},{start:bs,end:kw,type:c}],direction:b},{type:a,text:"In addition to leaving companies' productivity and competitiveness in tatters, a skills shortage on the job market also has consequences for talent and HR. The former don't have all the skills they need to carry out their roles successfully, while the latter need to recruit, internally or externally, the talent with the missing skills to fill the gap.",spans:[],direction:b},{type:a,text:"So, how do you find and develop candidates with the right skills? ",spans:[],direction:b},{type:a,text:"Let's take a look at the causes of the skills shortage, its consequences and impact, and best strategies for bridging the gap.",spans:[],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Understanding the skills shortage",spans:[],direction:b},{type:a,text:"The skills shortage refers to the mismatch between the skills sought by employers and those offered by candidates. It affects all sectors and all levels of qualification. ",spans:[],direction:b},{type:a,text:"(You may also hear this called a skills gap, although it's important to note that skills gap can also refer to other discrepancies between skill supply and demand, not necessarily in a recruitment context.)",spans:[{start:aU,end:bP,type:k,data:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}}],direction:b},{type:a,text:"In April 2022, the French public employment service Pôle Emploi published its \"Need for Manpower\" survey sent to companies to find out their recruitment needs and challenges. The results revealed that 58% of recruitments are deemed \"difficult\" by the 424,000 questioned. Worse still, the study mentions \"unprecedented recruitment difficulties.”",spans:[{start:im,end:hv,type:k,data:{link_type:v,url:Ei,target:mR}},{start:gb,end:lD,type:c}],direction:b},{type:a,text:"In their recruitment processes, more and more companies are choosing to focus as much, if not more, on the \"skills\" of applicants, rather than their qualifications. This is a good thing, of course, but we can see that they are having difficulty recruiting because of the discrepancies between the skills deemed essential for a position, and those possessed by talented candidates. ",spans:[],direction:b},{type:a,text:"In a fast-changing job market, how can we explain this recruitment challenge? ",spans:[],direction:b},{type:n,text:"Origins and causes of the skills shortage",spans:[],direction:b},{type:o,text:"Technological and digital transformation",spans:[],direction:b},{type:a,text:"The growth and diversification of digital technologies and tools explains why some candidates and employees lack skills: not everyone is trained in new technologies, including digital means of communication, and digital or IT tools. While this may not seem too serious at first glance, a lack of training has consequences not only for skills, but also for everyone's productivity.",spans:[],direction:b},{type:a,text:"What's more, over half the employers (55%) in the Pôle Emploi study said they had received unsuitable applications due to a lack of technical skills.",spans:[],direction:b},{type:o,text:"Obsolete training programs",spans:[],direction:b},{type:a,text:"Although there are many training tools on the market, not all corporate HR departments have yet found the right solution for their needs, or simply haven't looked yet, due to lack of time, budget, or management support. As a result, they rely on their old training processes, which are not always up to date and are, with all the transformations, now obsolete. ",spans:[{start:ac,end:bl,type:k,data:{id:oG,type:l,tags:[],lang:f,slug:oH,first_publication_date:oI,last_publication_date:oJ,uid:oK,link_type:h,isBroken:g}}],direction:b},{type:a,text:"The digital revolution has transformed employee training needs as much as corporate skill requirements. However, without the right strategy and the right tools, it's almost impossible for HR to respond to these constantly changing needs, and to provide learning tailored to these new skills.",spans:[],direction:b},{type:o,text:"Candidate motivation",spans:[],direction:b},{type:a,text:"It's not just the needs of companies and the job market that are changing: the needs of candidates and employees are evolving too. Well-being at work, flexibility and corporate culture are new sources of motivation for candidates, and the LinkedIn study, citing 900 million profiles, confirmed that these factors have increased remarkably in recent years. ",spans:[{start:fu,end:jb,type:c}],direction:b},{type:a,text:"Employee priorities have changed, and fulfillment at work is a motivation that HR professionals must not overlook. We've mentioned it before, but offering training and skills development plans is key to ensuring that they thrive at work. If your training programs are outdated, or you don't have the development tools to deal with the skills gap, it will be that much harder to recruit and retain employees.",spans:[{start:ja,end:qH,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"The impact of the skills shortage",spans:[],direction:b}],image:{dimensions:{width:az,height:aB},alt:"skill shortage",copyright:e,url:wH,id:wI,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Ad,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"HR managers are experiencing the effects of the skills shortage in a few profound ways.",spans:[],direction:b},{type:o,text:"Difficult recruitment",spans:[],direction:b},{type:a,text:"HR managers are increasingly concerned about recruiting. According to a 2023 survey from McKinsey, 77% of HR teams say they struggle to fill open positions due to a skills shortage.",spans:[{start:fw,end:hD,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffr\u002Four-insights\u002Flhumain-capital-au-coeur-de-la-performance-durable-de-lentreprise",target:mR}},{start:fw,end:hD,type:c},{start:hD,end:kw,type:c}],direction:b},{type:a,text:"HR is having difficulty attracting talent and recruiting profiles suited to their needs. This situation is explained in particular by the fact that the talents, although possessing the required qualifications, do not possess the practical skills required for the jobs in question.",spans:[],direction:b},{type:o,text:"Poor talent retention",spans:[],direction:b},{type:a,text:"The recruitment phase is not the only one to suffer from hiring shortages. Potential candidates pay the price, of course, but so do your employees. Once on the job, talent retention is always compromised when employees' skills seem incompatible with changes in the sector.",spans:[],direction:b},{type:o,text:"Skills gap",spans:[],direction:b},{type:a,text:"Then comes the skills gap, which can lead to increased difficulty adjusting to job changes, increased workplace stress, and increased resignation rates. This inability to retain talent has seriously affected company culture and caused recruiting costs to skyrocket. ",spans:[{start:gK,end:hc,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}}],direction:b}]},id:uD,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:"How to deal with the skills shortage? A 3-step guide to skills management",spans:[],direction:b}],image:{dimensions:{width:5472,height:3648},alt:"three men laughing while looking in the laptop inside room",copyright:e,url:"https:\u002F\u002Fimages.unsplash.com\u002Fphoto-1523240795612-9a054b0db644?crop=entropy&cs=srgb&fm=jpg&ixid=M3wzMzc0NjN8MHwxfHNlYXJjaHwxMHx8d29ya2VyfGVufDB8fHx8MTcwMDA2ODQ3M3ww&ixlib=rb-4.0.3&q=85?auto=compress,format",id:"XkKCui44iM0",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Fs,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:"While it is undoubtedly in the interest of HR managers to understand the ins and outs of the skills shortage, but just as importantly, to identify the levers of action to remedy it.",spans:[],direction:b},{type:o,text:"1. Update your recruitment strategy",spans:[],direction:b},{type:a,text:"To attract qualified talent, HR managers must first ensure that their recruitment strategy is adapted, updated according to market trends and needs, as well as the priorities and motivations of candidates.",spans:[],direction:b},{type:a,text:"HR teams can start by:",spans:[],direction:b},{type:a,text:"Working on brand image: To attract qualified talent, HR should take into account the needs and motivations of candidates. You know that corporate culture, well-being at work and flexibility are essential in their eyes. You can therefore try to review your internal HR policies, make your corporate culture even more positive and highlight it in order to adapt your job offers. Offering opportunities for professional development is another strategy that will help you stand out.",spans:[{start:d,end:aE,type:G},{start:d,end:aE,type:c},{start:aE,end:ar,type:G},{start:aE,end:ar,type:k,data:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}},{start:aE,end:ar,type:c},{start:ar,end:ap,type:G},{start:ar,end:ap,type:c},{start:ap,end:aM,type:c}],direction:b},{type:a,text:"Diversify your selection criteria: Looking only at diplomas is no longer enough. Many companies now rely on skills instead, why not do the same? This will help you avoid limiting the number of applications initially. If candidates have the skills you need, you'll more easily close the skills gap. Better yet, you will be able to plan for a development plan.",spans:[{start:d,end:aS,type:G},{start:d,end:aS,type:c}],direction:b},{type:a,text:"Use innovative recruitment tools: You may already know that there are new HR tools to help with recruitment. Platforms like LinkedIn, Glassdoor or Indeed contain profiles to contact directly to anticipate the needs of the company, and often for free. However, to optimize time and efficiency, you can also use solutions that leverage artificial intelligence to sort through applications for you.",spans:[{start:d,end:au,type:G},{start:d,end:au,type:c},{start:au,end:aF,type:G},{start:au,end:aF,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}},{start:au,end:aF,type:c},{start:aF,end:aU,type:G},{start:aF,end:aU,type:c}],direction:b},{type:a,text:"Opt for data-driven internal recruitment: Data analysis has transformed recruitment methods. Today, there are so-called “data-driven” solutions, which analyze your data to help you find qualified internal candidates as quickly as possible. Solutions like 365Talents are based on skills data in order to analyze the skills present within the company, those necessary for the success of a position and trends in terms of market developments. ",spans:[{start:d,end:bQ,type:G},{start:d,end:bQ,type:c},{start:bQ,end:cY,type:c}],direction:b},{type:a,text:"Companies don't necessarily think about it, but your best talents are often right before your eyes, and their untapped skills may create the best candidate!",spans:[{start:bR,end:hC,type:c}],direction:b},{type:o,text:"2. Foster a culture of learning & development ",spans:[],direction:b},{type:a,text:"In the era of technological progress, companies can no longer afford to ignore the training and upskilling of their teams. Whether your employee is taking up a new role, pursuing an internal mobility or simplying looking to increase their skills, investing in the development of your people through training is essential.",spans:[{start:hv,end:iA,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}},{start:ix,end:hH,type:k,data:{id:kA,type:l,tags:[],lang:f,slug:r,first_publication_date:kB,last_publication_date:kC,uid:kD,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Existing employees can learn new skills through additional internal training and certifications. Take, for example, the challenge of digital transformations among certain generations – offering training on new technologies and communication tools can be a great way to ensure your people are prepared for present and future work environments.",spans:[],direction:b},{type:a,text:"In-house training also allows you to monitor professional development and encourage your employees to remain competitive in an increasingly demanding job market. Certifications are therefore one of the solutions to respond to the shortage of qualified workers while strengthening the employer brand.",spans:[],direction:b},{type:a,text:"A culture of continuous learning therefore makes it possible to promote the recruitment of candidates and increase engagement of existing employees through the improvement of skills.",spans:[],direction:b},{type:o,text:"3. Optimize skills management",spans:[],direction:b},{type:a,text:"Jobs evolve too quickly, but focusing on skills will allow you to anticipate the needs of the jobs of the future, no matter what those jobs themselves look like. If you are still hesitant to move to a skills-based approach, you can still start by implementing and improving your skills management.",spans:[{start:mJ,end:pN,type:k,data:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}}],direction:b}]},id:Fu,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:cK,title:[{type:a,text:FA,spans:[],direction:b}],content:[{type:a,text:"Skills management is a process aimed at identifying, evaluating, developing and aligning employee skills with the company's objectives. It is about having the right skills in the right place at the right time to ensure the success of your team and your organization.",spans:[{start:ba,end:hw,type:c}],direction:b},{type:a,text:"Having an effective skills management strategy allows you to know all the skills of your employees in order to:",spans:[],direction:b},{type:a,text:"- Optimize recruitment",spans:[],direction:b},{type:a,text:"- Staff projects precisely",spans:[],direction:b},{type:a,text:"- Define training needs in order to offer appropriate training to the right candidates",spans:[],direction:b},{type:a,text:"- Evaluate the level of expertise of your teams in order to stay up to date with the expected level of the market and not fall behind the competition",spans:[],direction:b},{type:a,text:"- Propose adapted remuneration and compensation policy",spans:[],direction:b},{type:a,text:"- Monitor and track development of critical skills ",spans:[],direction:b},{type:a,text:"As a result, skills management provides a complete visualization of the skills already acquired within your organization, those missing and those needed for open positions. ",spans:[],direction:b},{type:a,text:"This visibility, in turn, allows you to know whether external recruitment is really necessary or not, or whether, like many companies, you can rely on the skills of your existing employees. ",spans:[],direction:b}]},id:Fw,slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:n,text:"Why leverage the skills of your employees",spans:[],direction:b},{type:a,text:"Employees and their skills are the greatest strength of any company.",spans:[],direction:b},{type:a,text:"To deal with the skills shortage, your best weapon will be your skills management. ",spans:[],direction:b},{type:a,text:"Thanks to it, you will be able to see your skill supply and needs, and offer skills development to all your employees to take advantage of their untapped potential. Why invest in increasingly high recruitment costs if the best talent is right in front of you?",spans:[{start:bg,end:eU,type:c}],direction:b},{type:a,text:"But what and where to start? The right skills management tool can help you:",spans:[],direction:b},{type:j,text:"Establish a map of your company’s current skills",spans:[],direction:b},{type:j,text:"Identify the skills you need",spans:[],direction:b},{type:j,text:"Qualify skills gaps in order to propose skills development plans",spans:[],direction:b},{type:j,text:"Prioritize internal recruitment, to encourage skills development and personalized career growth",spans:[],direction:b},{type:a,text:"Using your skills data, you can obtain an up-to-date skills map for your company, and compare it with those of the market and your sector to deduce the gaps. This allows you to propose an action plan to develop the skills they do not possess and help them better respond to and align with your business needs.",spans:[{start:aF,end:ec,type:c}],direction:b},{type:a,text:"By focusing on current and in-demand skills, you can not only increase the productivity and performance of your teams, but also create a culture that attracts and retains talent.",spans:[],direction:b},{type:a,text:"The digitalization of these processes via innovative solutions can allow you to facilitate and optimize your approach. Skills management software meets the challenges of centralizing essential data for the service of skills development. It makes it possible to automate processes, optimize and update data and increase employee support for data sharing.",spans:[],direction:b},{type:a,text:"In sum, skills management offers:",spans:[],direction:b},{type:j,text:"Considerable time savings in identifying the skills of your talents",spans:[],direction:b},{type:j,text:"Quickly listed and dynamic skills repositories",spans:[],direction:b},{type:j,text:"Updated and dynamic mapping of professions and jobs",spans:[],direction:b},{type:j,text:"Better alignment between the business needs of the company and the skills needs of employees",spans:[],direction:b},{type:j,text:"Skills gap identification in no time, along with market and industry analysis",spans:[],direction:b},{type:j,text:"Better assessment of internal changes and future changes",spans:[],direction:b}]},id:Fv,slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:kN,title:[{type:a,text:"365Talents, an intelligent skills management solution",spans:[],direction:b}],content:[{type:a,text:"Powered by AI, 365Talents carries out skills mapping, updated in real time and thus provides a dynamic skills repository. 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The ultimate aim is to ensure visibility, in turn ensuring that every employee has the skills required to successfully accomplish the tasks assigned to them, in line with the company's overall strategy. ",spans:[{start:f$,end:ix,type:c},{start:gC,end:lD,type:c}],direction:b},{type:o,text:"Objectives of skills management ",spans:[{start:d,end:aF,type:c}],direction:b},{type:a,text:"Skills management is based on knowledge of all the company's skills. This includes:",spans:[{start:bP,end:dx,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Knowledge: Your employees all have knowledge. This is the theoretical knowledge acquired by an employee through education or training. It forms the basis for developing technical skills.",spans:[{start:d,end:aD,type:c}],direction:b},{type:j,text:"Hard skills: Throughout their career, employees acquire technical skills, or hard skills. 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Skills assessment is therefore crucial to identifying the level of expertise within each employee, and enabling them to play an active role in their professional development and progression.",spans:[{start:d,end:ac,type:c},{start:iB,end:lD,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Anticipating skills needs: By assessing and analyzing current skills, you can compare them with those prevalent in the market and reduce skills gaps. By anticipating future needs, the company can prepare for market and technological changes, ensuring greater agility in the face of future challenges and anticipating future gaps.",spans:[{start:d,end:an,type:c},{start:el,end:g$,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Optimizing individual and collective performance: By assessing and enhancing the skills of each employee, the company can improve the overall performance of its teams. A better match between the skills of each individual and the tasks to be accomplished promotes greater productivity and a higher quality of work. Of course, if your teams perform better, the company's overall results will only improve.",spans:[{start:d,end:cv,type:c}],direction:b},{type:j,text:"Strengthening employee engagement and motivation: When employees see that their skills are valued and that they receive opportunities for professional development, their engagement and motivation are strengthened. This leads to higher retention of talent within the company.",spans:[{start:d,end:cq,type:c},{start:dj,end:iy,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Facilitating talent management: Talent management helps to identify potential talent and develop them with a view to preparing them for higher leadership and responsibility roles within the organization. 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What more could you want for future recruitment?",spans:[{start:d,end:aS,type:c},{start:mE,end:jt,type:k,data:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}}],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"What are the benefits of skills management?",spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:"benefits of skills management",copyright:e,url:wC,id:pY,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:po,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Skills management offers benefits for the whole company. By whole company, of course, we mean your employees, your management and your HR department. ",spans:[],direction:b},{type:a,text:"More precisely, skills management enables HR to: ",spans:[],direction:b},{type:j,text:"Optimize recruitment",spans:[],direction:b},{type:j,text:"Staff projects precisely",spans:[],direction:b},{type:j,text:"Define training needs in order to offer appropriate training to the right candidates",spans:[],direction:b},{type:j,text:"Evaluate the level of expertise of your teams in order to stay up to date with the expected level of the market and not fall behind the competition",spans:[],direction:b},{type:j,text:"Propose adapted remuneration and compensation policy",spans:[],direction:b},{type:j,text:"Monitor and track development of critical skills ",spans:[],direction:b},{type:a,text:"Globally, for the company this means:",spans:[],direction:b},{type:j,text:"Improved talent management",spans:[],direction:b},{type:j,text:FI,spans:[],direction:b},{type:j,text:FJ,spans:[],direction:b},{type:j,text:FK,spans:[],direction:b},{type:a,text:"Let’s dive into these benefits in detail.",spans:[],direction:b},{type:o,text:"Improved talent management ",spans:[],direction:b},{type:a,text:"This includes both talent identification and talent retention. ",spans:[],direction:b},{type:a,text:"Effective talent management enables you to identify internal or external talent that will perform to improve results. 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Definition and benefits",spans:[],direction:b},{type:a,text:"Let’s recap briefly. ",spans:[],direction:b},{type:a,text:"Skills management is the process of identifying, assessing and developing employee skills, in alignment with corporate objectives. ",spans:[{start:d,end:fu,type:c}],direction:b},{type:a,text:"It goes beyond the simple assessment of qualifications and experience, and includes people's behavioral, technical and interpersonal skills.",spans:[{start:cP,end:io,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}],direction:b},{type:a,text:"The ultimate aim is to ensure that every employee has the skills needed to successfully accomplish the tasks assigned to them, in line with the company's overall strategy. ",spans:[],direction:b},{type:a,text:"Today, skills management is essential to any modern, agile company. The benefits include:",spans:[],direction:b},{type:j,text:"Talent identification: Efficient skills management enables you to identify internal or external talent who will perform well to improve results. You'll be able to find the right skills for existing internal positions, as well as develop the skills of loyal employees.",spans:[{start:d,end:ap,type:c}],direction:b},{type:j,text:"Talent retention (or loyalty): With skills management, you can offer appropriate training and professional development to each and every one of your employees. An employee who has opportunities for advancement will be more motivated and engaged, which in turn will increase loyalty.",spans:[{start:d,end:aZ,type:c},{start:mo,end:mp,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}}],direction:b},{type:j,text:"Individual and collective expertise: Skills management enables the exchange of skills between peers. New talent has much to contribute, just as existing employees can train them. This sharing and collaboration enables collective learning and cultivates collective intelligence and communities of experts.",spans:[{start:d,end:bs,type:c}],direction:b}]},id:gq,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Skills management strategies",spans:[],direction:b}],image:{dimensions:{width:go,height:ay},alt:tl,copyright:e,url:wC,id:pY,edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:po,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"There are several strategies you can implement to manage your skills, including:",spans:[],direction:b},{type:a,text:"Skills assessments: A thorough assessment of each employee's current skills enables you to find out which skills are present in the company. This can be achieved through individual assessments, development interviews, manager assessments and group assessments.",spans:[{start:d,end:ac,type:c},{start:pX,end:pG,type:k,data:{id:hq,type:l,tags:[],lang:f,slug:hr,first_publication_date:hs,last_publication_date:ht,uid:hu,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Skill gap identification: By identifying existing skills, you can see which skills your employees do not yet possess, but which are necessary for their current or future jobs. You can thus identify the gaps between the skills required and those already possessed by your employees, in order to build a development and skills enhancement plan.",spans:[{start:d,end:aC,type:c},{start:ky,end:pR,type:k,data:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Individual development planning: Establish individual development plans for each employee, offering them personalized training and learning opportunities. These plans must be aligned with the company's objectives and the employee's career aspirations. Thanks to an increase in skills, your employees will be more agile and ready for today and tomorrow!",spans:[{start:d,end:aU,type:c},{start:eJ,end:ef,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Continuous training: By encouraging a culture of continuous training within the company, you can enhance your employees' employability and motivate them. Setting up training programs, workshops, conferences and online resources accessible to employees enable them to develop their skills on an ongoing basis.",spans:[{start:d,end:V,type:c}],direction:b},{type:a,text:"Talent management and internal mobility: Identify promising talent within the company and foster their development. Encouraging internal mobility also gives employees the opportunity to diversify their skills and occupy different positions according to the company's needs, in line with their ambitions and skills.",spans:[{start:d,end:bO,type:c},{start:jJ,end:iv,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Progress monitoring and evaluation: Finally, you can set up a monitoring system to regularly assess your employees' progress in developing their skills. These assessments enable you to adjust development plans and ensure that skills targets are met, while providing visibility on recently acquired or improved skills.",spans:[{start:d,end:aS,type:c}],direction:b},{type:o,text:"Getting started",spans:[],direction:b},{type:a,text:"A diagnostic phase is crucial to the success of a skills management project. Ask yourself the following questions:",spans:[],direction:b},{type:j,text:"Do I know my current skills?",spans:[],direction:b},{type:j,text:"Are job descriptions up to date?",spans:[],direction:b},{type:j,text:"What are the key skills necessary for today and tomorrow?",spans:[],direction:b},{type:j,text:"How can I acquire or develop these key skills?",spans:[],direction:b},{type:a,text:"As a reminder, you can follow this 5-step guide to set up your skills management strategy:",spans:[],direction:b},{type:L,text:"Take stock to define the company's strategy",spans:[],direction:b},{type:L,text:"Assess needs",spans:[],direction:b},{type:L,text:"Rely on existing resources",spans:[],direction:b},{type:L,text:"Integrate Strategic Workforce Planning",spans:[],direction:b},{type:L,text:"Formulate action plans",spans:[],direction:b},{type:L,text:"Monitor development",spans:[],direction:b},{type:a,text:"Once your strategy is in place, you'll be able to establish a real-time view of needs, and measure the gap between existing skills and jobs and those you need, using the following means: ",spans:[],direction:b},{type:j,text:"Skills identification and assessment: annual and professional interviews, skills mapping and repository, job repository, satisfaction survey, performance indicators...",spans:[{start:d,end:bl,type:c}],direction:b},{type:j,text:"Skills development: internal and external training plans and initiatives, integration and onboarding programs, VAE, empowerment, etc.",spans:[{start:d,end:ac,type:c}],direction:b},{type:j,text:"Career and mobility management: replacement plan, replacement organization chart, mobility gateways, etc.",spans:[{start:d,end:aF,type:c}],direction:b},{type:j,text:"Recruitment: recruitment plan, job offers, selection and decision-making tools...",spans:[{start:d,end:aE,type:c}],direction:b},{type:a,text:"Of course, to ensure its success, you'll need to include the whole company, i.e. the management who steer the project, the managers who are at the forefront of understanding and assessing the skills of their teams, and the employees who benefit from this plan.",spans:[],direction:b}]},id:ld,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Understanding types of skills management tools",spans:[],direction:b}],image:{dimensions:{width:4955,height:3693},alt:"outils gestion des compétences",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Ffaa5b168-1930-4f60-978f-fbe51d369072_dan-cristian-padure-noOXRT9gfQ8-unsplash.jpg?auto=compress,format",id:"ZQMoUhIAACMAoX4z",edit:{x:d,y:d,zoom:q,background:cM}},caption:[{type:a,text:qs,spans:[],direction:b}]},id:qt,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Once you know how to manage your skills, you need to know the tools to make the job easier!",spans:[],direction:b},{type:a,text:"Skills management tools encompass a range of solutions, software and procedures designed to collect, assess, monitor and develop employees' skills, be they hard skills, soft skills, hidden talents or career aspirations, in alignment with the different strategies outlined above. ",spans:[{start:a_,end:bk,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Companies can use skills management tools to make more informed decisions on recruitment, training, staffing and succession planning.",spans:[],direction:b},{type:a,text:"By facilitating the alignment of individual skills with overall corporate objectives, these tools help boost innovation, productivity and employee satisfaction. Skills management tools also play a crucial role in creating an agile, high-performance workforce. ",spans:[],direction:b},{type:a,text:"In essence, there are two primary tools you need for effective skills management: a skills framework (sometimes called a skills repository or skills ontology) and a skills management software. The former is essential for having a real-time view on your company skills, the latter is essential for ensuring — with minimum work for your HR and managers — that view is in fact \"real-time\" and up-to-date.",spans:[],direction:b},{type:o,text:"Skills frameworks",spans:[],direction:b},{type:a,text:"The skills framework is an essential tool for your skills management. Having a dynamic skills framework enables you to manage your skills with agility, so as not to lag behind the competition. It enables you to map the skills of each employee in real time, for each job within the company. ",spans:[{start:im,end:dv,type:k,data:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}}],direction:b},{type:E,text:"Why your skills framework needs to be dynamic",spans:[],direction:b},{type:a,text:"The right HR skills management solution can provide a dynamic skills framework that allows you to continuously identify and manage all your talents! ",spans:[],direction:b},{type:a,text:"Some solutions, like 365Talents, also leverage skills self-declaration to discover all your employees' talents, even the hidden ones. Everyone can participate in the identification of skills to feed into the company's skills management system, offering a skills map as close to the reality on the ground as possible.",spans:[],direction:b},{type:a,text:"A closed, pre-built framework:",spans:[{start:d,end:aZ,type:c}],direction:b},{type:j,text:"Mapping that may already be obsolete when you start to formalize it",spans:[],direction:b},{type:j,text:"A continual updating process you'll have to carry out yourself",spans:[],direction:b},{type:j,text:"A waste of time!",spans:[],direction:b},{type:a,text:"A dynamic, open and living skills map and framework:",spans:[{start:d,end:eY,type:c}],direction:b},{type:j,text:"Easily updateable skills mapping and framework",spans:[],direction:b},{type:j,text:"Continuous employee development with the identification of skills and professions",spans:[],direction:b},{type:j,text:"A simple global view of all company skills",spans:[],direction:b},{type:a,text:"The aim of any skills framework is to list all skills in one place, in a single source of truth to be used by the HR department and managers. You centralize information in real time, and are able to update it continuously in an easily accessible tool. ",spans:[{start:jK,end:sm,type:c}],direction:b},{type:a,text:"However, building a skills framework on your own remains a major time investment. You'll be collecting and continuously updating a lot of data, which can take up a lot of time and energy if it's not well organized. So, how do you manage this HR data at the heart of your skills management? How often do you update it? Weekly? Every month? And who will do it? HR? Managers? Do they have all the knowledge they need of each individual's skills and domains? ",spans:[{start:dw,end:en,type:c}],direction:b},{type:a,text:"Fortunately, there's technology that can make this job exponentially easier, simplifying and updating your skills framework automatically. ",spans:[],direction:b}]},id:nk,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:o,text:"Skills management software",spans:[],direction:b}],image:{dimensions:{width:vE,height:vF},alt:tl,copyright:e,url:vG,id:vH,edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"   ",spans:[],direction:b}]},id:"content_text_section$d57b09dc-dd3d-4975-a891-81a806d0806c",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Skills management software can enable you to facilitate and optimize your approach. It responds to the challenges of centralizing essential data and putting them at the service of skills development.",spans:[{start:eJ,end:hH,type:c}],direction:b},{type:a,text:"Talent management solutions provide complete visibility of your skills. They automate processes, optimize and update data, and increase employee engagement in data sharing. As a result, your employees' skills and careers will no longer hold any secrets.",spans:[],direction:b},{type:a,text:"In turn, your company can benefit from:",spans:[],direction:b},{type:j,text:"Considerable time savings in identifying skills, talents and needs",spans:[],direction:b},{type:j,text:"Better matching between company needs and employee requirements",spans:[],direction:b},{type:j,text:"Dynamic, up-to-date jobs mapping",spans:[],direction:b},{type:j,text:"Rapid, dynamic skills databases",spans:[],direction:b},{type:j,text:"Better assessment of internal and future changes",spans:[],direction:b}]},id:"content_text_section$0e4d3715-530f-4e86-96e2-a5e246920864",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"The 365Talents solution for skills management",spans:[],direction:b}],content:[{type:a,text:"Powered by AI, 365Talents carries out skills mapping, updated in real time, thus providing a dynamic skills framework. Our semantic analysis technology makes it possible to capture all the talents of your employees. 365Talents identifies and synthesizes the same skills even if they have a different name or language. ",spans:[],direction:b},{type:a,text:FB,spans:[],direction:b},{type:a,text:FC,spans:[],direction:b},{type:a,text:FD,spans:[],direction:b},{type:a,text:FE,spans:[],direction:b},{type:a,text:FF,spans:[],direction:b},{type:a,text:FG,spans:[],direction:b},{type:a,text:"- Gain insights into skills and trends to close skills gaps and plan for the future",spans:[],direction:b}]},id:wB,slice_type:p,slice_label:e},{variation:M,version:i,items:[],primary:{content:[{type:n,text:ti,spans:[],direction:b},{type:a,text:tj,spans:[],direction:b},{type:a,text:qy,spans:[],direction:b},{type:a,text:qz,spans:[],direction:b},{type:a,text:tk,spans:[],direction:b},{type:a,text:qA,spans:[],direction:b}],image:{dimensions:{width:1054,height:495},alt:"Visualisation of how 365Talents builds your skills framework: the Tetris Game",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65a7e6d47a5e8b1120d59e79_Screenshot2023-12-28at10.37.33.png?auto=format,compress",id:"Zafm1HpeixEg1Z55",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:Eo,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Ready to learn more about skills management and the 365Talents approach? Get in touch with our team today.",spans:[{start:d,end:cH,type:c},{start:cH,end:eA,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},{start:cH,end:eA,type:c},{start:eA,end:iA,type:c}],direction:b}]},id:kf,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:jP,height:lk},alt:tb,copyright:e,url:tc,id:td,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:qu,spans:[],direction:b}],text:[{type:a,text:qv,spans:[],direction:b}],btntxt:[{type:a,text:qw,spans:[],direction:b}],btnlnk:{id:ot,type:aH,tags:[],lang:f,slug:ou,first_publication_date:ov,last_publication_date:ow,uid:ox,link_type:h,isBroken:g}},id:ta,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:"Pour plus d'articles sur le sujet...",spans:[]}],suggested_grp:[{article:{id:gt,type:l,tags:[],lang:f,slug:r,first_publication_date:gu,last_publication_date:gv,uid:gw,link_type:h,isBroken:g}},{article:{id:lT,type:l,tags:[],lang:f,slug:r,first_publication_date:lU,last_publication_date:lV,uid:lW,link_type:h,isBroken:g}},{article:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}],slices5:[],slices6:[],thumb_title:[{type:o,text:FM,spans:[],direction:b}],thumb_description:[{type:a,text:"Skills management is a core part of leading a skills-based organization and your choice of tool will be essential for managing the work.",spans:[],direction:b}],thumb_linktxt:[{type:a,text:X,spans:[],direction:b}]}},{id:qe,uid:qi,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZTd5DBAAACUAdDqo%22%29+%5D%5D",tags:[],first_publication_date:qg,last_publication_date:qh,slugs:[qf],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"Generative AI for skills-based organizations: 7 myths about ChatGPT",sitename:D,description:"Generative AI scares people. But let’s put a pause on the catastrophizing for a moment and look at the reality as we bust 7 common myths about the technology behind ChatGPT.",img:{dimensions:{width:K,height:J},alt:cz,copyright:e,url:wU,id:wV,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"7 myths about generative AI for skills-based organizations",spans:[]}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}},{tag:{id:fm,type:t,tags:[],lang:f,slug:bK,first_publication_date:ca,last_publication_date:ca,uid:bK,link_type:h,isBroken:g}},{tag:{id:k$,type:t,tags:[],lang:f,slug:dp,first_publication_date:eN,last_publication_date:eN,uid:dp,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:cz,copyright:e,url:wU,id:wV,edit:{x:d,y:d,zoom:q,background:u}},author:{id:gg,type:I,tags:[],lang:f,slug:gj,first_publication_date:gh,last_publication_date:gi,link_type:h,isBroken:g},p_date:"2023-10-24",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Let’s be honest: AI scares people. Across many industries (not to mention Hollywood films), the rapidly advancing technology of artificial intelligence is at best misunderstood and, at worst, seen as an active threat to humanity and the world of work. ",spans:[]},{type:a,text:"But let’s put a pause on the catastrophizing for a moment and look at the reality. AI is, like the paradigm-changing innovations that have preceded it, far more of a benefit than a threat to the jobs and industries that it is, yes, changing. ",spans:[{start:he,end:hm,type:k,data:{id:oi,type:l,tags:[],lang:f,slug:ni,first_publication_date:oj,last_publication_date:ok,uid:ol,link_type:h,isBroken:g}}]},{type:a,text:"One of which is, of course, HR. More than perhaps any other profession, the impact of AI on HR can very clearly be seen as a net-good. AI has the power to modernize archaic administration tools to save time spent on tedious, thankless tasks and transform HR into a division more focused on personalized professional development and driving strategic change. ",spans:[{start:aF,end:hw,type:c},{start:cF,end:dB,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}}]},{type:a,text:"It's time, then, to demystify the fears surrounding AI and generative AI (best known by the platform name ChatGPT), to embrace the power this technology has to simplify HR’s daily tasks and help you be more efficient in your work.",spans:[]},{type:n,text:"What is generative AI? ",spans:[]},{type:a,text:"Generative AI is, simply put, a form of AI that focuses on the specific task of content generation. According to McKinsey, generative AI “describes algorithms that can be used to create new content, including audio, code, images, text, simulations, and videos.” ChatGPT is, of course, the best known and most freely accessible example of generative AI.",spans:[{start:eW,end:gX,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fmckinsey-explainers\u002Fwhat-is-generative-ai"}},{start:me,end:wW,type:c}]},{type:a,text:"Generative AI has had something of a breakout year in 2023, for the public and business leaders alike, with the rapid and divisive adoption of ChatGPT as a workplace tool in many industries and divisions. ",spans:[]},{type:a,text:"Products and platforms that were already AI-powered thus took steps to develop – and in the case of 365Talents, release – specific generative AI integrations in order to safely and securely leverage this form of AI in-platform without the privacy risks that can arise when employees use a public tool like ChatGPT. ",spans:[{start:eS,end:gf,type:k,data:{id:kT,type:l,tags:[],lang:f,slug:kU,first_publication_date:kV,last_publication_date:kW,uid:kX,link_type:h,isBroken:g}}]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How does generative AI benefit HR? ",spans:[]},{type:a,text:"Properly integrated into your workflows (procurement, accounts payable, RFPs, finance, compliance, and more), generative AI can boost productivity and employee satisfaction, by helping people concentrate their time on higher value efforts. It’s also incredibly scalable, so once you have refined how to use it, you can implement it across your company with ease.  ",spans:[{start:jJ,end:ir,type:c}]},{type:a,text:"More specifically for HR, AI has the potential to bring immediate value in a number of ways:",spans:[]},{type:o,text:"1. Resume\u002FCV sorting and analysis",spans:[]},{type:a,text:"One of the most time-consuming tasks for HR professionals is sorting resumes and CVs. AI can help automate this process by using advanced algorithms to analyze CVs, extract relevant information and rank candidates according to their skills, experience and qualifications. ",spans:[]},{type:a,text:"This saves HR valuable time that can be spent on more strategic tasks, such as interviewing candidates or managing internal company policies.",spans:[]},{type:o,text:"2. Improving the candidate experience",spans:[]},{type:a,text:"AI can also improve the candidate experience throughout the recruitment process. Intelligent chatbots can answer candidates' questions, schedule interviews and provide information on the status of their application. This creates a smoother, more transparent experience, which can enhance the company's reputation as an employer of choice.",spans:[]},{type:o,text:"3. Preventing unconscious bias",spans:[]},{type:a,text:"Human resources are responsible for ensuring that recruitment and workforce management practices are fair and free from bias. AI can be programmed to identify and mitigate unconscious bias in the recruitment process, based solely on candidates' skills and qualifications. This helps create more diverse and inclusive teams.",spans:[{start:gy,end:iB,type:k,data:{id:nb,type:al,tags:[],lang:f,slug:nc,first_publication_date:nd,last_publication_date:ne,uid:nf,link_type:h,isBroken:g}}]},{type:o,text:"4. Forecasting staffing needs",spans:[]},{type:a,text:"HR often needs to anticipate staffing requirements, whether for recruiting new employees or managing internal mobility. AI machine learning algorithms can analyze historical and current company data to forecast future staffing needs, helping HR to plan effectively.",spans:[]},{type:o,text:"5. Personalized employee training and development",spans:[]},{type:a,text:"AI can also be used to personalize employee training and development. By analyzing individual skills and needs, AI can recommend tailored training programs, enabling employees to develop their skills more effectively.",spans:[{start:ap,end:dy,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}]},{type:o,text:"6. Automating administrative tasks",spans:[]},{type:a,text:"Many administrative tasks, such as leave management, payroll and benefits administration, can be automated thanks to AI. This frees up HR time to concentrate on more strategic and relational tasks.",spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"7 myths about generative AI for HR and skills-based organizations",spans:[],direction:b},{type:o,text:"1. MYTH: Generative AI is the same as ChatGPT.",spans:[],direction:b},{type:a,text:"As previously stated, ChatGPT is a form of generative AI – which is to say, ChatGPT is an AI algorithm that can be used to generate content. But there are many other generative AIs, both publicly available with market names like Jasper or DALL-E, as well those developed in-house by platforms for use within their already AI-powered solutions, such as the generative AI used by 365Talents.",spans:[],direction:b},{type:a,text:"Thus, it’s important to remember that if a solution or provider tells you they are using generative AI or have a generative AI integration, it does not mean that they are necessarily using ChatGPT. ",spans:[],direction:b},{type:a,text:"A good rule to follow – with generative AI as well all AI features – is to ask for details on the AI used by your solutions to see whether it is a proprietary algorithm or off-the-shelf engine.",spans:[],direction:b}]},id:"content_text_section$5f0f6530-386a-4527-8577-306c0af85d04",slice_type:p,slice_label:e},{variation:S,version:i,items:[],primary:{bgcolor:ak,title:[{type:a,text:"What are the main differences between a proprietary AI and ChatGPT?",spans:[],direction:b}],content:[{type:a,text:"Ownership: A proprietary AI is developed and owned by a specific company, while ChatGPT is an open-source AI language model developed by OpenAI. This means that the source code and algorithms used to build ChatGPT are freely available to the public, while a proprietary AI may have restrictions on its use and access.",spans:[{start:d,end:aD,type:c}],direction:b},{type:a,text:"Training data: A proprietary AI is trained on specific data sets and algorithms that are unique to that company, while ChatGPT is trained on a massive amount of general data from the internet. This means that ChatGPT is designed to be a general-purpose language model that can understand a wide range of topics and contexts, while a proprietary AI is designed to specialize in a specific area or application.",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"Customization: A proprietary AI can be customized and tailored to the specific needs of a company, while ChatGPT is a pre-trained model that cannot be modified by individual organizations. This means that a proprietary AI can be optimized to perform specific tasks and functions, while ChatGPT is designed to be a general-purpose AI that can be used for a wide range of applications.",spans:[{start:d,end:au,type:c}],direction:b},{type:a,text:"Cost: A proprietary AI can be expensive to develop and maintain, while ChatGPT is freely available to use and can be deployed with minimal cost. This makes ChatGPT an attractive option for small and medium-sized businesses that may not have the resources to develop their own AI systems.",spans:[{start:d,end:eb,type:c}],direction:b},{type:a,text:"In summary, while both proprietary AI and ChatGPT have their own advantages and disadvantages, the main differences lie in ownership, training data, customization, and cost. Organizations should carefully consider their needs and resources before deciding which AI system to use.",spans:[{start:dB,end:fx,type:c}],direction:b}]},id:"content_text_section$9d16cc20-64b4-444b-9cbb-416076730e4e",slice_type:p,slice_label:e},{variation:m,version:i,items:[],primary:{content:[{type:a,text:w,spans:[],direction:b},{type:o,text:"2. MYTH: Generative AI will replace HR jobs.",spans:[],direction:b},{type:a,text:"Jobs evolve – HR knows this better than anyone, as a fundamental part of your job is preparing your people for their evolutions of their jobs! Technological developments are one of several factors that contribute to job evolution, but they do not need to be feared. Generative AI will certainly transform HR jobs and may even replace certain tasks in the HR job description, but it will not replace the people doing those jobs or the broader function. ",spans:[],direction:b},{type:a,text:"We’ll say it again: Generative AI may replace HR tasks, but it won’t replace HR people. ",spans:[{start:ab,end:cG,type:c}],direction:b},{type:a,text:"AI tools are designed to work in tandem with humans, complimenting their skills so that your organization as a whole can work in newer and smarter ways. Where AI can work through mundane and data-organizing tasks at a much faster rate than the average person, it cannot do the people-centered or empathetic work needed to transform strategic insights into real change that make a difference in your employees’ lives. ",spans:[{start:ef,end:FN,type:c}],direction:b},{type:a,text:"With generative AI, this often looks like doing the hard work of creating a rough draft, gathering information and topics and synthesizing it. But ultimately, the HR’s role is still very much essential in ensuring that the final piece is coherent, correct and expresses your true meaning.",spans:[],direction:b},{type:o,text:"3. MYTH: Generative AI will replace your employees’ jobs.",spans:[],direction:b},{type:a,text:"Generative AI won’t replace HR and it won’t replace your employees – but it may introduce a new challenge for you as HR as you must help your employees embrace the tools (and manage their fears!) while upskilling them on generative AI and guiding them through the job evolutions that may come about as a response. ",spans:[],direction:b},{type:a,text:"When you give your people generative AI tools to use in their workflows, they can generate new material, troubleshoot problems and access data quickly and easily – but it still very much falls to your people to bring creativity, innovation and empathy to what they do with what the AI has generated.",spans:[{start:d,end:rz,type:c}],direction:b},{type:a,text:"As PwC characterizes it:",spans:[{start:cy,end:il,type:k,data:{link_type:v,url:FO,target:R}},{start:cy,end:il,type:c}],direction:b},{type:a,text:"What generative AI can do is make your people vastly more productive — if you train and upskill them to take advantage of generative AI and reorganize how work is done. Your people may be very open to this possibility, even excited about it. In PwC’s Global Workforce Hopes and Fears Survey 2023, more than half of the 54,000 employees responding expected AI to impact their career positively over the next five years. Possible benefits cited included increasing their productivity and creating opportunities to learn new skills. ",spans:[{start:d,end:iy,type:G},{start:iy,end:lp,type:G},{start:iy,end:lp,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fissues\u002Fc-suite-insights\u002Fthe-leadership-agenda\u002Fwho-is-afraid-of-ai-most-employees-arent.html",target:R}},{start:lp,end:530,type:G}],direction:b},{type:o,text:"4. MYTH: Generative AI won’t affect and can’t help you.",spans:[],direction:b},{type:a,text:"Generative AI is going to affect your business for the simple reason that your competitors are using generative AI – and if you think it can’t help you, then it’s time for a refresher on just how many tools can benefit from integrated generative AI! Enterprise resource planning, customer relationship and, of course, HR talent management are just some of the tools that are being supercharged by generative AI integrations.  ",spans:[{start:mD,end:426,type:c}],direction:b},{type:a,text:"A certain skepticism toward new fads and technologies can be healthy – for every game-changing iPod, there is a forgotten Zune. But let’s be clear: AI, and generative AI, is way past proving its value and your competitors know this. In fact, according to a June 2023 Gartner benchmarking session, 52% of HR leaders said they were exploring generative AI use cases and opportunities. ",spans:[{start:ls,end:wK,type:c}],direction:b},{type:a,text:"Further, if you are already embarked on a digital transformation, generative AI is an essential plank in the foundation of your future of work – even if it might not have been on the drawing board when you first drew up your plan. ",spans:[],direction:b},{type:a,text:"According to PwC, generative AI can speed up digital transformation and reduce costs: ",spans:[{start:d,end:$,type:k,data:{link_type:v,url:FO,target:R}}],direction:b},{type:a,text:"“You might, for example, be migrating data from silos to a cloud-native environment, where it will be easier for all your people to use it. Generative AI, with its ability to make sense of unstructured data, can partly automate this migration and then provide easy-to-use Q&A and analytics for your people — even if they’re not data scientists — to make the most of this data. Generative AI can offer similar support — easier access to data and analytics — for other transformation initiatives too, such as those in cybersecurity, finance, supply chain management, tax compliance and marketing.”",spans:[{start:d,end:595,type:G}],direction:b},{type:a,text:"And while publicly available generative AI tools have fast become more widely accepted resources across disciplines, many companies still rightly have security concerns about their use, which is why the best approach to leverage generative AI will always be seeking tools that have proprietary or internally regulated generative AI embedded into their algorithms. ",spans:[],direction:b},{type:o,text:"5. MYTH: Generative AI isn’t accurate.",spans:[],direction:b},{type:a,text:"When embedded in another tool, generative AI takes on the role of a data management system, generating answers or responses to your prompts based on your existing data to make your work easier. It is, therefore, essential that the answers and content it is generating is accurate and true!  ",spans:[{start:eb,end:aQ,type:k,data:{id:kT,type:l,tags:[],lang:f,slug:kU,first_publication_date:kV,last_publication_date:kW,uid:kX,link_type:h,isBroken:g}}],direction:b},{type:a,text:"Depending on how it is programmed, a generative AI, like the one used by 365Talents, will likely pull data not only from your internal inputs, but also from the market, internet and external sources as well. ",spans:[],direction:b},{type:a,text:"To ensure accuracy, generative AI – again, taking 365Talents as an example – combines these insights but also, crucially, automatically tags them with their sources. This allows you to see all possible relevant data while also having the opportunity to validate the insights and sources to ensure your people are using and seeing only true, verified information. ",spans:[],direction:b}]},id:"content_text_section$ee840bb3-708b-4fdb-8cf9-fd8dbea77c9f",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"6. MYTH: Generative AI is new, risky and massive – so you have to go slow.",spans:[]},{type:a,text:"Let’s get one thing straight: Generative AI isn’t particularly new. As we’ve covered, it is just AI with a particular function and for those who work in AI, it is a well-known tool that has been around long enough for data scientists to develop real expertise in the space. Meaning, if you are working with embedded generative AI, more likely than not, your algorithm has been created and fine-tuned by experts who have been perfecting it for years. ",spans:[]},{type:a,text:"Further, the risks companies face by deploying generative AI, primarily data breaches and legal violations, are mostly related to the use of publicly accessible generative AI – the aforementioned ChatGPT, for example. Again, using a robust, proprietary AI algorithm from a partner that can provide you with data privacy, security and regulatory assurances can go a long way in quickly and assuredly mitigating these risks. ",spans:[{start:iz,end:423,type:c}]},{type:a,text:"Of course, it will fall to you to ensure that your organization also follows responsible everyday practices for cybersecurity, privacy, bias, performance and other risks, but there is no time like the present to create these safeguards and policies for trusted, ethical AI use.",spans:[]},{type:a,text:"Finally – the scale. Yes, AI and the power of AI is massive but that doesn’t have to be a bad thing. Generative AI offers the potential to improve your productivity by 30-40% and while no solution should be rolled out everywhere all at once, there is no need to hesitate with taking big swings on your selected areas of focus and getting started on implementation. ",spans:[]},{type:o,text:"7. MYTH: Generative AI is unregulated and an ethics & security risk.",spans:[]},{type:a,text:"Securing your generative AI is a key consideration in avoiding misuse and ensuring responsible AI use and even on the level of ChatGPT, the technology is more regulated and safe than its reputation may suggest.",spans:[]},{type:a,text:"OpenAI, the creators of ChatGPT, have implemented security measures to ensure that data provided by users is protected and stored securely. They have adopted strict confidentiality policies and encryption protocols to ensure information security, such as SSL\u002FTLS.",spans:[]},{type:a,text:"Rigorous privacy policies have also been put in place. They determine how user data is collected, stored and used. These policies ensure that users' personal information is not disclosed to third parties without their consent. OpenAI also strives to provide enhanced security with inappropriate content filtering. It blocks inappropriate or offensive responses before they reach users. ",spans:[]},{type:a,text:"Nonetheless, despite these policies, ChatGPT’s status as a public tool with databases in the US means that its practices may or may not align with the regulatory standards of your organization’s territories. ",spans:[]},{type:a,text:"At 365Talents, data security is part of our DNA. We are committed to total respect for the information we collect, and to ensuring that every user has full control over it. We adhere to best practices in terms of data flow and data security, our architecture is adapted to customer-scale deployments, and our systems are designed and operated to enable simultaneous use of your platform, whether you have 1,000 or 100,000 employees. ",spans:[{start:d,end:bR,type:c}]}]},id:"content_text_section$01def555-6a49-49d4-b829-9037646017ed",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:w,spans:[]},{type:a,text:"AI is a powerful technology, and the more it becomes publicly accessible as a part of everyday life, the more that power can both benefit and scare people. But used ethically, securely and responsibly, AI and generative AI in particular can be a game-changer for companies. By empowering their workforce with such tools, organizations minimize time spent on mundane, administrative tasks and free their people up to work on the transformative, strategic and deeply human work that only we are fit to do.",spans:[{start:hb,end:jd,type:c}]},{type:a,text:"Reach out to the 365Talents team today to learn how we are using generative AI to streamline talent management and chart a new course for people at work.",spans:[{start:d,end:ef,type:c},{start:d,end:bl,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$4c52c7d1-50fc-4593-967f-e03df9dfd674",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:cQ,height:ds},alt:jj,copyright:e,url:dt,id:du,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:eh,spans:[]}],text:[{type:a,text:qG,spans:[]}],btntxt:[{type:a,text:cE,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:oi,type:l,tags:[],lang:f,slug:ni,first_publication_date:oj,last_publication_date:ok,uid:ol,link_type:h,isBroken:g}},{article:{id:kT,type:l,tags:[],lang:f,slug:kU,first_publication_date:kV,last_publication_date:kW,uid:kX,link_type:h,isBroken:g}},{article:{id:wX,type:l,tags:[],lang:f,slug:wY,first_publication_date:wZ,last_publication_date:w_,uid:w$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"Who's afraid of ChatGPT? ",spans:[]}],thumb_description:[{type:a,text:"Let’s be honest: Generative AI scares people. 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This critical advancement in the company's initiatives marks a significant leap forward in accelerating skills analysis and empowering organizations to harness the full potential of their workforce with the power of skills and AI, regardless of the platform they are using.",spans:[{start:d,end:ab,type:c}]},{type:a,text:"The global talent ecosystem is currently undergoing a rapid transformation, driven by the changing needs and expectations of the workforce, the increasing complexity and diversity of skills, and the emergence of new technologies and platforms. However, many organizations are still struggling to provide a seamless and personalized talent experience for their employees, especially when they have heavily invested in their own core HR systems.",spans:[]},{type:a,text:"As a solution tailored to meet the unique needs of enterprise businesses, 365Talents is proud to introduce its latest innovation, the 365Talents Skills Intelligence & Smart Suggestion APIs, also known as 365Talents API-First. This comprehensive offering encompasses a wide range of capabilities, from skills mapping to job standardization, skills extraction, skill matching, and smart workforce intelligence features. ",spans:[]},{type:a,text:"With this solution, organizations can create fully customized talent experiences that align seamlessly with their business and HR requirements, all while maintaining the highest standards of data quality and recommendation accuracy.",spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:Ed,spans:[]},{type:a,text:"365Talents APIs-First excels at accelerating skills and job mapping by deconstructing the workforce into its core elements: skills.  What sets 365Talents apart is our commitment to empowering employees to describe themselves and their roles in their own words in over 45 different languages. 365Talents’ AI constructs a 100% personalized framework, drawing from all available data within your organization, whether it's structured or not. This includes existing skills databases, job and project descriptions, performance interviews, and more. Furthermore, our real-time AI interaction capabilities seamlessly integrate with user-facing systems. Users can describe a project within their system and instantly receive skill suggestions based on the text they input. The result is an open and personalized skills framework that faithfully reflects the specificities and realities of your company.",spans:[]},{type:a,text:"Our AI is not only multilingual but also multifaceted, with the capability to detect skills, comprehend nuanced experience descriptions, organize intricate skills frameworks, and make precise matches between skills, opportunities and talents. This approach provides you with a truly dynamic and personalized understanding of your workforce, fostering an agile environment where every skill counts.",spans:[]},{type:o,text:Ee,spans:[]},{type:a,text:"365Talents' AI matching automates and expedites the matching process by providing smart suggestions to the best profiles, uncovering hidden gems in your employees' skills and motivations. These suggestions come with clear explanations that illuminate the commonalities and transferable skills between opportunities and employees. This ensures more informed and strategic staffing decisions, guaranteeing that the right candidates are placed in the perfect roles precisely when needed.",spans:[]},{type:a,text:"Additionally, 365Talents' APIs solution fosters meaningful discussions about career aspirations, empowering your employees to take ownership of their career and close skill gaps. It not only shows the learning paths that lead individuals to their desired destinations but also offers intelligent skill suggestions to maintain up-to-date employee profiles.",spans:[]},{type:o,text:Ef,spans:[]},{type:a,text:"Skills are ubiquitous and constantly evolving, acquired not just through formal training but also through everyday work experiences, whether on an ATS tool or collaboration platform. 365Talents can connect to your HRIS and all HR solutions, excelling at harvesting skills insights from wherever they can be found and seamlessly making this information available exactly where it's needed. Our meticulously documented API effortlessly integrates with your HR and workplace softwares, ensuring a smooth and harmonious alignment with your existing tooling stack. Importantly, this integration has zero impact on the user experience: You can continue using the same tools while we enhance them with the power of skills and AI.",spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"The Talent Experience landscape is a dynamic tapestry, and 365Talents is the brush that paints it with innovation.",spans:[]}],name:[{type:a,text:kZ,spans:[]}],job:[{type:a,text:tm,spans:[]}]},id:FT,slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:Ec,spans:[]},{type:a,text:"365Talents has embedded its solution with Workforce Intelligence features, leveraging over seven years of working experience with customers. This Workforce Intelligence platform serves as a centralized hub for skills data and workforce analysis, providing you with the tools needed to effectively manage your workforce. Our solution empowers you with actionable insights, comprehensive dashboards, and data visualizations across various levels of visibility. This proactive approach enables the early identification of skill gaps in the present and future.",spans:[]},{type:a,text:"Furthermore, you can seamlessly connect employee and job frameworks to enhance the quality of your insights, analysis, and suggestions. The platform enables you to map, analyze, and stay up-to-date on roles and responsibilities using both internal and external data sources. This allows you to visualize their evolution and optimize your talent management strategies, ensuring that your workforce remains agile and well-prepared for the evolving demands of the market.",spans:[]},{type:a,text:xa,spans:[{start:d,end:a_,type:c}]},{type:a,text:"The Talent Experience landscape is a dynamic tapestry, and 365Talents is the brush that paints it with innovation. 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And that primary challenge is rooted in managing multilingual global workforces.",spans:[]},{type:a,text:"In theory, not all global companies are also multilingual companies – after all, many choose to adopt an “official” language. But in practice, when your organization is staffed by talents who speak different languages, language barriers will arise.",spans:[{start:lr,end:uI,type:k,data:{id:oB,type:l,tags:[],lang:f,slug:oC,first_publication_date:oD,last_publication_date:oE,uid:oF,link_type:h,isBroken:g}}]},{type:a,text:"There are many ways to address language barriers and the most profound are those that address the interpersonal demands of cross-cultural communication, but one of the easiest wins and most efficient shortcuts you can take is in the selection of your technology. The right tool cannot solve the problems of leadership or performance, but it can create one less point of friction in your global workforce’s daily life. ",spans:[{start:kv,end:oe,type:c}]},{type:a,text:"Let’s take three examples. ",spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"A multilingual LMS",spans:[]},{type:a,text:"Learning is a very personal and unique thing. There are a myriad of different learning styles and types of learners, and not every form of study may be effective for every type of talent – and that’s before you even consider language differences. ",spans:[{start:d,end:bf,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}]},{type:a,text:"A multilingual LMS allows your talents to upskill and reskill in the language that is easiest for them to understand and with which they are most comfortable, allowing them to focus their energy and learning on the subject matter at hand. Depending on the LMS, they may even have access to culturally different pedagogical styles as well. ",spans:[{start:cY,end:cJ,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}},{start:rA,end:wW,type:k,data:{id:oG,type:l,tags:[],lang:f,slug:oH,first_publication_date:oI,last_publication_date:oJ,uid:oK,link_type:h,isBroken:g}}]},{type:a,text:"Of course, exceptions will exist when the training program is language-related or pertains to something where the jargon and material is specific to a certain language, but for uptake of both training programs and the material therein, multilingual capabilities can be a game-changer. ",spans:[]},{type:o,text:"A multilingual collaboration tool",spans:[]},{type:a,text:"Employee engagement is crucial and in a world that is more and more comfortable with remote work, collaboration tools are essentially for maintaining and fostering work culture and productivity. For multilingual employees, boosting engagement can be as simple as using tools that make it easier to engage without the friction of language – for example, a video conferencing tool that allows for live-captioning in another language. ",spans:[{start:hC,end:eJ,type:k,data:{id:hP,type:l,tags:[],lang:f,slug:hQ,first_publication_date:bt,last_publication_date:hR,uid:hS,link_type:h,isBroken:g}}]},{type:a,text:"Similarly, Facebook for Work and LinkedIn both offer translation options, so that employees can easily post in the language they are most comfortable in and also easily see and engage with the posts of their peers with minimal linguistic friction. ",spans:[]},{type:o,text:"A multilingual talent marketplace",spans:[]},{type:a,text:"Engagement is essential to the success of a talent marketplace. Employees must feel like the platform is providing them value, that the matches and suggestions they are receiving are relevant to their interests and experiences. However, much of that initial relevancy rests on the data that the employee inputs or imports themselves at the beginning, and their willingness and enthusiasm to update their profile with skills in real-time, either from prompts and suggestions or of their own volition. ",spans:[{start:bj,end:ec,type:k,data:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}}]},{type:a,text:"A multilingual talent marketplace allows them to input essential skills data in their own words, in the language they are most comfortable in – while handling the translation and unification of that data into a single source of truth for the ease and visibility of HR and management. ",spans:[{start:d,end:cS,type:c},{start:ft,end:mH,type:c}]},{type:a,text:"Multilingual capacities can, thus, make a demonstrable difference in their willingness to use the tool.",spans:[]}]},id:"content_text_section$33562a9e-2b99-44cc-815a-475a0da11ba4",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:nh,height:eV},alt:"365talents multilingual platform",copyright:e,url:xh,id:xi,edit:{x:d,y:d,zoom:Gd,background:cM}},title:[{type:n,text:"Talent marketplace in 45+ languages",spans:[]}],text:[{type:a,text:xj,spans:[]},{type:a,text:xk,spans:[]},{type:a,text:xl,spans:[]},{type:a,text:xm,spans:[]},{type:a,text:xn,spans:[]},{type:a,text:xo,spans:[]}],btntxt:[{type:a,text:jn,spans:[]}],btnlnk:{link_type:v,url:Gf}},id:"cta_section$350edb74-043f-454b-b3de-fd7a66f5b618",slice_type:C,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"How to choose a multilingual talent management solution ",spans:[]},{type:a,text:"Choosing a multilingual talent management or talent experience solution, whether you are looking for an internal talent marketplace, tool for career development, or source of workforce insights, rests on the same fundamentals you should be applying when choosing any tool. ",spans:[{start:lj,end:lu,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}}]},{type:a,text:"That is, it’s important to pick a solution that aligns ideologically with how your organization runs or would like to run. If you are a skills-based organization or making the shift to skills-based HR, your tool should be skills-driven. If you consider yourself people-first, your solution should empower and engage your people in the task at hand. ",spans:[{start:gx,end:gy,type:k,data:{id:gM,type:l,tags:[],lang:f,slug:gN,first_publication_date:gO,last_publication_date:gP,uid:gQ,link_type:h,isBroken:g}},{start:kx,end:gb,type:k,data:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}}]},{type:a,text:"With multilingual solutions, however, there are three additional areas you should be sure to address. ",spans:[]},{type:o,text:"1. Technology",spans:[]},{type:a,text:"How does your solution achieve its multilingual functionalities? Is the translation being outsourced or run through internal, proprietary AI? ",spans:[{start:d,end:jK,type:c}]},{type:a,text:"365Talents' solution goes beyond simple interface translation. Our unique technology offers automatic skills and profile translation, efficient multilingual synchronous data management, precise skills detection and matching across over 45 languages. These advanced features empower organizations to overcome language barriers and optimize their talent management processes with exceptional accuracy and effectiveness. ",spans:[]},{type:a,text:"Moreover, internal multilingual skills management means that whenever new skills data is imported or declared by your employees, 365Talents AI converts it into a new skills ID and manages the translation for you. 365Talents AI automatically creates links between new detected skills and automatically translates them into 45+ languages, controlling for and synthesizing duplicates. As a result, you can access your skills framework not only in your company’s official language but also instantly in other languages in one click.",spans:[{start:aW,end:ka,type:c}]},{type:a,text:"Coupled with integration capabilities that allow for communication with your other multilingual tools, 365Talents fosters an inclusive and personalized talent experience, tailored to the diverse linguistic needs of global companies. The platform leverages advanced artificial intelligence to efficiently organize translations, providing smart skill suggestions and matching in all those supported languages.",spans:[]}],image:{dimensions:{width:978,height:674},alt:"multilingual 365talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F2f809820-293f-48c6-a754-07633eaacbb7_blog+article.png?auto=compress,format",id:"ZQr-5xAAACMA18TG",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:cI,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"2. User experience",spans:[]},{type:a,text:"What is the user experience like? What control does the employee have over language? ",spans:[{start:d,end:fv,type:c}]},{type:a,text:"With 365Talents, employees can define their preferred language and specify the languages they speak professionally, ensuring that they receive opportunities aligned with their language preferences and international mobility goals. ",spans:[]},{type:a,text:Gg,spans:[{start:nO,end:rC,type:k,data:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}]}],image:{dimensions:{width:1495,height:1445},alt:cz,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F29020b45-e96d-4745-9ffc-4da987019e3c_image1.png?auto=compress,format",id:"ZQr_IhAAACIA18Xj",edit:{x:d,y:d,zoom:q,background:u}},caption:[]},id:"content_text_section$74f10800-5168-4e64-bb7e-6de58a36c516",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"3. Global case studies & scalability",spans:[]},{type:a,text:"What companies have used this tool before? In what languages and countries? Do you see comparable companies on their client list? How many languages does the solution support? Can it scale to your future language needs? ",spans:[{start:d,end:eV,type:c}]},{type:a,text:"Think about your future plans for growth and expansion and see whether the solution can meet your multilingual needs for today, tomorrow and in 10 years. ",spans:[]},{type:a,text:"365Talents developed its expansive multilingual capabilities based in part on the feedback of 40 global customers operating in 60 countries to offer our solutions in 45+ languages. ",spans:[]},{type:a,text:"Veolia, our client since 2020, offers 365Talents unique talent experience to its employees in three languages — English, French and Spanish — to promote employees and their strengths, create an internal talent marketplace, and dynamically map and develop employees’ skills.",spans:[]},{type:a,text:w,spans:[]}]},id:"content_text_section$e9b5a178-7e24-4e94-b157-593c3166db7f",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:cQ,height:ds},alt:jj,copyright:e,url:dt,id:du,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:eh,spans:[]}],text:[{type:a,text:qG,spans:[]}],btntxt:[{type:a,text:cE,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:oB,type:l,tags:[],lang:f,slug:oC,first_publication_date:oD,last_publication_date:oE,uid:oF,link_type:h,isBroken:g}},{article:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"The must-have HR capability for global workforces",spans:[]}],thumb_description:[{type:a,text:"What does it mean to be a global workforce? And how can you ensure that your talent experience is equipped to meet its needs? 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That is: Rather than only having natives of the organization’s home company outposted across the world or working with partners and clients in other countries, enterprises are hiring a truly global workforce made up of talents of myriad of different cultures, nationalities and backgrounds – speaking a myriad of different languages. ",spans:[{start:cb,end:eD,type:c}]},{type:a,text:"It’s worth reiterating: A multilingual, culturally diverse workforce offers many business advantages. Going global allows you to uncover different skills and find talents who are already well-versed in the local intricacies and customs of the markets you are doing business in or looking to expand into. International and global mobility also offers a wider array of opportunities for your people.",spans:[{start:aM,end:eT,type:c},{start:gc,end:ef,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{start:sY,end:rM,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}]},{type:a,text:"Additionally, several studies over the years continue to show that a diversity of perspective and cultural aptitude also leads to higher rates of creativity, innovation and engagement.",spans:[{start:ai,end:cJ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdiversity-inclusion-boost-workplace-engagement-creativity-darren-head\u002F"}},{start:eZ,end:hc,type:c}]},{type:a,text:"However, with a multitude of cultures comes a multitude of languages and unavoidable language barriers, even among the highly-skilled and native speakers.",spans:[]},{type:a,text:"Language barriers can create challenges for giving direction, explaining expectations and providing performance feedback. ",spans:[{start:d,end:gE,type:c}]},{type:a,text:"They also contribute to miscommunication, decreased productivity, difficulty collaborating and feelings of disrespect, according to a report published by Forbes Insights and Rosetta Stone Business. The research also found:",spans:[{start:hw,end:dz,type:k,data:{link_type:v,url:"https:\u002F\u002Fimages.forbes.com\u002Fforbesinsights\u002FStudyPDFs\u002FRosetta_Stone_Report.pdf"}}]},{type:j,text:"65% of executives say language barriers exist between managers and other employees",spans:[]},{type:j,text:"More than 100 executives at large US businesses with annual revenues of more than $500M report that language barriers have a “significant impact” on business operations",spans:[]},{type:a,text:"Furthermore, when a company cannot navigate and overcome its language barriers, its opportunity for growth and expansion on a global scale is inherently limited. The importance of an HR department mindful of and equipped with the tools to navigate language barriers is thus of the utmost importance. ",spans:[{start:d,end:gy,type:c}]},{type:a,text:"Luckily, there are several steps you can take to overcome language barriers and unleash the benefits of having a multilingual, global workforce.",spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is a language barrier?",spans:[]},{type:a,text:"A language barrier, as defined by Nulab, is any “linguistic limitation that creates confusion or prevents comprehension.” There are several types: ",spans:[{start:bg,end:ba,type:k,data:{link_type:v,url:"https:\u002F\u002Fnulab.com\u002Flearn\u002Fcollaboration\u002Fovercoming-language-barriers-communication\u002F"}}]},{type:j,text:"Spoken language and dialects",spans:[]},{type:j,text:"Technical languages",spans:[]},{type:j,text:"Language disabilities (stutter, dysphonia, hearing loss)",spans:[]},{type:j,text:"Written communications (abbreviations, punctuation, phrasing)",spans:[]},{type:j,text:"Company-specific language",spans:[]},{type:o,text:"What are the language barriers and challenges of global workforces at multilingual enterprises?",spans:[]},{type:a,text:"Beyond the classic forms of language barriers, language barriers in the workplace can affect two particular areas of talent management: ",spans:[]},{type:L,text:"Agreed-upon language: Multilingual enterprises experience challenges choosing and enforcing an “official” language to be used in the office, especially when the official language is not the local language of the office or even headquarters. Enacting an agreed-upon official language requires change management for both culture and, potentially, significant resources allotted to translation of company documents. ",spans:[{start:d,end:ar,type:c}]},{type:L,text:"Performance concerns: Operating in a second language can impact employee performance in unexpected ways. An extrovert and outspoken leader may become more reserved in meetings or their preferred methods of communication may shift. If performance concerns arise in your multilingual workforce, talk to your talents about what is at the root of the concerns and how you can best work with them to perform to the best of their abilities in the language at hand.",spans:[{start:d,end:ar,type:c},{start:gr,end:fY,type:k,data:{id:hq,type:l,tags:[],lang:f,slug:hr,first_publication_date:hs,last_publication_date:ht,uid:hu,link_type:h,isBroken:g}},{start:rN,end:Dw,type:c}]},{type:a,text:w,spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"The importance of in your own words, on your own terms",spans:[]}],content:[{type:a,text:"At 365Talents, we believe your people reach their full potential and feel most empowered when they are able to self-declare their skills, experiences and ambitions in their own words, on their own terms. How you choose to describe and see yourself is a powerful lever for owning your career path and future, and it all begins with the words you use. \n\nThat’s why our solution is designed to take the skills, experiences and ambitions your talents declare and synthesize them into a single source of truth so that you as HR have unparalleled visibility on the bigger picture, while your people can express the nuance of their personal journey. \n\nWith its unparalleled multilingual capabilities, 365Talents empowers individuals to express themselves authentically in their preferred language. This fosters an inclusive and personalized talent management experience, tailored to the diverse linguistic needs of global companies. 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We have long known the inherent potential of generative AI and its alignment with our decentralized approach towards skills intelligence and talent experience has already begun to unleash business impact for our clients.",spans:[{start:lj,end:sk,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}},{start:555,end:586,type:k,data:{id:kT,type:l,tags:[],lang:f,slug:kU,first_publication_date:kV,last_publication_date:kW,uid:kX,link_type:h,isBroken:g}}]},{type:a,text:"The 365Talents perspective is grounded in the belief that for generative AI to truly thrive, an environment of skills intelligence and dynamic talent experience is essential. A rigidly structured, process-oriented framework will hinder the capabilities of generative AI, causing new ideas, concepts, and skills generated by the system to clash with existing organizational structures. 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Contribute to the brain trust (e.g., write first-draft job descriptions)",spans:[]},{type:a,text:"Generative AI is like a new brain contributing to your data collection. I",spans:[]},{type:a,text:"t's like if you had a new employee named Chris and Chris had a really big brain and could effortlessly generate ideas on how to describe a job description, how to describe a learning opportunity, how to attach the trending skills to a new role, and so on. ",spans:[]},{type:a,text:"But Chris is new to your company, so at first, Chris might not be 100% sure on the right terms, but he is a font for ideas and can, without fail, get you a workable first draft. So you can leverage what Chris has to offer and integrate it into your model like any other source of insights. The more time you work with Chris, the more you can start putting Chris on other projects – integrating this new brain into your other systems. ",spans:[]},{type:a,text:"Concretely, what “Chris” can do? 365Talents’ technology, for example, integrates to write job and project descriptions to assist managers in their daily jobs. ",spans:[{start:aU,end:cb,type:k,data:{id:kT,type:l,tags:[],lang:f,slug:kU,first_publication_date:kV,last_publication_date:kW,uid:kX,link_type:h,isBroken:g}}]},{type:o,text:"2. Benchmark and extract skills",spans:[]},{type:a,text:"Generative AI can also do benchmarking and extract skills and relevant trends about what’s going on in your industry on the market. ",spans:[]},{type:a,text:"Properly integrated into an HR tool, generative AI is more than a ChatGPT-esque “ask and answer” function. With a proper prompt of context and explanation, the system is able to provide high-level insights on the top skills for a given job or the roles and skills that are trending in your field because it can conduct real-time web searches to uncover the skills increasing and decreasing in demand.",spans:[{start:aD,end:ac,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}},{start:hb,end:lp,type:c}]},{type:a,text:"This is very helpful for HR leaders, but also for employees as well to improve and ensure their employability with access to these insights. ",spans:[]},{type:o,text:"3. Synthesize insights",spans:[]},{type:a,text:"The third use of generative AI in HR is what we call smart insights or analytic insights. In this use, systems are able to understand any page, report or dashboard you provide and translate that into words so you can push summaries of analytic reports to HR, leaders or managers so that they have a concise view of their skills as well as their team's strengths and weaknesses. ",spans:[]},{type:a,text:"Generative AI can integrate as well into the strategic workforce planning features of our platform. You can build scenarios, enter outcomes (e.g., I need to have 50% of my business skilled in renewables) and see how your organization is aligned and then see the impact of the target on your roles. For example, an electrical engineer will need to do this more than they used to. And then you have all the skills that you need to develop to achieve this transformation. ",spans:[{start:ai,end:cL,type:k,data:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}]}]},id:cI,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Mythbusting the risks and fears of generative AI",spans:[]},{type:a,text:"Many companies are afraid of using generative AI because it represents such a big transformation for the world of work. It's arguably the biggest transformation we have ever seen, which means that you have to take it seriously and cautiously. But it still represents an incredible potential for progress, which is why it is worth understanding and debunking some of the most common fears and myths about it. ",spans:[{start:dI,end:hv,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}},{start:hd,end:lD,type:c}]},{type:o,text:"1. Ensuring accuracy and “truth”",spans:[]},{type:a,text:"Generative AI collects a data set that comes to represent a “single source of truth” for your organization. How do you ensure that the source of truth is correct? ",spans:[]},{type:a,text:"It’s true that generative AI is bringing back information from the market and internet, which may have inherent bias or simply be untrue, but generative AI is ultimately simply a data management system. ",spans:[]},{type:a,text:"If you just talk about skills, generative AI like the one used by 365Talents greatest value is the pre-integration of all your insights: from employees, from HR, from managers, from systems, from a new tool, from a new document, and from the external world as well. Generative AI combines these insights but also, crucially, automatically tags them with their sources.",spans:[{start:Gp,end:vp,type:c}]},{type:a,text:"This allows you to see signals coming from the ground and from the field, new skills in this region, new skills in this team and from the external world. Benchmarking of competitors or suggestions appear on a dashboard where you can see all that information live, with tags to see where the information is coming from and why it is suggested to you. At 365Talents, we then work with our partners to say, okay, what do we do with these insights to ensure your people are using verified data?",spans:[{start:rL,end:Gq,type:c}]},{type:a,text:"Do you want them to be directly available in your systems or should they stay on the side for a period of time so you can manage the insights? With skills, for example, you can identify the source and decide which source is the good one, or if a mix of sources represents \"the good one,\" and then you can filter everything accordingly. And then on the other side, for text generation and role description generation and so on, it functions as an assisting tool.",spans:[]},{type:a,text:"If you think that the suggestion is good, you can go with it. But usually you will modify this by 30-60% so that it's the most relevant and so that you have your human touch on top of the suggestions. The human touch remains key and you cannot and should not seek a tool that removes that.",spans:[{start:iX,end:jg,type:c}]},{type:a,text:"Writing is 100% harder than rewriting, and gathering insights is more time consuming that analyzing them, so using generative AI to help you achieve this first part so you can focus your human expertise, energy and competencies on the second part will result in a final outcome that is the sum of these two parts and best aligned with the “truth.” ",spans:[]},{type:o,text:"2. Meeting regulation standards",spans:[]},{type:a,text:"Some companies are hesitant of generative AI because they do business in heavily regulated industries. Government entities, for example, cannot use ChatGPT. ",spans:[]},{type:a,text:"But the concern here is not with generative capabilities, it is that ChatGPT specifically is the publicly available version of generative AI. Users chat with a chatbot hosted in the US and dealing with the data in undisclosed ways – you don’t know who will be asking questions, what questions will be asked or what information will be prompted into these systems. Further, the data will be dealt with overseas according to another state’s policy. ",spans:[{start:d,end:cS,type:c}]},{type:a,text:"However, that is not a concern when generative AI is naturally integrated into solutions. 365Talents, for example, has a high level of collaboration with Microsoft and we leverage their technical capabilities in our own systems. The customer's data are all dealt with according to our security and data protection protocols. It doesn't go to some mysterious place with no policies protecting it, it's dealt with by our existing policy in our existing infrastructure.",spans:[{start:aD,end:cG,type:c},{start:dj,end:466,type:c}]}]},id:Gm,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Are you ready for generative AI? ",spans:[]},{type:a,text:"Generative AI undoubtedly alters the landscape of user experience. Moreover, with the increasing demand for data analysts and engineers, organizations are primed to embrace generative AI's potential, understanding that it necessitates specialized skills and expertise.",spans:[]},{type:a,text:"The fusion of generative AI with skills intelligence and a decentralized approach paints a picture of transformative potential. 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A good LMS can keep employees updated with industry trends and foster continuous learning. By granting access to a wide range of digital learning opportunities, an LMS enables employees to track their progress, acquire qualifications, certifications, and essential skills, thereby facilitating their career advancement and providing HR with robust data analytics and reporting on upskilling progress and training effectiveness. ",spans:[{start:cR,end:fL,type:k,data:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}},{start:gK,end:em,type:k,data:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}}]},{type:a,text:"There are several prominent LMS platforms on the market, including Degreed, 360Learning, Syfadis, and LinkedIn Learning, all of which provide comprehensive learning resources to support employee growth and development. ",spans:[]},{type:a,text:"But operating alone in your HR tech stack, there is a limit to the impact an LMS can have on your employees. Integrating your LMS with your talent experience platform facilitates an employee-centric, skills-based HR strategy that empowers employees and encourages them to proactively acquire new skills and explore various career opportunities. ",spans:[{start:aG,end:bQ,type:k,data:{id:hP,type:l,tags:[],lang:f,slug:hQ,first_publication_date:bt,last_publication_date:hR,uid:hS,link_type:h,isBroken:g}}]},{type:a,text:"Talent experience integration enhances the personalized learning experience for employees based on their individual skills, job roles, and interests. By leveraging such an integration, HR departments can provide tailored learning opportunities, ensuring employees receive relevant training and resources to enhance their professional growth.",spans:[{start:d,end:aQ,type:k,data:{id:nr,type:bu,tags:[],lang:f,slug:r,first_publication_date:ns,last_publication_date:nt,uid:bu,link_type:h,isBroken:g}}]}]},id:"content_text_section$f2b6a38e-34bd-4d64-8d3c-8734b59480fa",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"5 common pain points of LMS",spans:[]},{type:j,text:"Engaging employees in informative and interactive training programs",spans:[]},{type:j,text:"Gathering feedback and insights to understand needs and preferences",spans:[]},{type:j,text:"Proving ROI and impact due to ineffective application of knowledge and skills from training",spans:[]},{type:j,text:"Mapping trainings into tangible skills and expertise to optimize budget",spans:[]},{type:j,text:"Keeping pace aligning training programs with rapidly evolving business needs",spans:[]},{type:o,text:"Why most LMS struggle to keep pace with the market",spans:[]},{type:a,text:"This last challenge of keeping up with market evolution is a particularly frequently reported one for HR in the L&D space. ",spans:[]},{type:a,text:"In today's dynamic and competitive business landscape, industries and job roles are constantly changing, demanding employees acquire new skills and knowledge to stay relevant and contribute effectively. Companies need to proactively anticipate these changes and ensure that their employees are equipped with the right skills to adapt and thrive. Failure to do so can result in skill gaps, hindering successful project execution and impeding business growth.",spans:[{start:jz,end:tg,type:c}]},{type:a,text:"However, identifying these evolving needs and implementing corresponding training initiatives is a daunting task. It requires continuous monitoring and analysis of industry trends and the organization's strategic objectives to identify the emerging skills and knowledge required. Once the skill gaps are identified, it then requires designing and implementing effective training programs to address those gaps. Finally, ensuring adoption of training programs and the implementation of new skills is also a challenge. The whole process demands significant time and effort to stay updated and informed.",spans:[{start:517,end:CY,type:c}]}]},id:"content_text_section$401ef1f2-618d-41dd-b1f5-5883755d0d60",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"How integration solves challenges and amplifies the impact of your LMS",spans:[]},{type:o,text:"What is an LMS talent experience integration?",spans:[]},{type:a,text:"A talent experience LMS integration, such as the one offered by 365Talents, creates a frictionless flow of communication between your talent experience platform – home to your talent’s career development data and profiles, and your company’s skills intelligence, strategic workforce planning, and supply and demand data – with your learning platform – home to your people’s upskilling\u002Freskilling resources, training programs and learning experience. Data related to your users, skills and talent marketplace is thus shared through a series of customizable connectors to facilitate the unification of a shared skills framework across your tech stack.",spans:[{start:gc,end:kc,type:k,data:{id:Gr,type:tt,tags:[],lang:f,slug:tt,first_publication_date:Gs,last_publication_date:Gt,uid:ck,link_type:h,isBroken:g}}]},{type:a,text:"More specifically, 365Talents offers LMS integration on three levels.",spans:[]},{type:E,text:"Integration level 1: Employee profile",spans:[]},{type:a,text:"When an employee creates their profile, all information from your LMS learning history will be suggested to help them declare completed trainings and their related skills.",spans:[]},{type:a,text:"Every time a new learning is completed, the information is sent automatically to 365Talents.This way we can suggest adding this information to their profile in one click.",spans:[]},{type:a,text:"This connector also allows us to add to their profile all the key information including training description, date and skills, and use this updated information to improve skills & jobs suggestions.",spans:[]},{type:a,text:"Integration at the employee level:",spans:[{start:d,end:bg,type:c}]},{type:j,text:"Connects your platforms and engages your employees with an up to date profile",spans:[]},{type:j,text:"Collects all training history from your LMS to automatically update 365Talents employee profile",spans:[]},{type:j,text:"Links training history to skills to better understand employees and offer more personalized suggestions",spans:[]}],image:{dimensions:{width:1658,height:1400},alt:"365Talents platform product screenshot showing employee suggestions",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fcba1d098-cb8b-4353-85fb-93111eb52f67_EN_365Talents_LMS-Integration_Employee.png?auto=compress,format",id:"ZL4qbBIAACMA6OUv",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"Automatically suggest new skills based on a new training that the employee attended.",spans:[]}]},id:"content_text_section$bdb39d40-414e-4ced-9a6e-9322b779d304",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:E,text:"Integration level 2: Smart suggestions",spans:[]},{type:a,text:"365Talents imports your LMS training catalog to create personalized suggestions on the 365Talents Talent Marketplace and redirect back to your LMS to access learning assets.",spans:[]},{type:a,text:"Our AI uses your skills framework to automatically detect, extract and assign skills that will  be acquired from your learning assets. 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This extensive integration empowers businesses to optimize their HR processes, supercharge their existing HR solutions, and transform the way they manage their workforce. ",spans:[{start:dj,end:nI,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}]},{type:a,text:"More precisely, 365Talents opens up a world of possibilities for businesses to:",spans:[]},{type:j,text:"Have greater visibility and insight into your employees’ skills, competencies, and career aspirations",spans:[]},{type:j,text:"Increase employee engagement and retention by providing employees with  more personalized career development and opportunities.",spans:[]},{type:j,text:"Streamline HR processes, and increase efficiency by automating workflows",spans:[]},{type:j,text:"Optimize your workforce performance and drive better business outcomes.",spans:[]},{type:a,text:"Here are some concrete examples of how 365Talents integrates with specific HR tools:",spans:[]},{type:a,text:"Workplace and Collaboration Apps Integration (e.g., Ms Teams, Slack): The integration facilitates effective communication with employees by instantly delivering notifications that suggest new skills and new career opportunities in the flow of work. Integration with the familiar collaboration platforms that your employees often use ensures the engagement in completing their 365Talents profiles and actively participating in training or job opportunities recommended by HR or managers. This promotes engagement and drives a culture of continuous learning.",spans:[{start:d,end:aF,type:c},{start:aU,end:bj,type:c}]},{type:a,text:"Learning Integration (e.g., Syfadis, 360Learning, RiseUp, Degreed, Udemy, Microsoft Viva Learning, LinkedIn Learning,…): The integration enables organizations to enhance employee skills and performance by leveraging personalized training suggestions. 365Talents ensures that resources are optimally utilized, resulting in an increased training completion rate. 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Employees benefit from a centralized platform where they can showcase their skills and receive personalized suggestions for performance improvement and career growth. HR and managers gain unique insights into their teams, enabling them to align business objectives, address skills gaps, and foster professional development.",spans:[{start:d,end:at,type:c}]},{type:a,text:"Talent Suites and HRIS Integration (e.g., Lucca, Talentsoft, Altays, SAP SuccessFactors,, Workday, OracleHCM…): When you integrate 365Talents with your HRIS, you seamlessly connect and enhance your existing HRIS tools, enabling your HR, managers and employees to harness the full potential of skills-based decision-making. Employees and managers can better offer highly personalized job, career path, project and learning recommendations,while HR can implement streamlined processes and leverage 365 Talents' Skills & Jobs intelligence to increase employee engagement on profile completion, optimize performance reviews, foster learning and career development and boost internal mobility.",spans:[{start:d,end:aS,type:c}]},{type:a,text:"Loic Michel, CEO of 365Talents said: ",spans:[{start:d,end:bs,type:c}]},{type:a,text:"\"We know Change Management is complex when you launch a new HRTech platform at scale in your organization. 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We are thus uniquely positioned to guide our customers in the ethical and efficient harnessing of generative AI for HR, and couldn’t be more excited to do so in partnership with Microsoft. \n\nThis new technology has a remarkable ability to comprehend and convey stories. Integrated with talent experience, generative AI can align each person's unique career narrative with the greater story being told by their company’s values, challenges and growth. This is the future of talent management.\"",spans:[{start:d,end:wO,type:G}]},{type:a,text:w,spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"This new technology has a remarkable ability to comprehend and convey stories. Integrated with talent experience, generative AI can align each person's unique career narrative with the greater story being told by their company’s values, challenges and growth. This is the future of talent management.",spans:[]}],name:[{type:a,text:kZ,spans:[]}],job:[{type:a,text:tm,spans:[]}]},id:"quote_section$e7eb4145-212e-43bb-8f0b-fea44de5fe45",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Since its inception, 365Talents has focused on developing a powerful AI system tailored specifically for HR professionals. Our AI capabilities encompass intelligent suggestions for internal mobility, career development, and workforce analysis. By leveraging semantic analysis on vast HR datasets, our AI creates personalized skill mappings that precisely match each customer's profile and requirements. Our AI is capable of continuously suggesting skills to highlight and develop, empowering users to enhance their profiles and unlock their full potential. Additionally, our AI excels in suggesting related or closely associated skills, detecting duplicates, and categorizing skills into meaningful clusters for effective data visualization and analysis. Our decentralized and dynamic Talent Experience platform ensures that every talent is valued on their own terms.",spans:[]},{type:a,text:"365Talents is the first in the industry to combine the power of talent experience AI capabilities and cutting-edge generative AI.  This new integration enables us to boost 365Talent’s AI capacities to better assist and simplify user’s daily work.",spans:[]},{type:a,text:"What sets 365Talents apart in this integration is its unique philosophy of decentralizing knowledge and empowering employees to participate actively in the talent management process. Unlike other solutions, 365Talents allows each employee to self-declare their skills in their own words and perform self-assessments. This approach enables the creation of an open skills framework that is personalized and relevant for each customer based on their specific needs and requirements. ",spans:[]},{type:a,text:"With the integration of generative AI, our 365Talents AI capabilities are enhanced, allowing us to generate more accurate and comprehensive job descriptions and key skills linked to each job. By leveraging the power of generative AI, our platform goes beyond simple integration. We utilize the most up-to-date data available on the internet, scanning articles and sources to ensure that job and skills descriptions are always current and aligned with the latest industry trends.",spans:[]},{type:a,text:"Here are the key functionalities and benefits of 365Talents’ generative AI integration:",spans:[]},{type:L,text:"Content Generation: Leveraging our comprehensive HR data coverage, the new integration can automatically generate relevant content for creating job descriptions, project descriptions, and more. Helping HR professionals save time and ensuring their content remains highly relevant to the required skills and qualifications.",spans:[{start:d,end:ab,type:c}]},{type:L,text:"Market Skills Identification: Our advanced AI system surpasses traditional skill identification by efficiently identifying the most relevant skills in the market and recognizing trending jobs. This empowers HR professionals with up-to-date knowledge about the key skills and job roles that are in high demand. Additionally, 365Talents’ AI takes into account the specific challenges faced by the organization, whether related to climate change, gender equality, new markets, or strategic shifts. By aligning jobs and skills to address these challenges, HR professionals can proactively adapt their workforce and ensure their organization's success in a rapidly changing landscape.",spans:[{start:d,end:aQ,type:c}]},{type:L,text:"Enhanced Matching Context: The enhanced integration provides diverse matching options that go beyond traditional job and experience matching. By continuously learning from users' feedback, our AI algorithm can better understand their career paths and align them with the company's trajectory. This powerful feature allows us to consider each individual's personal story and seamlessly integrate it with the larger narrative of the organization. By doing so, we can provide employees with truly meaningful opportunities and experiences that go beyond a simple match, resulting in a more impactful and fulfilling talent experience.",spans:[{start:d,end:an,type:c}]},{type:L,text:"Descriptive Analytics Insights: 365Talents provides powerful and insightful dashboards that offer HR professionals and executives valuable analytics to better understand their workforce. These analytics reveal skills and job trends within your company and industry, allowing you to stay ahead of market needs. With this enhanced AI integration, our platform takes on the heavy work of synthesizing the available data provided by 365Talents, leading to its primary output of providing a concise and informative summary.",spans:[{start:d,end:aF,type:c}]},{type:L,text:"Redefined User Experience: The 365Talents integration goes beyond simply integrating Generative AI capabilities. We have completely reimagined the user experience, transforming talent management into a seamless and effective process for employees, HR professionals, and managers. Moving away from predefined scenarios, we are working towards a future where users can define their own unique scenarios to tailor the platform to their specific needs. This empowers users to customize their experience and maximize the platform's potential in addressing their unique challenges. By putting the user in control, we aim to create a more personalized and future-oriented approach to talent management.",spans:[{start:d,end:an,type:c}]},{type:a,text:"As pioneers in the field of AI, we understand the importance of ethical AI practices. We are committed to ensuring that our AI platform minimizes bias, promotes equality in employment, and adheres to strict data privacy and security regulations. Our partnership with Microsoft further reinforces our dedication to ethics and ensures compliance with European privacy standards.",spans:[]},{type:a,text:"Xavier Perret, Azure Unit Director at Microsoft said:",spans:[{start:d,end:cD,type:c}]},{type:a,text:"\"Microsoft is really proud to support 365Talents team and global clients in this transformative approach of Talent Management.",spans:[{start:d,end:fX,type:G}]},{type:a,text:"\nOur Enterprise grade Azure Open AI Services add generative AI capabilities to our collaborative solutions, like Teams and Viva to deliver new experience to 365Talents value proposition  in full consistency of data privacy & security guidelines.\"",spans:[{start:d,end:pH,type:G}]}]},id:"content_text_section$b94218f7-fdf8-4cf5-abea-e7a36cbd6d1e",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"Microsoft is really proud to support 365Talents team and global clients in this transformative approach of Talent Management.",spans:[]}],name:[{type:a,text:"Xavier Perret",spans:[]}],job:[{type:a,text:"Azure Unit Director at Microsoft",spans:[]}]},id:"quote_section$cb4dad92-b72f-4a65-8b69-1659c34c30af",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"With this powerful integration, 365Talents is charting a new course for HR. 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Here are the 5 steps to conducting a successful skills gap analysis.",img:{dimensions:{width:K,height:J},alt:"skills gaps",copyright:e,url:qX,id:oQ,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:tu,spans:[]}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"skills gap analysis",copyright:e,url:Go,id:th,edit:{x:d,y:d,zoom:q,background:u}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:"2023-06-05",u_date:wg,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Just 10% of organizations have a skills database that includes a profile for each employee. ",spans:[],direction:b},{type:a,text:"Is it possible to maximize output, drive innovation, and effectively manage the workforce without a clear picture of the skills your organization possesses? How do you begin to effectively prepare for the future? ",spans:[],direction:b},{type:a,text:"In this article, we outline the benefits of a skills gap analysis and provide tips for its effective implementation.  ",spans:[],direction:b},{type:n,text:"What is a skills gap analysis?",spans:[],direction:b},{type:a,text:"A skills gap analysis compares employees’ existing skills with the skills an organization needs to meet its current objectives and remain competitive in the future.",spans:[],direction:b},{type:a,text:"Once skills gaps are identified, HR professionals can take appropriate action to close them. ",spans:[],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the benefits of a skills gap analysis?",spans:[]},{type:o,text:"1.  Strategic workforce planning ",spans:[]},{type:a,text:"Strategic workforce planning ensures the right people are in the right place at the right time. When you have a clear understanding of the skills your organization is lacking, you can make informed decisions about how to manage your existing workforce and who to recruit. ",spans:[]},{type:o,text:"2. Digital transformation preparation",spans:[]},{type:a,text:"When you invest in new tools and technologies, you want to ensure you get a good return on investment (ROI). A skills gap analysis can help you to determine the skills your employees will need to make the most of your digital transformation efforts as well as highlight when an implementation has gone wrong. ",spans:[{start:dH,end:fZ,type:k,data:{id:GA,type:aH,tags:[],lang:f,slug:GB,first_publication_date:GC,last_publication_date:GD,uid:GE,link_type:h,isBroken:g}},{start:iz,end:hE,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}]},{type:o,text:"3. A holistic view of the organization ",spans:[]},{type:a,text:"A skills gap analysis will reveal when a particular team or department is falling short of its current or long-term goals.",spans:[]},{type:a,text:"Let’s imagine your organization is eager to deploy a more sophisticated marketing strategy. After a skills gap analysis, it is revealed that the marketing team in its current state does not have the digital marketing or SEO skills to support this change. ",spans:[]},{type:a,text:"Armed with this kind of information, it’s possible to make any changes required to meet your organization’s core objectives. You might choose to upskill your existing employees or recruit for the specialist skills you need. ",spans:[{start:n_,end:jt,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}}]},{type:o,text:"4. Insights into individuals ",spans:[]},{type:a,text:"At a more granular level, a skills gap analysis offers valuable insights into the individual employee. You’ll know who is performing highly - and ought to be considered for promotion - and who requires some additional support.  ",spans:[{start:gE,end:io,type:k,data:{id:kO,type:l,tags:[],lang:f,slug:kP,first_publication_date:kQ,last_publication_date:kR,uid:kS,link_type:h,isBroken:g}}]},{type:o,text:"5. Long-term recruitment optimization",spans:[]},{type:a,text:"It’s not easy to drive innovation and operational efficiencies when you are constantly recruiting for the skills you needed yesterday. ",spans:[]},{type:a,text:"A skills gap analysis can inform your long-term recruitment strategy to reduce the likelihood of productivity-halting skills gaps. ",spans:[]},{type:a,text:"For example, your analysis might reveal a distinct lack of leadership skills across the entire organization. In this scenario, hiring managers would be required to double down on their efforts to recruit people at all levels of seniority who demonstrate leadership skills or potential. ",spans:[]},{type:o,text:"6. Increase in productivity",spans:[]},{type:a,text:"The more you know about your employees, the better you can support them and leverage their unique skill sets. ",spans:[]},{type:a,text:"Providing training to a historically underperforming team, for example, could result in a huge boost to employee motivation and productivity. So too could moving an unhappy team member to a role in which their skills are put to better use. ",spans:[]},{type:a,text:"Most employees will value the opportunity to better themselves and advance their careers. ",spans:[]},{type:o,text:"7. Competitive advantage ",spans:[]},{type:a,text:"The changes you implement following a skills gap analysis will help you to future-proof your organization and outperform your direct competitors. As a forward-thinking company that puts its employees and their careers first, you’ll also find it easy to recruit and retain top talent. ",spans:[]}]},id:"content_text_section$08e9eb4f-6502-4dfa-8a71-018da9042496",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:tu,spans:[],direction:b},{type:a,text:"Launching a skills gap analysis is not a quick fix to your organization’s talent problems. It takes time, resources, and careful consideration. ",spans:[],direction:b},{type:a,text:"Here’s our five-step guide to getting it right. ",spans:[],direction:b},{type:o,text:"Step 1: Clearly define your goals",spans:[],direction:b},{type:a,text:"Before you can begin to understand what your organization is lacking, you need clearly defined business objectives.   ",spans:[],direction:b},{type:a,text:"Consider this step a crowd-sourcing activity. Meet with managers, department heads, C-suite executives, and board members to ask the following:",spans:[],direction:b},{type:j,text:"What are our short and long-term business goals? (This could include sales targets, technology implementations, product launches, etc.)",spans:[],direction:b},{type:j,text:"What are the skills required to meet these goals?",spans:[],direction:b},{type:j,text:"What are the most important skills for our business now and in the future? ",spans:[],direction:b},{type:j,text:"What is your one-year, five-year, and ten-year vision for the organization?",spans:[],direction:b},{type:j,text:"Can you identify any areas where the business is lacking in knowledge or expertise?",spans:[],direction:b},{type:j,text:"What are your suggestions for addressing these shortcomings? ",spans:[],direction:b},{type:o,text:GJ,spans:[],direction:b},{type:a,text:"The first step is important because no two organizations will have the same set of priorities or business goals, and what constitutes a “skills gap” is largely subjective. ",spans:[],direction:b},{type:a,text:"Nonetheless, a broader understanding of workforce trends is imperative. For example, automation may eliminate 73 million U.S. jobs by 2030. You need to know which jobs are most likely to be automated so you can re-skill your employees and adjust your recruitment strategies accordingly.",spans:[{start:hW,end:me,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.zippia.com\u002Fadvice\u002Fautomation-and-job-loss-statistics\u002F#:~:text=Automation%20has%20the%20potential%20to,46%25%20of%20the%20current%20jobs.",target:R}}],direction:b},{type:a,text:"And what about the jobs that haven’t yet been invented? In the next ten years, will your organization require a Chief Productivity Officer, a Drone Manager, or a Wholeness Mentor? If everyone else is preparing to appoint these positions in the not-too-distant future, perhaps you should too.",spans:[{start:aQ,end:bk,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.monster.com\u002Fcareer-advice\u002Farticle\u002Fcool-future-jobs",target:R}}],direction:b},{type:o,text:"Step 3: Evaluate the workforce ",spans:[],direction:b},{type:a,text:"Once you know the direction in which your organization is headed, you can evaluate where you are now. ",spans:[],direction:b},{type:a,text:"There are various ways to determine your employees’ existing skills, and you might prefer to take a multi-pronged approach. Some options include:",spans:[],direction:b},{type:j,text:"Reviewing existing HR records, including hiring documents, exit interview notes, performance evaluations, training records, and incident reports. ",spans:[],direction:b},{type:j,text:"Gathering feedback from employees via surveys and questionnaires.",spans:[],direction:b},{type:j,text:"Reviewing employee performance in conjunction with key performance indicators (KPIs).",spans:[],direction:b},{type:j,text:"Soliciting detailed feedback about each employee from peers, managers, etc. ",spans:[],direction:b},{type:j,text:"Conducting online skills assessments. ",spans:[],direction:b},{type:a,text:"Depending on your approach and budget, a skills gap analysis can take up to a year to complete. Though a fairly big investment, skills assessment tools promise the most consistent, efficient, and accurate results.",spans:[],direction:b},{type:a,text:"Whatever method you choose, be mindful of your employees’ well-being. It’s worth communicating what you are doing and why to alleviate fears among the workforce that jobs are at risk. The end goal of a skills gap analysis is to address workforce challenges and provide better support to employees, not to penalize poor performance. ",spans:[],direction:b},{type:o,text:"Step 4: Address the skills gaps",spans:[],direction:b},{type:a,text:"To close your organization’s skills gaps, you can focus on upskilling and reskilling the workforce, hiring new talent, or a combination of the two. ",spans:[],direction:b},{type:a,text:"For existing employees, consider investing in training programs, subscribing to topical industry publications, or establishing a formalized mentoring scheme. You could allocate time during work hours for employees to attend conferences, shadow workers in different departments, or pursue online learning opportunities. ",spans:[],direction:b},{type:a,text:"You might need to hire full-time or contracted employees to address your organization’s skills gaps. With your core goals in mind, carefully review your current recruitment processes. What changes can be made to your job listings, screening methods, and assessment criteria to ensure you attract candidates with the skill sets you desire?",spans:[],direction:b},{type:o,text:"Step 5: Review and repeat ",spans:[],direction:b},{type:a,text:"To measure the impact of your efforts, you’ll need to routinely repeat your skills gap analysis. ",spans:[],direction:b},{type:a,text:"Did you hire the people you planned to? Have you successfully upskilled your underperforming teams? Are your employees putting their newly acquired skills to good use? ",spans:[],direction:b},{type:a,text:"Based on your progress, you can continue the good work you’ve started or look to address your skills gaps via an alternate method. ",spans:[],direction:b},{type:a,text:"Want to learn more about how your organization can move quickly and confidently toward the future of work? 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They are the basis by which compensation is awarded, succession pipelines are built, and people are hired. ",spans:[]},{type:a,text:"But in today’s fast-paced and increasingly disruptive environment, perhaps such a rigid approach to workforce management is not the best one. ",spans:[]},{type:a,text:"The alternative? 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Establishing an internal gig economy ",spans:[]},{type:a,text:"An internal gig economy sees an organization’s existing employees embody the role of gig workers, which means they are matched to suitable projects as per their unique skill sets, interests, career goals, and availability. ",spans:[]},{type:a,text:"This means that an employee might pursue work within a different team, participate in a cross-functional project that would benefit from their expertise, or deprioritize certain elements of their day job to work on more urgent, short-term assignments.",spans:[]},{type:a,text:"The benefits of an internal gig economy include staff optimization, improved employee satisfaction, and better workforce collaboration. 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Putting skills at the center of the recruitment process ",spans:[]},{type:a,text:"To achieve this, organizations must make changes in three key areas: ",spans:[]},{type:a,text:Eu,spans:[{start:d,end:au,type:c}]},{type:a,text:"Overly prescriptive job listings may deter top talent. Hiring organizations should review the language used to ensure it is inclusive and focuses primarily on skills. This will attract a more diverse and qualified pool of applicants. ",spans:[]},{type:a,text:Ev,spans:[{start:d,end:ac,type:c}]},{type:a,text:"Education, qualifications, and work experience don’t necessarily correlate with on-the-job performance. Organizations should consider removing hiring criteria that exclude candidates from less traditional backgrounds.  ",spans:[]},{type:a,text:"3. Assessment process ",spans:[{start:d,end:ar,type:c}]},{type:a,text:"A robust and skills-focused recruitment process negates the need for prescriptive job descriptions and rigid hiring criteria since candidates are hired on merit.  ",spans:[]},{type:a,text:"Tools like skills assessments are the most effective way to assess candidates since they objectively evaluate skills and capabilities, rather than focusing on subjective factors like “cultural fit”. ",spans:[]},{type:o,text:"4. Putting skills at the center of the talent management processes ",spans:[]},{type:a,text:EB,spans:[]},{type:a,text:EC,spans:[]},{type:j,text:ED,spans:[]},{type:j,text:EE,spans:[]},{type:j,text:"Making skills development and application the focus of performance reviews",spans:[]},{type:j,text:EF,spans:[]},{type:j,text:EG,spans:[]},{type:a,text:"Want some guidance in making the shift to a skills-based organization? Get in touch with 365Talents today. ",spans:[{start:d,end:gR,type:G},{start:d,end:gR,type:c},{start:dL,end:eA,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$d2bf7282-52b0-480d-a53a-d32dd523031b",slice_type:p,slice_label:e},{variation:av,version:i,items:[],primary:{img:{dimensions:{width:jP,height:lk},alt:tb,copyright:e,url:tc,id:td,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:qu,spans:[],direction:b}],text:[{type:a,text:qv,spans:[],direction:b}],btntxt:[{type:a,text:qw,spans:[],direction:b}],btnlnk:{id:ot,type:aH,tags:[],lang:f,slug:ou,first_publication_date:ov,last_publication_date:ow,uid:ox,link_type:h,isBroken:g}},id:"cta_section$b751a0ec-3388-445e-b7a1-b700fd47a6f9",slice_type:C,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{article:{id:hP,type:l,tags:[],lang:f,slug:hQ,first_publication_date:bt,last_publication_date:hR,uid:hS,link_type:h,isBroken:g}},{article:{id:kO,type:l,tags:[],lang:f,slug:kP,first_publication_date:kQ,last_publication_date:kR,uid:kS,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[],btnlnk:{link_type:ah}},id:"cta_section$4b55f33c-61fd-4dcf-ab9e-773527f63ad2",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"Everything you need to know about SBOs",spans:[]}],thumb_description:[{type:a,text:GO,spans:[]}],thumb_linktxt:[{type:a,text:cT,spans:[]}]}},{id:hP,uid:hS,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZDkmwxAAACEAg5R0%22%29+%5D%5D",tags:[],first_publication_date:bt,last_publication_date:hR,slugs:[hQ],linked_documents:[],lang:f,alternate_languages:[{id:"ZEwr2hEAACkAoxm0",type:l,lang:T,uid:"comment-construire-panel-solutions-rh-axe-competences"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"How to build a best-of-breed HR solution tech stack",sitename:D,description:"Discover how to design your own HR tech stack: what tools to include, how to ensure integration and what KPIs to track to prove value of your HR solutions.",img:{}},id:"seo$c9281402-8e84-455a-9aa8-0bde0d9fb42f",slice_type:H,slice_label:e}],hero_title:[{type:F,text:GQ,spans:[]}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}},{tag:{id:bm,type:t,tags:[],lang:f,slug:Y,first_publication_date:bn,last_publication_date:bo,uid:Y,link_type:h,isBroken:g}},{tag:{id:jE,type:t,tags:[],lang:f,slug:dq,first_publication_date:fn,last_publication_date:jF,uid:dq,link_type:h,isBroken:g}},{tag:{id:cl,type:t,tags:[],lang:f,slug:aj,first_publication_date:cm,last_publication_date:cn,uid:aj,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:wU,id:wV,edit:{x:d,y:d,zoom:q,background:u}},author:{id:rv,type:I,tags:[],lang:f,slug:rw,first_publication_date:k_,last_publication_date:k_,link_type:h,isBroken:g},p_date:"2023-04-19",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:aI,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Automation, artificial intelligence, Metaverse, and even getting to grips with remote meeting technology all illustrate that the working world has leaped forward at a rate of knots. To keep up with the changing landscape, companies must focus on empowering employees with the skills and opportunities they need to stay competitive. Skill sets for jobs have already changed by 25% since 2015, but this is expected to double by 2027, according to LinkedIn data. And 89% of L&D pros agree that proactively building employee skills will support companies and individuals in navigating the future of work. ",spans:[{start:sp,end:390,type:k,data:{link_type:v,url:"https:\u002F\u002Flearning.linkedin.com\u002Fresources\u002Fworkplace-learning-report"}}]},{type:a,text:"This is where an HR tech stack comes into its own, allowing companies to create a rich and varied menu of skills-focused tools. In this guide, we'll discuss how to design your own stack, layer by layer and tool by tool. By the end, you'll have the perfect tech blend to support your HR team and your employees' development. ",spans:[{start:d,end:dr,type:c}]},{type:n,text:"What is an HR tech stack?",spans:[]},{type:a,text:"An HR tech stack is a group of software tools and applications used to boost the effectiveness of Human Resources teams. HR managers can design their stack to stay on top of the challenges of managing the employee lifecycle, such as tracking training progress or enabling remote work. The tech stack can also provide better insights into employee skills development, helping companies anticipate future skill needs and respond accordingly.",spans:[{start:dL,end:hN,type:k,data:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}},{start:347,end:sp,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}]},{type:a,text:"An HR tech stack is any combination of software or a pre-built (HRIS or HCM) tech stack solution. In either case, it will include digital tools that encompass HR tasks related to: ",spans:[]},{type:j,text:GR,spans:[]},{type:j,text:GS,spans:[]},{type:j,text:GT,spans:[]},{type:j,text:"Payroll and Benefits administration ",spans:[]},{type:j,text:GU,spans:[]},{type:j,text:"Learning and development",spans:[]},{type:j,text:"Workforce management ",spans:[]}]},id:"content_text_section$6ec75185-8001-43de-b97a-8259247d6fd0",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the top benefits of an HR tech stack?",spans:[]},{type:a,text:"Workato research highlights an uptick of 599% in companies investing in HR automation over the past two years—and for good reason. Dedicating time and money to creating the perfect combination of HR tools enables companies to: ",spans:[{start:cv,end:fv,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.workato.com\u002Fthe-connector\u002Fhr-automation-statistics\u002F"}}]},{type:j,text:"Improve skills: UKG highlights that 34% of companies use HR tech stacks to offer skills testing, performance management, and online L&D resources. Some 26% also rely on their tech stack to identify high-potential individuals for specialist and leadership roles. ",spans:[{start:d,end:bq,type:c},{start:a_,end:dL,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ukg.com\u002Fresources\u002Fanalyst-report\u002Fstate-todays-hr-tech-stack-2022-23"}}]},{type:j,text:"Obtain data to drive decision-making: The same UKG report reveals 41% of companies experience difficulties in obtaining accurate and valuable people information. A well-designed tech stack ensures that HR teams have instant access to real-time data to address skills challenges and offer individualized development solutions proactively.",spans:[{start:d,end:a_,type:c}]},{type:j,text:"Meet organizational goals: HR leaders use tech stacks to quantify their progress and attain objectives, ensuring they reach their goals faster. ",spans:[{start:d,end:aq,type:c}]},{type:j,text:"Improve productivity by streamlining processes: Store your people data in a central location, and set up workflows to automate key processes rather than manually entering data into several different systems. According to Workato, 61% of companies want to use their HR tech stack to address process automation issues, saving them time and money. ",spans:[{start:d,end:bz,type:c}]},{type:j,text:"Reduce errors: The right technology can help HR teams identify and rectify mistakes quickly, ensuring data accuracy. Without the support of HR tools, E&Y reports that a full-time payroll clerk spends 29 workweeks on payroll corrections, and each error costs $291 to amend. But automating key processes like payroll allows data to flow from one tool to the next, eliminating the risk of miskeyed information. ",spans:[{start:d,end:aJ,type:c},{start:gb,end:lw,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.paycom.com\u002Fresources\u002Fpodcasts\u002Fepisode\u002Fdigging-deep-the-costs-of-payroll-errors-with-steve-boese\u002F"}}]},{type:j,text:"Simplify recruitment: Applicant tracking systems provide a positive experience for candidates and recruiters by reducing the time it takes to move through the hiring funnel. Automated tools now source candidates, schedule interviews, screen resumes, and perform skills aptitude testing. ",spans:[{start:d,end:ar,type:c}]}]},id:"content_text_section$9a3e3135-2408-4265-ac47-e4048cf32b5d",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"HR tech vs. skills tech: What is the difference? ",spans:[]}],content:[{type:a,text:"Confused about some of the tech stack terminology you've heard?",spans:[]},{type:a,text:"HR tech is an all-encompassing term used to optimize and manage HR processes throughout the entire lifecycle, including recruitment, onboarding, performance management, development, and more. ",spans:[{start:d,end:cC,type:c},{start:fw,end:ge,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}]},{type:a,text:"Skills tech, however, zones in on the specific tools used to support employee learning and development, such as skills assessment and learning management systems. ",spans:[{start:d,end:aE,type:c}]},{type:a,text:"There is a degree of overlap, but essentially skills tech is a specific area of your HR tech stack that will enable employees to acquire new skills and advance their careers. ",spans:[]},{type:a,text:EI,spans:[{start:d,end:aS,type:c}]},{type:a,text:"Skills tech and the data it presents are essential in every HR process. This information provides HR teams with an overview of the current skillsets within their organization, informing: ",spans:[]},{type:j,text:EJ,spans:[{start:d,end:aE,type:c}]},{type:j,text:"How much we pay them: the candidate or employee’s position within the salary band based on their skills and competencies.",spans:[{start:d,end:ab,type:c}]},{type:j,text:EK,spans:[{start:d,end:bq,type:c}]},{type:j,text:"How and where we deploy skills across the organization: leaders can distribute relevant talent into new roles or specialist projects based on skills. ",spans:[{start:d,end:bk,type:c}]},{type:j,text:"How we grow our business: tracking skills enables decision-makers to plan expansion into new business areas or markets. ",spans:[{start:d,end:aM,type:c}]}]},id:"content_text_section$9a0dc653-26d3-487e-80f6-4fc9de268a1b",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Which HR tools should you include in your tech stack? ",spans:[]},{type:a,text:"Building a tech stack could be as simple as opting for an all-in-one solution and activating the most relevant modules to align with your HR processes. This approach means you’ll only have one system to manage, one support team to contact, and one vendor to pay. But the major downside is your HCM or HRIS solution may not offer the entire range of tools you require and might include features you don't need. ",spans:[]},{type:a,text:"A superior alternative is to design a custom tech stack that combines products from different vendors. You'll pick tools that suit your company's size, industry, business objectives, and budget to craft a best-in-breed stack tailored to your organizational needs. This strategy will enable you to optimize processes, maximize performance, and facilitate continual growth. ",spans:[{start:aQ,end:cb,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}]},{type:a,text:"Here are some considerations when building your bespoke HR tech suite.",spans:[]},{type:o,text:"Applicant tracking systems ",spans:[]},{type:a,text:"An ATS solution is a must-have if you intend to streamline recruitment processes, track candidate data, and keep your hiring pipeline organized. ",spans:[]},{type:a,text:"Vendor example: SmartRecruiters boosts recruiter productivity, fosters hiring team collaboration, and improves the candidate experience. AI, Chatbot, and Text recruiting are all available features that allow you to attract and convert qualified candidates easily. ",spans:[{start:d,end:au,type:c},{start:$,end:at,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.smartrecruiters.com\u002F"}}]},{type:o,text:GS,spans:[]},{type:a,text:"Allow your employees to ramp up quickly and become productive by choosing a platform that offers automated onboarding, self-service modules, and customizable workflows. ",spans:[]},{type:a,text:"Vendor example: HeyTeam accelerates employee integrations using sequenced and personalized onboarding journeys. Interactive formats, including quizzes, nudges, events, and surveys, are all available to support your new team members. ",spans:[{start:d,end:au,type:c},{start:$,end:ap,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.heyteam.com\u002Fen"}}]},{type:o,text:GT,spans:[]},{type:a,text:"Look for a solution that unifies the employee experience by connecting career and skills development. A good talent management system should also offer feedback and goal-setting features to support your people’s career growth. ",spans:[]},{type:a,text:"Vendor example: 365Talents uses artificial intelligence to identify skills wherever they're expressed in your organization. Our matching engine sifts through millions of job descriptions, competencies, and hidden skills to bring employees and career opportunities together. ",spans:[{start:d,end:bq,type:c},{start:$,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002F"}}]},{type:o,text:"Payroll and benefits administration ",spans:[]},{type:a,text:"HR.com reveals that 79% of companies include a payroll solution in their tech stack. A payroll system not only simplifies the payment of salaries and wages, but it can also help HR teams with compliance by automatically calculating taxes and providing customizable reporting. ",spans:[{start:ab,end:ec,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hr.com\u002Fen\u002Fmagazines\u002Fall_articles\u002Fthe-state-of-todays-hr-tech-stack-2022-23_l8mz9j51.html"}}]},{type:a,text:"The second most popular category is benefits administration, found in 70% of HR tech stacks. Choose a benefits platform that allows employees to enroll in health and life insurance, retirement plans, and other employee benefits. ",spans:[]},{type:a,text:"Vendor example: Altays is a scalable HRIS comprising core HR functionality, payroll, and benefits. As a modular system, you'll add the necessary components to support your vital people processes. ",spans:[{start:d,end:$,type:c},{start:$,end:ar,type:k,data:{link_type:v,url:"https:\u002F\u002Ftimsoft-group.com\u002Fen\u002Faltays\u002F"}}]},{type:o,text:GU,spans:[]},{type:a,text:"An EX platform can help HR teams build a more connected and productive workforce by delivering recognition programs and team-building activities for employees. ",spans:[]},{type:a,text:"Vendor example: Motivosity encourages leaders to build better team relationships by linking employee recognition to company culture. The platform enables an understanding of employee sentiment and creates a culture of gratitude. ",spans:[{start:d,end:au,type:c},{start:$,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.motivosity.com\u002F"}}]},{type:o,text:"Learning management systems ",spans:[]},{type:a,text:"An LMS keeps employees up-to-date with industry trends by providing access to digital learning opportunities. Employees can easily track progress and gain qualifications, certifications, and key skills to advance their careers. ",spans:[]},{type:a,text:"Vendor example: Edflex and 360Learning are both learning management systems that put employees in the driving seat by encouraging them to acquire new skills and explore new career opportunities. ",spans:[{start:d,end:au,type:c},{start:$,end:ar,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.edflex.com\u002Fen"}},{start:aq,end:bl,type:k,data:{link_type:v,url:"https:\u002F\u002F360learning.com\u002F"}}]},{type:o,text:"Workforce management",spans:[]},{type:a,text:"Track employee attendance, create schedules, optimize labor costs, and manage shifts. A workforce management system can save HR teams time by moving away from manual processes. ",spans:[]},{type:a,text:"Vendor example: Rippling is an example of a tool you can use to log employee hours and sync data for payroll processing automatically. It also provides instant workforce visibility to make staffing decisions on the fly. ",spans:[{start:d,end:bq,type:c},{start:$,end:aC,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.rippling.com"}}]}]},id:"content_text_section$dec90461-cb9a-4b29-ab98-db677737b5c9",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:oR,height:oS},alt:e,copyright:e,url:oT,id:oU,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:xv,spans:[]}],text:[{type:a,text:rb,spans:[]},{type:a,text:rc,spans:[]},{type:a,text:oV,spans:[]}],btntxt:[{type:a,text:jn,spans:[]}],btnlnk:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}},id:"cta_section$7fe36a67-6952-4529-8832-4e7c1b54196b",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"7 steps to build your HR tech stack",spans:[]},{type:a,text:"How you approach your new-build HR tech stack depends on what's already in place. If you're an HR pro for a startup, you have the benefit of designing your tech stack from the ground up. You can select a winning combination of apps and systems to suit your organization with room to scale.",spans:[]},{type:a,text:"But for an established company, you likely already have existing HCM systems to build upon. ",spans:[]},{type:a,text:"In either scenario, follow these eight steps to create your customized tech blend: ",spans:[]},{type:o,text:"1. Set your goals & determine your budget",spans:[]},{type:a,text:"Begin by reviewing your current processes and workflows, and write a list of all the skills and capabilities you need to support, from payroll and benefits to talent development and employee engagement. Pinpoint the top priorities for your HR tech stack and set clear KPIs to track.",spans:[]},{type:a,text:"Your software selection will be influenced by how much money you have to spend. Understand the cost associated with different tools and whether you'll pay an upfront cost or a regular per-user per-month fee. If you're already paying for existing tools, consider negotiating a different price plan to give you more flexibility in your budget. ",spans:[{start:dH,end:fu,type:k,data:{id:kH,type:l,tags:[],lang:f,slug:kI,first_publication_date:kJ,last_publication_date:kK,uid:kL,link_type:h,isBroken:g}}]},{type:o,text:"3. Research your tools ",spans:[]},{type:a,text:"Narrow down the software features you deem essential versus nice-to-have. Read online reviews from other HR teams, attend virtual demos with SDRs, and look for vendors with attractive pricing plans to pick the most suitable tools. ",spans:[]},{type:a,text:"Remember: some skills-focused tools may be more expensive than others, but if they allow your HR team to win back valuable hours, they could be worth the investment. ",spans:[{start:d,end:bf,type:c}]},{type:o,text:"4. Analyze tool alignment with your goals",spans:[]},{type:a,text:"When selecting your tools, always circle back to ensure they'll support you in meeting your goals. Also consider how each tool could future-proof your tech stack and keep up with changing regulations and any potential scalability issues.",spans:[]},{type:o,text:"5. Design your architecture ",spans:[]},{type:a,text:"HR leader Josh Bersin argues that modern-day HR tech stacks should focus on top-down EX and talent intelligence. He recommends designing HR Technology Architecture using the following layers: ",spans:[{start:dx,end:cG,type:k,data:{link_type:v,url:"https:\u002F\u002Fjoshbersin.com\u002F2022\u002F03\u002Fhr-technology-market-disrupted-employee-experience-is-now-the-core\u002F"}}]},{type:j,text:"Transaction layer: The base of your tech stack includes tools that capture essential data about workers and their workflows. This might include attendance, payroll information, start dates, managerial reporting lines, etc. ",spans:[{start:d,end:ac,type:c}]},{type:j,text:"Intelligence layer: The next layer combines internal and external intel, such as job market data, to create career recommendations and match skills with opportunities. Use this information internally to suggest development programs or externally to attract the right talent. ",spans:[{start:d,end:ab,type:c}]},{type:j,text:"Experience layer: This layer is more interactive for employees, comprising user portals, learning management systems, workflows, and support services such as case management windows. ",spans:[{start:d,end:aR,type:c}]},{type:j,text:"Creator tools: HR uses this admin layer to customize what employees can see and interact with based on their role requirements or stage in the employee lifecycle.",spans:[{start:d,end:au,type:c}]},{type:j,text:"Systems of productivity: The top of the tree enables employees to interact with your HR tech stack using work tech like Google Drive, Slack, Zoom, or Workday's Workplace. Along with the creator tools and experience layers, this will impact employee engagement most, enabling workers to collaborate and access the services they need quickly and efficiently to support their growth. ",spans:[{start:d,end:aC,type:c}]},{type:o,text:"6. Check partner integrations  ",spans:[]},{type:a,text:"Your HR tech architecture isn't complete until you ensure all the pieces and layers 'talk' to one another. Integration enables automated workflows to run the background, so tools pass data back and forth, ensuring your information is always accessible at the right moment. ",spans:[{start:dA,end:gd,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}]},{type:o,text:"7. Ensure compliance ",spans:[]},{type:a,text:"Before rolling out your HR tech stack, check you comply with data privacy and security regulations. Consider whether any tools involved will store or process sensitive data, like health records, biometric information, and other confidential employee info. Double-check your proposed tools comply with applicable labor regulations in each country where your business operates. ",spans:[]},{type:o,text:"8. Go live ",spans:[]},{type:a,text:"Once all the preparations are complete, start with a pilot program and keep communication lines open with employees and vendors so you can address any queries or issues quickly.",spans:[]}]},id:"content_text_section$a981fd75-f425-4048-95b8-2fcef58907f8",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How can you measure your tech stack ROI? ",spans:[],direction:b},{type:a,text:"As with any technology asset, measuring its effectiveness is essential to inform future decision-making and report back to stakeholders about its return on investment. Tracking ROI begins with setting KPIs for your tech stack. 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",spans:[],direction:b},{type:a,text:"Invest in your employees and your company's future by booking a demo of our platform today.  ",spans:[{start:d,end:cP,type:c},{start:bk,end:fY,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}],direction:b}]},id:"content_text_section$b9da0213-1554-4aaa-b411-b7a053edf495",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:kH,type:l,tags:[],lang:f,slug:kI,first_publication_date:kJ,last_publication_date:kK,uid:kL,link_type:h,isBroken:g}},{article:{id:qY,type:l,tags:[],lang:f,slug:qZ,first_publication_date:q_,last_publication_date:q$,uid:ra,link_type:h,isBroken:g}},{article:{id:iN,type:l,tags:[],lang:f,slug:iO,first_publication_date:eE,last_publication_date:iP,uid:iQ,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[],btnlnk:{link_type:ah}},id:"cta_section$0fe930bc-b93d-4059-9a73-adf841845b0c",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:GQ,spans:[]}],thumb_description:[{type:a,text:"Discover how to design your own stack, layer by layer and tool by tool. 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",spans:[{start:d,end:bs,type:c}]}]},id:"content_text_section$95eda5ba-1eb6-4a29-8181-9f86f12ea568",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"2. Risk & compliance management",spans:[]},{type:a,text:"CFOs must identify and manage risk and ensure that your company has coverage and contingency plans in place. In the digital age, this can include managing data security and compliance, making sure that the company is complying with standards and regulations and is not open to the risks of any financial penalties in this regard.",spans:[]}]},id:"content_text_section$c97c1fc3-59fa-4da5-a826-6e8a81d2775a",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kN,title:[{type:a,text:"10 core pillars of 365Talents security, compliance and risk management ",spans:[]}],content:[{type:a,text:"365Talents was designed with user privacy and data security at its core. ",spans:[]},{type:a,text:"Here are 10 ways that 365Talents ensures that your HR solution is regulation-compliant and risk mitigated:",spans:[]},{type:a,text:"1. EU Cloud Hosting: Processed data is hosted in the EU and is isolated between our customers.",spans:[{start:d,end:V,type:c}]},{type:a,text:"2. Security Audits: We undergo routine security audits and gray box pentests by our clients’ and third party teams.",spans:[{start:d,end:ab,type:c}]},{type:a,text:"3. Encrypted Data: All data collected through 365Talents is fully encrypted at the infrastructure level (AES-256) and in transit (TLS 1.2). Double encryption is also an option for backups and sensitive data.",spans:[{start:d,end:ac,type:c}]},{type:a,text:"4. Intrusion Protection: We  use state-of-the-art application firewalls, antivirus scanners and DDoS protection measures.",spans:[{start:d,end:aC,type:c}]},{type:a,text:"5. Data Protection Officer: Our  DPO assists our customers for all privacy-related needs, including rights to erasure and portability.",spans:[{start:d,end:aG,type:c}]},{type:a,text:"6. Data Protection Compliance: 365Talents complies with all local regulation, including EU GDPR  and Malaysian PDPA.",spans:[{start:d,end:aZ,type:c}]},{type:a,text:"7. Internal Compliance Assistance: Standard Documentations: We provide documentation for  all security measures and processes, including privacy impact assessments, disaster recovery plans, third-party audit reports, product features and integration documentation, etc.",spans:[{start:d,end:aS,type:c}]},{type:a,text:"8. Disaster Recovery Plan: We can restore 100% service availability and data in 51 minutes. A full test is performed every year to ensure our procedures and technical playbooks are always up to date. ",spans:[{start:d,end:aC,type:c}]},{type:a,text:"9. 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Plenty of survey responses and research exists on the challenge of achieving activation or adoption rates with HR tech and whether or not HR professionals feel like they are a priority. But startlingly little benchmark research has been done on what makes “good” activation rate or what HR departments even aspire to achieve as a good activation rate.",spans:[]},{type:a,text:"This might be because, according to Unleash, only 69% of organizations are even tracking the digital adoption of new HR technology. It can also be because “activation rate” is a tricky thing to define – one that can vary widely by industry and product type, as well as by the defined KPIs and “activation milestones” of the companies doing the reporting. ",spans:[{start:a_,end:bP,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.unleash.ai\u002Fevents\u002Ffuture-of-work\u002Fwhy-hr-projects-succeed-digital-adoption\u002F"}}]},{type:a,text:"That said, there’s no reason to throw up your hands and declare activation rates to be an unmeasurable KPI. ",spans:[]},{type:a,text:G_,spans:[]}]},id:"content_text_section$b1dc6fe8-a1da-4a10-be18-621c25a10e08",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is a good activation rate?",spans:[]},{type:a,text:"To answer this question, we turn to Lenny Rachitsky. Rachitsky is an angel investor and HR advisor who publishes a weekly advice column about product, growth, and career development called Lenny’s Letter. 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Gartner research published in HRD revealed that only 34% of employees reported using the core HR tools provided by their organization. ",spans:[{start:dK,end:hw,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hcamag.com\u002Fau\u002Fspecialisation\u002Fhr-technology\u002Fstruggling-to-adopt-your-hr-tech-youre-probably-making-this-big-mistake\u002F412718"}}]},{type:a,text:"By contrast, anecdotal success stories see Brunswick Corp reporting that within three months of the 2018 launch of their wellbeing program, 57% of employees were registered. General Motors announced that activation rates of 87% for their reward and recognition solution.",spans:[{start:dz,end:hm,type:k,data:{link_type:v,url:G$}},{start:j_,end:lq,type:k,data:{link_type:v,url:G$}}]},{type:a,text:"So which number should you use for your KPIs? 25%? 57%? 87%? 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Because the activation milestone is not a universal moment or action across all platforms, even those operating in the same space, it is therefore hard to offer blanket competitive comparisons. As we saw above, Brunswick Corp measured activation as simple registration. 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company. ",spans:[]},{type:o,text:"Activation rate vs. adoption rate",spans:[]},{type:a,text:"Activation rate is the first stage of the product adoption journey – it is the moment, as previously stated, where they experience their “aha moment” and reach the activation milestone. ",spans:[]},{type:a,text:"A reminder: ",spans:[]},{type:a,text:Ha,spans:[{start:d,end:fX,type:c}]},{type:a,text:"Adoption rates, on the other hand, focus on user growth and the adoption stage (which is a representation of sustained, ongoing user engagement).",spans:[]},{type:a,text:"The formula for calculating adoption rate is: ",spans:[]},{type:a,text:"Adoption rate = the number of new active users \u002F the number of users who signed up",spans:[{start:d,end:en,type:c}]},{type:a,text:"Both can be useful KPIs when aligned with clear business goals and supported by change management strategy.",spans:[]},{type:a,text:"To learn more about how our clients are achieving these activation rates, reach out to the 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a new HR solution can be a complicated process. Even after you’ve identified the solution that aligns with your business goals and approach, it’s important to do your due diligence on whether it can bring value to your company.",spans:[{start:aq,end:cb,type:k,data:{id:jL,type:co,tags:[],lang:f,slug:co,first_publication_date:jM,last_publication_date:jN,uid:jO,link_type:h,isBroken:g}}]},{type:a,text:"Talent experience is an essential — arguably foundational — part of your HR tech toolbox and the data a skills-first solution can generate, centralize and distribute can supercharge the other tools in your stack as well. ",spans:[{start:ix,end:ka,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}]},{type:a,text:"The first question anyone – you to yourself, but also your colleagues, CHRO, CFO or any other stakeholders involved in the process – is going to ask is what, exactly, does a talent experience platform do and how can it benefit your company?",spans:[{start:j$,end:hE,type:c}]},{type:a,text:"Broadly speaking, a skills-based talent experience platform addresses people management and professional development HR functions. This can involve internal mobility and upskilling actions on an individual level for professional development and career pathing, as well as strategic workforce planning and the positioning of HR as a strategic leader for business impact more holistically. ",spans:[{start:g$,end:kx,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}},{start:gK,end:iB,type:k,data:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{start:jd,end:pQ,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}},{start:324,end:cQ,type:k,data:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}]},{type:a,text:"A skills-based HR tech solution can improve your existing HR processes by centralizing your skills data and leveraging the skills-based approach to break silos and broaden the strategic vision of your HR department while empowering your employees to engage and invest in the business success of your organization. ",spans:[{start:d,end:uW,type:c}]}]},id:"content_text_section$8d10e3cd-e09a-4007-bc8f-3d52e713a854",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"10 questions to ask you to ensure your HR tech platform can deliver value for your company ",spans:[]},{type:a,text:"As a HR pro, here are some questions you might ask to ensure your HR tech platform and\u002For talent marketplace can deliver value for your company.",spans:[]},{type:a,text:Hb,spans:[]},{type:a,text:"2. How will the platform (e.g., talent marketplace) be structured, and what types of skills and positions will be included? How will they be validated?",spans:[]},{type:a,text:"3. What rules or guidelines will be in place to ensure fairness and transparency? How will the platform support our organization's diversity, equity, and inclusion (DEI) initiatives, and what measures will be in place to prevent bias or discrimination?",spans:[]},{type:a,text:Hc,spans:[]},{type:a,text:"5. How will the platform be promoted to employees, and what is the anticipated adoption rate? How do you ensure engagement on a platform employees won’t use every day? How user-friendly is the platform, and what is the user adoption and\u002For activation rate among other companies in our industry?",spans:[]},{type:a,text:"6. What level of customer support is included with the platform, and how responsive are the vendor's customer support team? How is change management supported? ",spans:[]},{type:a,text:"7. What is the workload for our HR and project management teams? ",spans:[]},{type:a,text:Hd,spans:[]},{type:a,text:He,spans:[]},{type:a,text:Hf,spans:[]}]},id:"content_text_section$0c8f19b5-82b2-4492-8b2f-91cff6b6512e",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Now let's take 365Talents as an example...",spans:[]}]},id:"content_text_section$e579329f-942b-41ff-aa11-ae4637586842",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:cK,title:[{type:a,text:Hb,spans:[]}],content:[{type:a,text:"365Talents acts on 7 use cases in the skills and talent management function: ",spans:[]},{type:a,text:"- Increasing employee engagement",spans:[]},{type:a,text:"- Building skills maps",spans:[]},{type:a,text:"- Boosting internal mobility",spans:[]},{type:a,text:"- Bridging skills gaps and fostering skill development",spans:[]},{type:a,text:"- Staffing projects and succession planning",spans:[]},{type:a,text:"- Career pathing and projecting professional development",spans:[]},{type:a,text:"- Operational strategic workforce planning",spans:[]},{type:a,text:"365Talents takes the skills-based approach further with a uniquely employee-first approach to skills declaration and management: Your people are in the driver’s seat of their career, transforming your employees’ evolution into your business solution.",spans:[]},{type:a,text:"This innovative approach drives more engagement and results in more enriched and up-to-date skills frameworks, providing HR with a better view and understanding of your company and people. The frameworks, assessments and profiles you (and our AI) are working with are informed not just by industry benchmarks, but by the real, self-declared and manager-validated skills of your people. ",spans:[]},{type:a,text:"Your platform has more real skills, making your analysis more accurate, your opportunity matching more relevant and your employees more engaged. ",spans:[]}]},id:"content_text_section$6142c07d-a21d-4a1b-82c3-a962d0fd563f",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kN,title:[{type:a,text:"2. How will the platform (e.g., talent marketplace) be structured, and what types of skills and positions will be included?",spans:[]}],content:[{type:a,text:"The philosophy of 365Talents is based on the decentralization of knowledge and the empowerment of employees to define their own professional identity and future. Thus, each employee can declare their experiences and skills, in their own words, and then self-assess. This can include hard and soft skills, but can also include “mad” skills such as hobbies or interests, but only skills that are validated by HR or a manager will make it into the global organizational skills framework. ",spans:[]},{type:a,text:"For example, your employee could declare “horseback riding” as a mad skill and it will appear on their profile, but (unless validated by HR) it won’t appear in the framework nor will be it used for matching. ",spans:[]},{type:a,text:"365Talents offers several methods to validate the skills and competency levels self-declared by employees:",spans:[]},{type:a,text:"- AI",spans:[]},{type:a,text:"- Peers",spans:[]},{type:a,text:"- Managers",spans:[]}]},id:"content_text_section$fdd3a224-69a0-40c8-9120-275bd5145210",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kM,title:[{type:a,text:"3. What rules or guidelines will be in place to ensure fairness and transparency? ",spans:[]}],content:[{type:a,text:"How will the platform support our organization's diversity, equity, and inclusion (DEI) initiatives, and what measures will be in place to prevent bias or discrimination?",spans:[{start:d,end:gK,type:c}]},{type:a,text:"365Talents offers your people unprecedented visibility on the opportunities and career paths available at your company. This creates greater levels of transparency at your company with respect to opportunities, trainings and career paths. The AI-driven smart suggestions and matching means that all relevant employees receive notifications for opportunities and developments that match their mobility or development interests – not just the candidates who HR or the managers have personally pushed the opening to. ",spans:[]},{type:a,text:"With respect to DEI initiatives, the 365Talents AI is designed to help your HR team fight bias in your mobility actions and professional development planning by evaluating candidates solely on their skills and interests and empowering them to articulate and declare what those strengths and ambitions may be. By emphasizing transferable skills and with explanations that connect the dots between experience and potential, employees can envision new career paths and feel empowered to pursue the course that is most motivating to them.",spans:[]},{type:a,text:"Of course, 365Talents can be customized to follow your mobility policies, allowing you to support DEI initiatives and break organizational silos within the corporate structures of your company.",spans:[]}]},id:"content_text_section$c4bd63e3-3ae4-4747-9a95-0e8577e008c3",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:cK,title:[{type:a,text:Hc,spans:[]}],content:[{type:a,text:"365Talents makes pursuit of a best-of-breed approach to HR tech easy with seamless integration across your organization’s solution stack. Additionally, 365Talents offers a centralized home for all your skills data, identifying the semantic variations and nuances in skills data expressed across your network to build a unique skills framework adapted to your own vocabulary. ",spans:[{start:aZ,end:eY,type:k,data:{id:dM,type:l,tags:[],lang:f,slug:dN,first_publication_date:bt,last_publication_date:dO,uid:dP,link_type:h,isBroken:g}}]},{type:a,text:"Here are some of the solutions 365Talents supports and the data it integrates: ",spans:[]},{type:a,text:"- HCM and HRIS modules (e.g., SAP SuccessFactors, Lucca, TalentSoft, Workday, Altays): Skills, annual reviews, training plans, assessment, internal mobility, career pathing, strategy workforce planning reports",spans:[{start:d,end:ar,type:c}]},{type:a,text:"- Workplace and collaboration apps (Teams, Slack): real-time notifications, email alerts",spans:[{start:d,end:bg,type:c}]},{type:a,text:"- Analytics and BI apps (Tableau, Azure Data Lake): Profile data, skills data, job data, matching, employee feedback, analysis insights.",spans:[{start:d,end:ap,type:c}]},{type:a,text:"- Assessment (Prismo, AssessFirst, SHL): job and skill frameworks, recommended trainings ",spans:[{start:d,end:aY,type:c}]},{type:a,text:"- Performance (Altays, Jevelo, SAP SuccessFactors): annual reviews, training and development plans",spans:[{start:d,end:aJ,type:c}]},{type:a,text:"- Learning systems (360 learning, edflex, LI learning, degreed): courses, mentoring, coaching, training interests",spans:[{start:d,end:aR,type:c}]},{type:a,text:"- ATS job board & resource planning (workday, smartrecruiters, altays, careerbuilder): Job descriptions, job postings, job applications, candidate interests, candidate availability",spans:[{start:d,end:aS,type:c}]},{type:a,text:"- Other relevant systems: Projects, rewards and recognitions, certification ",spans:[{start:d,end:aM,type:c}]}]},id:"content_text_section$8d532ea3-6b45-4699-a3a9-0c94404970f6",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:oR,height:oS},alt:e,copyright:e,url:oT,id:oU,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:xv,spans:[]}],text:[{type:a,text:rb,spans:[]},{type:a,text:rc,spans:[]},{type:a,text:oV,spans:[]}],btntxt:[{type:a,text:jn,spans:[]}],btnlnk:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}},id:"cta_section$be473542-4cdd-4b44-812c-149fdf974093",slice_type:C,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kN,title:[{type:a,text:"5. How will the platform be promoted to employees, and what is the anticipated adoption rate?",spans:[]}],content:[{type:a,text:"How do you ensure engagement on a platform employees won’t use every day? How user-friendly is the platform, and what is the user adoption and\u002For activation rate among other companies in our industry?",spans:[{start:d,end:gb,type:c}]},{type:a,text:"365Talents measures and increases employee engagement at two stages: ",spans:[]},{type:a,text:"First, there is the initial engagement at the start of the project, both activation and adoption rates. During the deployment of 365Talents, employees are encouraged with a profile pre-filled with imported data from integrated sources (or their choice of uploaded resume) and are engaged through prompts to enrich, modify and complete their profile as they wish in their own words. The user-friendly interface and easy-to-use experience has resulted in high activation and profile completion rates across our clients, ranging from +50 to +150%.",spans:[{start:cL,end:cR,type:k,data:{id:qY,type:l,tags:[],lang:f,slug:qZ,first_publication_date:q_,last_publication_date:q$,uid:ra,link_type:h,isBroken:g}}]},{type:a,text:"Then, there is ongoing engagement over time. 365Talents keeps employees engaged in their professional development and profile updates through smart suggestions of new skills to add and trainings or mobility opportunities that might be of interest. The ability to provide feedback and fine-tune recommendations encourages use and promotes positive opinions of the tool as a valuable asset. ",spans:[]},{type:a,text:"365Talents also engages employees through the use of: ",spans:[]},{type:a,text:"- Notification systems that alerts employees",spans:[]},{type:a,text:"- Intelligent and regular suggestions of skills to add to the profile detected by the AI",spans:[]},{type:a,text:"- Truly personalized suggestions of opportunities",spans:[]},{type:a,text:"- Opportunity matches that exceed \"what's in for me\" expectations from your employees. They can connect through expert communities, find mentors, trainings, etc.",spans:[]},{type:a,text:"- The possibility of defining one's wishes for progression, training, etc. and receiving career plans.",spans:[]},{type:a,text:"- A solution perceived by employees as a career booster",spans:[]}]},id:"content_text_section$7001ebdf-b622-47bf-972a-f518b6ad3afc",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kM,title:[{type:a,text:"6. What level of customer support is included with the platform?",spans:[]}],content:[{type:a,text:"How responsive are the vendor's customer support team? How is change management supported?",spans:[{start:d,end:gY,type:c}]},{type:a,text:"365Talents offers a high level of customer support through every step of the process. ",spans:[]},{type:a,text:"Our international, multilingual customer success team has proven experience tailoring, deploying and measuring talent experiences at scale according to the needs of your company. From working together to set objectives during goal alignment, training your team during set-up and launch, analyzing your results to boost adoption and performance and providing customized support to roll out 365Talents at scale to broader populations, expert support specialists are present for all elements of your project.",spans:[]},{type:a,text:"Furthermore, our role is to support you on change management related to the identification of use cases, and everything related to the talent platform itself. Our change management experts help our clients to efficiently transition to a talent experience platform and manage HR & managers expectations. They have managed complex projects across countries or with 100k employees. If your project involves modifying your existing HR processes, we can collaborate with different consulting partners as well. ",spans:[]}]},id:"content_text_section$37450feb-d161-44cd-91d0-5792696b6611",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"7. What is the workload for our HR and project management teams?",spans:[]}],content:[{type:a,text:"At the start of the project, the workload on your side is moderate. Indeed, the AI ​​automatically detects your skills and jobs, and offers a skills taxonomy perfectly adapted to your company. Our Customer Success Consultants assist you to modify if necessary and quickly validate the skills framework. Depending on the project, the workload varies from 3 to 6 days for HR experts and between 3 to 5 days for IT experts.",spans:[]},{type:a,text:"In the run phase, the workload on your side is minimal. 365Talents eliminates a traditional administrative burden in this regard. The AI Skills functions make it possible to automatically detect the appearance of new skills and to automatically propose to asign them to a category in your framework. Thanks to its ability to interpret descriptions and match skills, AI recommendations allow you to quickly validate proposals or even accept everything by default if you want to go very quickly. Depending on the project, the monthly workload for HR experts varies from 0.5 to 1.5 days per month.",spans:[]},{type:a,text:"However, if you add new populations during the run phase, you should plan to allocate some additional resources.",spans:[]}]},id:"content_text_section$6f6065dd-f32b-4c71-b7f8-a20ab78bff1a",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:cK,title:[{type:a,text:Hd,spans:[]}],content:[{type:a,text:"365Talents is monitored and evaluated primarily through 5 key metrics:",spans:[]},{type:a,text:"- Skill maps",spans:[]},{type:a,text:"- Profile completion",spans:[]},{type:a,text:"- Activation rates",spans:[]},{type:a,text:"- Adoption rates",spans:[]},{type:a,text:"- Time between staffings",spans:[]},{type:a,text:"Our clients have measured the impact of 365Talents using many business KPIs, including:",spans:[]},{type:a,text:"- Increase Talents engagement",spans:[]},{type:a,text:"- Decrease Talent turnover",spans:[]},{type:a,text:"- Increase internal mobility and decrease external recruitments",spans:[]},{type:a,text:"- Increase in successful upskilling (percentage of employees who complete specific trainings) ",spans:[]},{type:a,text:"- Increase in skill development",spans:[]},{type:a,text:"- Decrease external staffing for strategic projects",spans:[]},{type:a,text:"- Productivity gains for HR",spans:[]},{type:a,text:"- Major decrease in resources to manage skills frameworks",spans:[]},{type:a,text:"- Better strategic HR and talents insights to drive business transformations",spans:[]}]},id:"content_text_section$e8e47a55-3cd5-4c86-95b2-243191b28a3e",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kN,title:[{type:a,text:He,spans:[]}],content:[{type:a,text:"Prices for 365Talents vary by the bespoke product options available to you. ",spans:[]},{type:a,text:"Upfront investment includes hands-on support, workshops and change management. This includes your first skills framework, data integration, platform set-up and delivery in 6-8 weeks.",spans:[]},{type:a,text:"In addition to your platform delivery for your specific use cases and a number of user licenses, you receive premium system maintenance and customer service, technical support, personalized guidance, best practices, and custom methodologies provided as-needed at no extra charge. ",spans:[]},{type:a,text:"This can include: ",spans:[]},{type:a,text:"- Admin, HR & Manager Trainings ",spans:[]},{type:a,text:"- Change Management (docs, training, communication plan...)",spans:[]},{type:a,text:"- Dedicated Customer Success Consultant",spans:[]},{type:a,text:"- HR Consulting and AI Impact Analysis",spans:[]},{type:a,text:"In terms of measuring ROI, our clients often look to retention, staffing and upskilling expenses as well as productivity gains, business transformation and solution costs from decreased time to impact and launch.",spans:[]},{type:a,text:"On average, for a company with 10K employees 365Talents leads to:",spans:[]},{type:a,text:"- 100% increase in employee engagement through talent platform usage",spans:[]},{type:a,text:"- 10% decrease in employee turnover",spans:[]},{type:a,text:"- €1M saved by increasing by 30% the internal employment rate",spans:[]},{type:a,text:"- 25% decrease in number of outsourced assignments, leading to a saving of €1M",spans:[]}]},id:"content_text_section$aa0cbce6-e652-442f-b4d4-d209a01807ab",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kM,title:[{type:a,text:Hf,spans:[]}],content:[{type:a,text:"365Talents’s robust architecture and technology ensures seamless global expansion for as far as you want to go. 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In this article, we will explore the benefits of a best-of-breed approach to your HR stack and the importance of having a talent experience solution with strong integration capabilities.",spans:[{start:cD,end:fK,type:k,data:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}},{start:ju,end:qr,type:k,data:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}}]}]},id:"content_text_section$491c1ceb-226a-41c4-aa5b-195e15fe7452",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the key benefits of tech stack integration?",spans:[]},{type:a,text:"By integrating your HR technology stack, you can pursue a best of breed approach that allows you to select the best solutions for your organization's specific needs. 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It's essential to many of the key trends of 2023 and the solution to many of the profound changes in the world of work. ",spans:[{start:eK,end:dK,type:k,data:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{start:gA,end:gD,type:k,data:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}}]},{type:a,text:"Indeed, Skills Tech includes all digital HR solutions that are revolutionizing skills management. This approach, particularly valuable in times of recession, is also one of the most efficient for your bottom-line — especially in cross-functional areas. ",spans:[{start:hC,end:vr,type:c}]},{type:a,text:"For example, in the context of skills declaration linked to self-assessments, what could be better than centralizing all this data to offer more relevant training opportunities and suggestions based on individual skills gaps? Skills Tech is a solution that makes perfect sense for your HR budget. ",spans:[{start:gs,end:j_,type:k,data:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}}]},{type:a,text:"In this article, we will cover a reminder of the definition and scope of Skills Tech, examples of its applications and of course all the good reasons to integrate it into your processes (and budget!).",spans:[]}]},id:"content_text_section$e2cbd9ce-161f-471e-ba1d-f504ed986e6f",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is Skills Tech?",spans:[]},{type:a,text:"Skills Tech refers to all the technologies and methods that optimize skills management processes. This genre of solution has become essential for companies seeking to adapt to market changes and move quickly and confidently through the world of work. ",spans:[]},{type:a,text:"Some of the use cases where Skills Tech is particularly powerful include recruitment automation, predictive analytics, machine learning, Internal Talent Marketplace and Learning Analytics.",spans:[{start:d,end:qH,type:c},{start:iC,end:f$,type:k,data:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}}]},{type:o,text:"Why invest in Skills Tech? ",spans:[]},{type:a,text:"Skills Tech, or skills-based or skills-first technology, enables companies to identify, develop and retain talent. More than just a category of platform, it is a new way of looking at skills data. If previously skills management was more of an obligation than a need, today it is an indispensable brick in the long-term competitiveness of companies. Skills-based organizations and strategy are the present and the future; skills tech is the skills-based technology you need to act efficiently. ",spans:[{start:eK,end:eW,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{start:gL,end:rL,type:c}]},{type:a,text:"In short:",spans:[]},{type:a,text:"Skills-based HR processes → Engaged employees → Improved productivity",spans:[{start:d,end:cX,type:c}]},{type:a,text:"Opting for Skills Tech is an opportunity to strengthen talent retention and motivate them. And as you know, productivity directly impacts the ability of companies to stay competitive!",spans:[]},{type:a,text:"Without further ado, here are all the good reasons to invest in a Skills Tech solution to help boost the ROI of HR.",spans:[]}]},id:"content_text_section$fc2432e5-803b-4072-8090-a6a574ff5bbc",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"4 ways that Skills Tech helps HR reach ROI",spans:[]},{type:o,text:"1. Align HR and business objectives",spans:[]},{type:a,text:"First of all, Skills Tech is an effective way to link HR objectives with the corporate vision. For HR professionals, it is a tool for understanding business needs and identifying key competencies. With Skills Tech solutions, you will be able to identify ways to develop key competencies within your organization.",spans:[]},{type:o,text:"2. Boost Employee Retention",spans:[]},{type:a,text:"Employees are more likely to stay with a company that offers them a concrete vision of their future career. With a Skills Tech platform, employees have the opportunity to see themselves on different assignments internally. For them, it's an opportunity to find a position that actually matches their career aspirations. And for you, a retention tool that helps reduce employee turnover.",spans:[]},{type:o,text:"3. Connect supply and demand of skills",spans:[]},{type:a,text:"Skills Tech allows companies to leverage the skills and talents of employees for strategic projects, even when they are not directly related to their current position. ",spans:[]},{type:a,text:"For example, an employee who works in customer service may have product development skills. After all, it's their favorite subject and their knowledge of customers can benefit the product team. If this is one of the company's development areas, this is an opportunity to offer mobility. This way, you can identify the best internal experts and position them on the most important missions for the company. ",spans:[]},{type:o,text:"4. Personalize career opportunities for each employee",spans:[]},{type:a,text:"In addition to connecting experts with strategic business functions, Skills Tech also facilitates the sharing of personalized opportunities. ",spans:[]},{type:a,text:"For example, an employee with marketing skills who wants to develop his or her project management skills may be offered an opportunity to participate in a company-wide project as a project manager. Another who wants to improve his or her software development skills, may join a development project within another team. But that's not all, the process takes into account all the skills, experience, career goals and preferences of your employees. This data is essential to streamline the decision-making process and adjust your policy.",spans:[]}]},id:"content_text_section$21cbeebe-6ede-435c-a2f5-dd9654de9c7a",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"3 examples of Skills Tech in action",spans:[]}],content:[{type:a,text:"Predictive Analytics",spans:[{start:d,end:ab,type:c}]},{type:a,text:"Predictive analytics is a decision-making method that relies on the use of data and analytical tools to understand past behavior and predict future events. By combining different techniques, it allows organizations to make strategic decisions. It is a particularly effective method for dealing with transformations. Indeed, HR managers have the urgent mission to adapt their way of working in order to better train their employees to the skills of tomorrow. Anticipating this transformation requires setting up initiatives based on the company's objectives and being well equipped.",spans:[]},{type:a,text:"→ Skills Tech relies on innovative technologies such as artificial intelligence and the interoperability of HR tools to build a concrete vision of skills in motion.",spans:[]},{type:a,text:"Internal Talent Marketplace",spans:[{start:d,end:aq,type:c}]},{type:a,text:"The Internal Talent Marketplace, the online platform that allows employees to find and apply for internal career opportunities, needs no introduction. Vacancies, temporary assignments, specific projects, mentorships, training programs... This all-in-one talent management solution helps employees develop their careers.",spans:[]},{type:a,text:"→ Combining Internal Talent Marketplace and Skills Tech gives companies the ability to leverage skills and talent to position them on strategic projects.",spans:[]},{type:a,text:"Learning Analytics",spans:[{start:d,end:aR,type:c}]},{type:a,text:"Learning analytics aims to collect all data related to an e-learning system. All collected information is measured and analyzed to optimize the e-learning process. This is an essential step to evaluate the success of the training provided. ",spans:[]},{type:a,text:"→ Skills Tech makes it easy for you to access real-time data on your employees' progress and ensure their engagement throughout the learning process.",spans:[]}]},id:"content_text_section$b3cb6a51-27a5-4aed-b8e7-cb32664a3faa",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:oR,height:oS},alt:e,copyright:e,url:oT,id:oU,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:xw,spans:[]}],text:[{type:a,text:rb,spans:[]},{type:a,text:rc,spans:[]},{type:a,text:oV,spans:[]}],btntxt:[{type:a,text:jn,spans:[]}],btnlnk:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}},id:"cta_section$71ce2351-574b-460a-9bf8-6942bf0d3222",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Skills Tech: An HR must-have in 2023",spans:[]},{type:a,text:"To recap, Skills Tech is the foundation on which to build a foolproof talent management strategy. ",spans:[]},{type:a,text:"These solutions, like 365Talents, are revolutionizing the way people think about their skills internally and are helping to align employee ambitions with business goals. By taking both into account, you'll be able to support your employees daily in developing their skills and expertise. ",spans:[{start:cD,end:gd,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}]},{type:a,text:"Skills Tech technologies also stimulate engagement by creating a flexible exchange platform, adapted to their expectations. Your employees are in the driver's seat and have the keys in hand to make a decision. On the HR side, the highlighting of the company's key missions is standardized and can even be automated. ",spans:[]},{type:a,text:"Finally, Skills Tech uses technology to put the employee experience at the center of your HR initiatives. At 365Talents we combine artificial intelligence and predictive analytics to connect employees with opportunities that are tailored to both skills and preferences.",spans:[]},{type:a,text:"In short, Skills Tech is a solution to strengthen the inclusiveness of your business and offer your employees a decentralized and personalized approach to talent mobility.",spans:[]},{type:a,text:"To learn more about how to combine Skills Tech with all your HR processes to boost ROI, book a demo with us today.",spans:[{start:d,end:hO,type:c},{start:cG,end:fw,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$409d467a-d63b-496b-8dc9-9e6c55007c93",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:oy,type:l,tags:[],lang:f,slug:r,first_publication_date:eE,last_publication_date:oz,uid:oA,link_type:h,isBroken:g}},{article:{id:iN,type:l,tags:[],lang:f,slug:iO,first_publication_date:eE,last_publication_date:iP,uid:iQ,link_type:h,isBroken:g}},{article:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[],btnlnk:{link_type:ah}},id:"cta_section$d745774f-2329-44bc-9961-8b3e7637ba54",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Hi,spans:[]}],thumb_description:[{type:a,text:"You already know how central skills are to HR, but have you reserved a line-item in your budget for skills solutions? 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The environment is a subject of growing concern and society as a whole must get involved. ",spans:[{start:f_,end:vU,type:k,data:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}}]},{type:a,text:"Governments have already taken multiple measures in favor of a more sustainable world and companies should also be active in the fight. They must adopt more responsible behaviors and engage all employees on the issue. This can be done, for example, by creating green jobs, adopting sustainable practices or developing green skills internally. The important thing is to reinvent the professional world in order to control its environmental impact as much as possible.",spans:[{start:lr,end:vk,type:c}]},{type:a,text:"So what are green skills? How can you promote green skills internally? Why and how can companies achieve this green transformation? ",spans:[]},{type:a,text:"Let’s dive in. ",spans:[]}]},id:"content_text_section$fbf039e6-61d8-4923-bd3a-8b06e701fdd4",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"Green transition glossary of terms",spans:[]}],content:[{type:a,text:"The green transition has given rise to new terms. We now hear about green skills, green jobs, non-green jobs, greening jobs and even potentially greening jobs, and it is important not to confuse them.",spans:[]},{type:a,text:"Before we dive deep into each of the following terms, here's a brief overview.",spans:[]},{type:a,text:"Green skills: The specific abilities through which employees can perform green jobs. We could, for example, cite being able to conduct energy audits, train people in recycling programs or measure the sustainability of a company's business activities as green skills.",spans:[{start:d,end:aJ,type:c}]},{type:a,text:"Green jobs: The jobs that contribute to preserving or restoring the environment, whether in traditional fields or in emerging green sectors (renewable energies, sustainable development, etc.). ",spans:[{start:d,end:aY,type:c}]},{type:a,text:"Greening or greenifying jobs: These jobs do not have a purely environmental purpose, but integrate green knowledge and environmental issues into their work nonetheless.",spans:[{start:d,end:aZ,type:c}]},{type:a,text:"Potentially greening jobs: Jobs that can be done without specific green skills, but may occasionally require them.",spans:[{start:d,end:aq,type:c}]},{type:a,text:"Non-green jobs: Jobs that do not require any green skills.",spans:[{start:d,end:$,type:c}]}]},id:"content_text_section$b87c756c-12ed-4ce3-a5d1-cb97cca7c393",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are green skills?",spans:[]},{type:a,text:"The current state of the planet requires companies in all sectors to undergo a transition toward sustainability. This transition includes, for example, developing or supporting CSR (Corporate Social Responsibility) initiatives and strategies. CSR covers all the actions implemented by the company to promote responsible activity (economically, environmentally and socially speaking) and move towards a more virtuous business model. But the sustainable or green transition can also include designing green jobs in order to face climate challenges.",spans:[]},{type:a,text:"Further, to succeed in these new jobs, the transition must also equip employees with specific skills called green skills. These are the skills that ensure environmental sustainability of economic activities and contribute, among other things, to reducing air pollution, better preserving natural resources and working in a more responsible way. ",spans:[]},{type:a,text:"Green skills have been steadily increasing on the marketplace since 2020. According to analysis of 220,000 job postings from 500 leading global companies from November 2020 to November 2022 conducted by the Data team at 365Talents, the most in-demand green skills were in the areas of: ",spans:[]},{type:j,text:"Energy transition (+73%);",spans:[]},{type:j,text:"Environmental, Social and Governance (ESG) (+82%)",spans:[]},{type:j,text:"Carbon footprint (+75%);",spans:[]},{type:j,text:"Waste management (+65%)",spans:[]},{type:a,text:"Among those most frequently mentioned in job postings are sustainable development (+ 2.9%), energy transition (+ 2.4%) and ESG (+ 1.5%).",spans:[]},{type:a,text:"Currently, while the number of \"green\" profiles is on the rise —  60%+ since 2016 and 30%+ since 2019, according to a LinkedIn report — the numbers are not enough to enable a full shift to a greener professional world. For this reason, organizations need to redouble their efforts and train their people for this transformation.  ",spans:[{start:dv,end:gS,type:k,data:{link_type:v,url:"https:\u002F\u002Feconomicgraph.linkedin.com\u002Fresearch\u002Fglobal-green-skills-reporthttps:\u002F\u002F"}}]}]},id:"content_text_section$ab95011c-2c4c-46a4-9a83-e3364568904e",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are green jobs?",spans:[]},{type:a,text:"Tomorrow's jobs are oriented around green transformation, responsibility and sustainability. However, green jobs are not limited to those that are solely dedicated to protecting the environment. ",spans:[{start:cP,end:iY,type:c}]},{type:a,text:"Green skills are, in fact, applicable to all types of professions making it possible to greenify all types of work. Green skills reflect a set of practices to adopt in order to transform one's way of working and make it more responsible in order to contribute to the preservation and restoration of the environment. And it's true: The emergence of new professions will be unavoidable and traditional professions may be replaced or redefined. That said, not all future jobs may be 100% green, but they should be as green as possible. ",spans:[{start:in0,end:nP,type:c}]},{type:a,text:"According to a LinkedIn report, the green jobs that are developing include: ",spans:[]},{type:j,text:"Sustainability manager",spans:[]},{type:j,text:"Health, safety and environment manager ",spans:[]},{type:j,text:"Health, safety and environment supervisor  ",spans:[]},{type:a,text:" Meanwhile, among the greening professions that have shown the fastest annual growth between 2016 and 2021 are: ",spans:[]},{type:j,text:"Real estate agent",spans:[]},{type:j,text:"Occupational health nurse ",spans:[]},{type:j,text:"Public health practitioner",spans:[]},{type:o,text:"Key figures on the green transition",spans:[]},{type:a,text:"In total, there are more than 3.5 million people working in green jobs and nearly 140,000 people working in green jobs. These people work in the following sectors:",spans:[]},{type:j,text:"Construction (37%)",spans:[]},{type:j,text:"Industry (20%)",spans:[]},{type:j,text:"Transportation (20%)",spans:[]},{type:j,text:"Research and development (9%)",spans:[]},{type:j,text:"Agriculture and grounds maintenance (6%)",spans:[]},{type:a,text:"According to a LinkedIn report, between 2015 and 2021, the share of green profiles in the global workforce increased by 38.5 percent. They have green skills in sustainability, environmental awareness, renewable energy or environment, health and safety.",spans:[]},{type:o,text:"Get ahead of the green skills gap",spans:[]},{type:a,text:"The share of green jobs in recruitment is steadily increasing, proof that the world of work is taking a real turn toward sustainability. Many experts even agree that while the supply of and demand for green skills are relatively well balanced right now, the demand for green talent will outstrip supply within a few years. The quantity of jobs requiring green skills has been growing at an annual rate of 8% for the past five years. In 2019, green workers were even being hired at a higher rate than non-green workers. ",spans:[]},{type:a,text:"In France, hiring plans for green economy occupations accounted for 17% of all hiring intentions in 2021. According to a LinkedIn report, over the same year in France, the recorded hiring rates for green and greening jobs were 0.8% and 9.2%, respectively. The relative share of potentially green jobs, meanwhile, was 43.5 percent.",spans:[]},{type:o,text:w,spans:[]}]},id:"content_text_section$19d25d6b-a4fe-454a-b165-0c49c95d9508",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kM,title:[{type:a,text:"How SkillsDrive Helps You Identify Green Skills Gaps",spans:[]}],content:[{type:a,text:"SkillsDrive from 365Talents helps ensure that you are looking at real-time, up-to-date analysis on the supply and demand of green skills at your company. Benefit from responsive insights about the gaps between current skill sets and future demands at your company on global or granular levels and identify the skills most missing expertise and prioritize your plan to fill gaps based on your transformation objectives and employees’ motivations.",spans:[],direction:b},{type:a,text:"By supporting and driving email campaigns to collect employee skill evaluations, obtain clear insights and transform responses into actionable strategies, SkillsDrive gives you the visibility on your people’s skills, experiences and ambitions that is essential for your green transformation and development plans.",spans:[],direction:b},{type:a,text:jn,spans:[{start:d,end:aW,type:k,data:{id:mf,type:aH,tags:[],lang:f,slug:mg,first_publication_date:mh,last_publication_date:mi,uid:mj,link_type:h,isBroken:g}},{start:d,end:aW,type:c}],direction:b}]},id:"content_text_section$2a49511b-ad09-4245-994c-a7eca78c0fbd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"The business case for the green transition",spans:[]},{type:o,text:"Why companies should greenify jobs for sustainability",spans:[]},{type:a,text:"1. To preserve the environment",spans:[{start:d,end:aZ,type:c}]},{type:a,text:"Companies have a key role to play in the fight against climate change. Going green is not just a choice, but a necessity. At a time when environmental issues are a major concern, the green transition is essential at all levels of society. The planet's resources are limited and organizations must be aware of this. ",spans:[]},{type:a,text:"In order to limit the damage, the professional world has no choice but to rethink its way of operating and opt for more sustainable and responsible practices in all departments (marketing, production, human resources, purchasing, etc.).",spans:[]},{type:a,text:"Maximizing green jobs contributes to: ",spans:[]},{type:j,text:"preserving and restoring the environment ",spans:[]},{type:j,text:"sustainable regulation of activities",spans:[]},{type:j,text:"reducing the environmental impact of companies",spans:[]},{type:a,text:"2. 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Be careful, however, not to rush them: It is better to present the green transition as a real opportunity to give more meaning to their career while protecting the planet and allow them to invest and engage on their own terms.",spans:[{start:cG,end:kl,type:c},{start:f$,end:jZ,type:k,data:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}}]},{type:a,text:"Finally, note that if your company does not have green skills in-house, you can choose to revise your recruitment process in order to attract more green talent to support its environmental transformation or seek out specific upskilling and reskilling resources or partners for green skills.",spans:[]}]},id:"content_text_section$32732b6a-3cae-4519-8420-161c8357467b",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{},title:[{type:n,text:mk,spans:[]}],text:[{type:a,text:"This report, which features original insights from Accenture, Axa Climate School, Credit Agricole, OpenClassrooms and OpenWeb, takes a deep dive into the impact of adopting a skills-based approach to your HR strategy. 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The x-axis (horizontally) plots employee performance and the y-axis (vertically) plots employee potential. The resulting nine boxes in the grid enable organizations to pinpoint the relationship between the two. ",spans:[]},{type:j,text:"A high-performing employee with high potential will appear in the top right-hand box of the grid. These employees excel in all aspects of their roles and are most likely to progress into leadership positions. ",spans:[]},{type:j,text:"A moderate performer with moderate potential will appear in the middle box of the grid. With the right guidance, training, and support, these employees could deliver more.",spans:[]},{type:j,text:"A low-performing employee with low potential will appear in the bottom left-hand box of the grid. These employees are often “bad hires”. They may need to be reassigned to more junior positions or, in the most extreme cases, be removed from the business entirely.",spans:[]},{type:a,text:"And so on… ",spans:[]}],image:{dimensions:{width:2736,height:2233},alt:Hk,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F15770755-ce96-40a3-b065-a57c2065d394_IMG_Blog_9-box-grid-workforce.png?auto=compress,format",id:"ZCWVhxAAAB8AxTLh",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"9-Box Talent Grid",spans:[]}]},id:"content_text_section$8cfa36b8-f56d-410b-9ac4-315781f744f6",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the benefits of the 9-box grid?",spans:[]},{type:a,text:"The 9-box grid promises several benefits to HR teams: ",spans:[]},{type:o,text:"1. Easy to use",spans:[]},{type:a,text:"The 9-box grid presents organizations with core employee data in an easy-to-view and easy-to-understand format.",spans:[]},{type:a,text:"The system is well established, which means HR professionals need only assess and score their employees as they see fit and plot them into the correct box. ",spans:[]},{type:a,text:"Anyone new to the concept, or new to a particular organization, can quickly catch on and gain valuable insights about the workforce. For this reason, HR teams often leverage the 9-box grid for conversations with senior leaders and members of the C-suite. ",spans:[]},{type:o,text:"2. Enables a holistic approach to workforce management ",spans:[]},{type:a,text:"HR teams benefit from an immediate and comprehensive view of the entire workforce, and they can also create alternate grids for different departments, teams, levels of seniority, and regions. This makes it easy to pinpoint areas of weakness within the workforce and where there are opportunities for employee development.",spans:[{start:pQ,end:nh,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}}]},{type:a,text:"Reviewing employees in this format also encourages a more balanced approach to performance management. For example, an employee’s potential to be a star performer can be brought to light, even if they seem to be struggling when it comes to their day-to-day duties. ",spans:[]},{type:o,text:"3. Drives fruitful conversations among leadership teams",spans:[]},{type:a,text:"Establishing a 9-box grid compels HR and leadership teams to communicate openly and honestly about the workforce and reach a consensus on performance expectations. ",spans:[]},{type:a,text:"Not only does this ensure that employees are rated using consistent criteria, but these conversations may help teams to redefine long-term goals and shape the overall business strategy.",spans:[]},{type:o,text:"4. Workforce planning made easy",spans:[]},{type:a,text:"A better understanding of the workforce informs better long-term business decisions. ",spans:[]},{type:a,text:"HR teams can make data-driven decisions about learning and development opportunities, promotions and mobilities, and the company’s leadership pipeline. Employees who require additional support to deliver their best work are quickly identified, while those who are already thriving can advance more quickly through the ranks when internal positions come up. Given that recruiting and onboarding external talent are often huge drains on business resources, it is especially useful for HR teams to have this information to hand. ",spans:[{start:eT,end:dK,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}]},{type:a,text:"In addition, when organizations know how to direct their resources intelligently, they enjoy a better return on investment. A junior employee who is already working at their maximum potential, for example, should not be put forward for leadership development opportunities.  ",spans:[{start:dB,end:gE,type:k,data:{id:oy,type:l,tags:[],lang:f,slug:r,first_publication_date:eE,last_publication_date:oz,uid:oA,link_type:h,isBroken:g}}]}]},id:"content_text_section$7ac8cd6a-1216-47a1-8ff1-a2ec6e8ff848",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the limitations of the 9-box grid?",spans:[]},{type:a,text:"The 9-box grid is not without its drawbacks. ",spans:[]},{type:o,text:"1. Vague metrics ",spans:[]},{type:a,text:"The 9-box grid has been criticized for its use of vague and non-objective metrics. Is it possible for organizations to definitively measure an employee’s potential? And how is performance distinguished from potential?",spans:[]},{type:o,text:"2. Unconscious bias ",spans:[]},{type:a,text:"If organizations do fail to develop objective criteria to assess the workforce, the 9-box grid may invite unconscious bias. ",spans:[]},{type:a,text:"Prejudice, personal opinion, and favoritism should have no bearing on where someone lands on the grid, but it’s all too easy for these biases to slip in. A manager that shares interests, life experiences, and educational background with a particular employee is unlikely to rank them as anything other than high-potential. ",spans:[]},{type:o,text:"3. Pigeon-holing employees ",spans:[]},{type:a,text:"Labels are hard to shake, particularly the bad ones. ",spans:[]},{type:a,text:"When an employee deemed low-potential is placed on the grid, it could irreversibly affect how they are perceived by their teammates, manager, and other senior leaders. Their contributions might be dismissed and they are much less likely to be considered for important projects or promotions. ",spans:[]},{type:a,text:"On the other hand, a high-potential employee with a bad attitude might be granted allowances or additional support that are not awarded to their less capable peers. ",spans:[]},{type:o,text:"4. Employee motivation",spans:[]},{type:a,text:"Organizations that opt for total transparency surrounding the 9-box grid, run the risk of alienating or demoralizing certain employees. While low-performing and\u002For low-potential employees certainly present challenges, labeling them as such could only serve to exacerbate the problem. ",spans:[]},{type:a,text:"In addition, choosing to rank employees so openly may encourage unhealthy competitiveness, disrupting workplace harmony and stifling collaboration. ",spans:[]}]},id:"content_text_section$63a36502-f96a-4dff-9024-4bd92ddf6359",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to use a 9-box grid to maximize benefits",spans:[]},{type:o,text:"Step 1. Define goals ",spans:[]},{type:a,text:"As with the implementation of any new HR process, begin with clearly defined goals.  ",spans:[]},{type:a,text:"For example, an organization that intends to use the 9-box grid for succession planning can focus on evaluating specific skills and leadership potential. ",spans:[]},{type:a,text:"To inform the implementation of learning and development programs across the entire organization, a more holistic approach and change management will be required.",spans:[]},{type:a,text:"Some organizations choose to customize each square of the 9-box grid to suit their unique business goals. ",spans:[]},{type:a,text:"For example, employees in the top right-hand box (high performers with high potential) could be labeled “Stars”, “Leadership Pipeline”, or “Up for promotion.” Those in the bottom right-hand corner (low performers with low potential) could be labeled “wrong hires”, “on probation”, or “relocate.\"",spans:[]},{type:a,text:"Further, organizations that do intend to share the results of the 9-box grid with the workforce ought to carefully choose the terminology they use to encourage, rather than disparage, employees.   ",spans:[]},{type:o,text:"Step 2. Objectively assess performance and potential ",spans:[]},{type:a,text:"To ensure that 9-box grid data is fair, consistent, and reliable, develop prescriptive benchmarks and assessment criteria for assessing employee performance and potential. ",spans:[]},{type:a,text:"The biases of individual managers are much more likely to impact how an employee is scored for potential. One way to combat this is to appoint a panel of diverse assessors who can discuss the following:",spans:[]},{type:j,text:"Is the employee’s current role allowing them to progress further?",spans:[]},{type:j,text:"Might this employee be better suited to another role?",spans:[]},{type:j,text:"Has this employee been given the right guidance and support?",spans:[]},{type:j,text:"Does the employee express interest in acquiring new skills and\u002For long-term career progression? ",spans:[]},{type:a,text:"However, this approach is especially time-consuming and can not promise to fully eliminate unconscious bias. ",spans:[]},{type:a,text:"Investing in digital solutions, such as a skills assessment tool, is perhaps the most effective method for evaluating potential  since it can assess employee potential quickly, accurately, and with total impartiality.",spans:[]}]},id:"content_text_section$d1b91691-7b43-4b3f-bb0e-60fbbebe0a14",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:Hl,spans:[]}],content:[{type:a,text:Hm,spans:[]},{type:a,text:Hn,spans:[]},{type:a,text:Ho,spans:[]},{type:a,text:Hp,spans:[]},{type:a,text:Hq,spans:[]},{type:a,text:hV,spans:[{start:d,end:bk,type:k,data:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}}]}]},id:"content_text_section$2134d6c3-3071-4162-8cb9-3a6beda3ab60",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to complete the 9-box grid example",spans:[]},{type:a,text:"To evaluate performance…",spans:[{start:d,end:aM,type:c}]},{type:j,text:"Low-performance employees do not fulfill the requirements stated in their job description and fail to meet targets and goals. They do not respond positively to feedback and guidance.",spans:[]},{type:j,text:"Moderate-performance employees meet a portion of the requirements stated in their job description and meet select targets and goals. ",spans:[]},{type:j,text:"High-performance employees meet and exceed the requirements stated in their job description, going above and beyond to excel in all aspects of their roles. ",spans:[]},{type:a,text:"To evaluate potential…  ",spans:[{start:d,end:aM,type:c}]},{type:j,text:"Low-potential employees may already be working at their maximum potential or have no desire to further advance their careers and\u002For skill set. ",spans:[]},{type:j,text:"Moderate-potential employees have a lot to offer a business but they are unlikely to assume the most senior roles in the business. ",spans:[]},{type:j,text:"High-potential employees are those destined for workplace success. Already performing way beyond their role and pay grade, these are the people organizations want in their leadership pipeline. ",spans:[]}]},id:"content_text_section$e129d620-cc0b-4ca5-8da6-c21b0d59664e",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Step 3. 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Although most employees consider the annual assessment to be useful and beneficial, 48% of them still dread this moment.",spans:[{start:dH,end:eA,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"This statistic shows how important it is for HR to support their people in this process. To make the performance review a tool for employee engagement, you need to understand the motivations, ambitions and challenges of everyone at your organization. ",spans:[]},{type:a,text:"In this article, you will find a review of the process of setting up annual performance reviews and advice on how to adopt a skills-based approach to assessments — and what that means for your HR tech stack.",spans:[]}]},id:"content_text_section$ae698176-8efb-4d67-b5a6-7ea880ad928e",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to set up a performance review",spans:[]},{type:a,text:"Annual reviews are an excellent opportunity for employees to consider their career development. 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You should take the time to explain to your team members how and why they will be evaluated and give them sufficient time in advance to reflect on their progress.",spans:[]},{type:o,text:"Step 3: Scheduling — Determine the right period",spans:[]},{type:a,text:"Selecting the right time of year to conduct your interviews is essential. Choose a time that is conducive to reflection for your employees. If possible, conduct these interviews over a common period shared by everyone at the company. This is a way to engage the company's employees in their future and that of your company. Most performance reviews are conducted before or immediately after a slowdown in workload: vacation periods, drops in activity, public holidays...December and January are particularly popular times of year for the annual reviews.",spans:[]},{type:o,text:"Step 4: Scheduling — Set up individual meetings with employees",spans:[]},{type:a,text:"Make sure that the form and content of your meetings are in line with your objectives. This means that you will have to send the interview outline or agenda in advance (with built-in spaces for answers) and you will want to think carefully about the space in which you will conduct your interviews. If they are physical meetings, choose a quiet and confidential place where your employees will be comfortable speaking candidly. For video conferencing, provide appointment slots to allow for choice and adapt to any needs.",spans:[]},{type:o,text:"Step 5:  Workforce planning –  Empower and involve your employees ",spans:[]},{type:a,text:"Providing actionable feedback during the performance review is very important. You must make it a point to recognize the progress made and identify areas for growth or potential skill gaps. Your role is to position yourself as a facilitator and help your people chart their own course for progress. To do this, be honest, direct and factual. All feedback should be documented and accompanied by a personalized action plan.",spans:[{start:hx,end:iB,type:k,data:{id:Hs,type:l,tags:[],lang:f,slug:Ht,first_publication_date:Hu,last_publication_date:Hv,uid:Hw,link_type:h,isBroken:g}},{start:xy,end:297,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}]},{type:o,text:"Step 6: Workforce planning — Refine your development plans",spans:[]},{type:a,text:"Performance review discussions are a valuable way to discover the strengths and weaknesses of your team and allow you to capitalize on this information to set up training and development plans to bridge present and future skill gaps, or simply support your employees in achieving their professional goals. 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It is therefore necessary to place this data at the center of your approach. ",spans:[{start:mC,end:pR,type:k,data:{id:jw,type:e$,tags:[],lang:f,slug:r,first_publication_date:ha,last_publication_date:jx,uid:jy,link_type:h,isBroken:g}}]},{type:a,text:"Before, during and after the assessment, 365Talents supports your people, managers and HR in this effort👇",spans:[]},{type:a,text:"Before the interview",spans:[{start:d,end:ab,type:G}]},{type:a,text:"With 365Talents, employees are the drivers of their professional development and they have the power to self-declare skills data as well as their career path ambitions. The platform allows them to self-declare (and their managers and peers to validate!) the expertise levels of each skill and note the interest in or need for training.",spans:[{start:dz,end:hn,type:k,data:{id:es,type:l,tags:[],lang:f,slug:et,first_publication_date:eu,last_publication_date:ev,uid:ew,link_type:h,isBroken:g}}]},{type:a,text:"How to apply it to the performance review?",spans:[{start:d,end:cY,type:c}]},{type:a,text:"This wealth of information is then processed by our AI-powered solution to help HR align your employee’s development with their ambitions and needs. 365Talents helps you visualize the present or potential skill gaps to determine the objectives and evaluation grid needed for your interviews.",spans:[]},{type:a,text:"During the interview ",spans:[{start:d,end:V,type:G}]},{type:a,text:"Refer back to your prepared materials and the actionable insights 365Talents has provided on your employee’s skills and career path to help them chart their course for progress while making note – whether in your assessment tool or internally-created form – of new skills or details to you wish to add to the platform.",spans:[]},{type:a,text:"After the interview",spans:[{start:d,end:ac,type:G}]},{type:a,text:"As mentioned, during the interview, you will likely use a best-in-breed assessment tool, or perhaps rely on templates or documents you have created internally to record what you discuss. 365Talents makes it easy to add this information to your existing centralized library of skills data, integrating with most external assessment software and offering easy import should you opt for internal templates.",spans:[]},{type:a,text:"Once the interviews have been completed, our artificial intelligence helps you to identify the strengths and areas for improvement. These trends will allow you to identify priority needs for both your employees and your business. You can also use this skills analysis to suggest personalized training. Once again, your managers are your best allies to really support each employee in their development. The goal is motivate your people and help them achieve their ambitions while fostering engagement with your future HR initiatives.",spans:[{start:ai,end:dy,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}}]},{type:n,text:"Why integrate your assessment and talent experience tools?",spans:[]},{type:a,text:"For optimal talent management, you don't necessarily need an all-in-one HR and operational platform – seamless integration capabilities are your best friend! Your talent management tool doesn't need to include an annual assessment module because integration with an assessment tool is more than enough when you combine two best-in-breed solutions that complement and speak to each other.",spans:[]},{type:a,text:"Consolidating and sharing your skills data across your HR tech stack will offer better visibility on your employees’ skills and allow you to better engage and empower your teams and managers. With a common language, library and visualization of skills data, managers will know which strengths and weaknesses to spend time on during annual interviews.",spans:[]}]},id:"content_text_section$45e099b8-2551-49a3-92a1-abd6a9188cb8",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"3 benefits of integrating 365Talents with your assessment tools",spans:[]},{type:a,text:"365Talents connects every piece of professional assessment information for each of your employees to your talent experience platform. That benefits you in 3 ways: ",spans:[]},{type:a,text:"1. Your skills framework is centralized, unified and shared across your solutions to better manage, track and develop your employees' soft and hard skills.",spans:[]},{type:a,text:"2. Your employees can better know themselves and manage their career development with a user-friendly and engaging experience that draws from more skills data for better recommendations and smart suggestions. ",spans:[]},{type:a,text:"3. Your talent experience benefits from the more transparent and cross-functional sharing of information.",spans:[]},{type:o,text:"What makes 365Talents an employee-first choice?",spans:[]},{type:a,text:"We believe that engaging employees in the professional and skill development process is a crucial step for a successful talent management strategy. 365Talents’s matching explanation feature shows why the opportunity was suggested to the employee, based on their level of expertise and declared skills. 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This data is essential to not only evaluate their performance, but encourage them and align your HR initiatives with the real personal and business needs of your people. ",spans:[]}]},id:"content_text_section$fea83283-7ef9-4592-a9cf-b435a2cbdb19",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"How 365Talents integrates with your performance review solutions to leverage skills data for development ",spans:[]}],content:[{type:a,text:"Performance review platforms manage employee performance with digitized and flexible people review and performance management tools. 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Through matching available offers with the right candidates, it supports human resources and managers in identifying tailor-made development plans.",spans:[],direction:b},{type:a,text:"It also allows the company to meet additional staffing needs for short-term assignments.",spans:[],direction:b},{type:o,text:"New career paths and uncovered hidden gems",spans:[],direction:b},{type:a,text:"Enabling Veolia to go even further in terms of dynamic talent management and mobility, the 365Talents solution offers new perspectives to employees and helps them identify career paths and useful skills associated with opportunities within the Group.",spans:[],direction:b},{type:a,text:"By giving employees access to available positions and assignments and greater visibility, Veolia ensures improved performance and commitment.",spans:[],direction:b},{type:o,text:"AI at the service of HR",spans:[],direction:b},{type:a,text:"365Talents' AI algorithms facilitate the right match between offers, skills and candidates. The employee receives opportunities directly that correspond to their profile, personalized and adapted to their interests and ambitions.",spans:[],direction:b},{type:a,text:"This facilitates support from HR and management and allows them to rely on the platform to execute mobility processes and human capital movements.",spans:[],direction:b}]},id:"content_text_section$da1ce9c4-2a11-4447-bb39-b0d651e95fda",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:FW,type:l,tags:[],lang:f,slug:F_,first_publication_date:FY,last_publication_date:FZ,uid:FX,link_type:h,isBroken:g}},{article:{id:rg,type:l,tags:[],lang:f,slug:rh,first_publication_date:ri,last_publication_date:rj,uid:rk,link_type:h,isBroken:g}},{article:{id:o_,type:l,tags:[],lang:f,slug:o$,first_publication_date:pa,last_publication_date:pb,uid:pc,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$042dac42-b1f8-4a43-a24c-2b62b0e78370",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:Hy,spans:[]}],thumb_linktxt:[{type:a,text:g_,spans:[]}]}},{id:iI,uid:iM,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCWOjRAAACEAxSXD%22%29+%5D%5D",tags:[],first_publication_date:iK,last_publication_date:iL,slugs:[iJ],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:"HR trends for 2023: Why green transformation should be at the top of your list",sitename:e,description:"At the top of our list for 2023 is green skills, but we also think gamification, human leadership, and the metaverse will be top trends for HR professionals this year.",img:{}},id:"seo$21e0aec5-7ac1-4ad5-9f35-9816457d94d2",slice_type:H,slice_label:e}],hero_title:[{type:F,text:Hz,spans:[]}],category_grp:[{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"green skills hr trends",copyright:e,url:xz,id:su,edit:{x:d,y:d,zoom:q,background:u}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:HA,u_date:e,aside_n_title:[{type:E,text:xA,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:D,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The festive season feels like a distant memory, and we’ve almost beaten the January blues; perhaps it’s the perfect time to look to the year ahead and consider the innovations, trends, and challenges that will keep HR teams busy in the coming months. ",spans:[]},{type:a,text:"At the top of our list for 2023 is green skills, but we also think gamification, human leadership, and the metaverse will be at the front of mind for HR professionals across the globe.  ",spans:[]},{type:n,text:"1. Green skills",spans:[]},{type:a,text:"In 2022, record-breaking heat waves, severe droughts, and catastrophic flooding highlighted the need for more drastic climate action.  ",spans:[]},{type:a,text:"The world of work plays a critical role in the fight against climate change, whether it’s reducing dependency on fossil fuels, implementing climate-friendly business practices, or doubling down on digital transformation efforts. But to achieve these goals and accelerate the transition to a more sustainable, circular economy, organizations must invest in their green skills. ",spans:[{start:gL,end:lr,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}]},{type:a,text:"Green skills are defined as “the knowledge, abilities, values, and attitudes needed to live in, develop, and support a sustainable and resource-efficient society.” When employers invest in these skills, they stand to future-proof their workforce and gain a competitive advantage. ",spans:[{start:U,end:aq,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"That’s because the Green Economy will create a range of jobs that demand a highly specific skill set. To give just one example, the United Nations estimates that per million US$ of expenditure, the renewable energy sector will create up to 70% more jobs than the fossil-fuelled energy sector. ",spans:[{start:hE,end:ju,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.adeccogroup.com\u002Ffuture-of-work\u002Flatest-research\u002Fskills-for-the-green-economy\u002Fwww-prd-amz930-com.azureedge.net\u002F-\u002Fmedia\u002Fproject\u002Fadeccogroup\u002Fpdf-files\u002Ftag-skills-for-the-green-economy-paper.pdf\u002F"}}]},{type:a,text:"At the same time, the shift to a circular economy could see the loss of 71 million jobs across the globe. Green-skilled employees may benefit from better job security and increased employment options, while also offering their employers an excellent return on investment .",spans:[{start:cH,end:hM,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2022\u002F09\u002Fgreen-skills-workforce-better-world\u002F"}}]},{type:a,text:"In addition, focusing on green skills development can serve to attract top talent, since customers and prospective employees increasingly concern themselves with the ethics of the brands they support. ",spans:[]},{type:a,text:"Organizations can succeed in this area by: ",spans:[]},{type:j,text:"Mapping their green skills requirements ",spans:[]},{type:j,text:"Reskilling and up-skilling existing employees",spans:[]},{type:j,text:"Hiring for green skills and",spans:[]},{type:j,text:"Putting sustainability at the heart of their brand proposition",spans:[]}]},id:"content_text_section$86a2490a-d1cd-4a26-b64d-a0b5a2a99ed0",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:xB,height:tC},alt:xC,copyright:e,url:xD,id:xE,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:mk,spans:[]}],text:[{type:a,text:rl,spans:[]}],btntxt:[{type:a,text:tv,spans:[]}],btnlnk:{id:oW,type:aH,tags:[],lang:f,slug:oX,first_publication_date:ez,last_publication_date:oY,uid:oZ,link_type:h,isBroken:g}},id:"cta_section$d5066f2b-483b-40fd-988a-86f2b5c651d1",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"2. Gamification ",spans:[]},{type:a,text:"Gamification in HR, which includes the use of leaderboards, points and reward systems, quizzes, badges, and (of course) online games, is designed to boost employee and candidate engagement. ",spans:[{start:dJ,end:iB,type:k,data:{id:mx,type:al,tags:[],lang:f,slug:my,first_publication_date:mz,last_publication_date:mA,uid:mB,link_type:h,isBroken:g}}]},{type:a,text:"While the concept was first introduced in 2003, its popularity has skyrocketed in recent years and the global gamification market is projected to reach $30.7 billion by 2025.",spans:[{start:j$,end:hm,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.growthengineering.co.uk\u002F19-gamification-trends-for-2022-2025-top-stats-facts-examples\u002F"}}]},{type:a,text:"Gamification provides benefits in several key areas:",spans:[]},{type:j,text:"Absenteeism: When the most mundane aspects of work are made fun, employees are more motivated and more engaged. As many as 88% of workers said gamification positively impacts their happiness and productivity. ",spans:[{start:d,end:aE,type:c},{start:gz,end:iC,type:k,data:{link_type:v,url:"https:\u002F\u002Fsemoscloud.com\u002Fblog\u002Fgamification-in-hr\u002F#:~:text=Gamification%20in%20HR%20activities%20helps,or%20participating%20in%20healthy%20challenges"}}]},{type:j,text:"Candidate experience: Research shows that gamification during the recruitment process makes employers more attractive. ",spans:[{start:d,end:ab,type:c}]},{type:j,text:"Retention: Feeling undervalued and under-appreciated is one of the top reasons people quit. Gamification addresses this by providing employees with instant and ongoing reward and recognition. ",spans:[{start:d,end:aE,type:c}]},{type:j,text:"Learning and development:  Gamification enables employees to quickly acquire skills and absorb new information. They’ll be more engaged, more compliant, and more motivated to succeed. ",spans:[{start:d,end:an,type:c}]},{type:n,text:"3. The metaverse ",spans:[]},{type:a,text:"The metaverse is a collective virtual shared space that leverages virtual reality (VR), augmented reality (AR), and other advanced internet and semiconductor technologies to create immersive alternate worlds. ",spans:[]},{type:a,text:"It looks set to be one of the biggest trends for 2023, with Gartner predicting that 25% of people will spend at least an hour daily in the metaverse by 2026. ",spans:[{start:fY,end:gB,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2022-02-07-gartner-predicts-25-percent-of-people-will-spend-at-least-one-hour-per-day-in-the-metaverse-by-2026"}}]},{type:a,text:"The metaverse presents opportunities for HR teams to connect more meaningfully with job candidates across the globe, whether it’s hosting virtual recruitment fairs, onboarding new hires, or building a more equitable workplace. ",spans:[]},{type:a,text:"Re-imagining workspaces to drive productivity, collaboration, and creativity will also be possible since the metaverse will enable HR professionals to circumvent the constraints of a physical workplace. ",spans:[{start:d,end:jz,type:c}]},{type:a,text:"To prepare for the rise of the metaverse in the coming months and years, HR leaders must: ",spans:[]},{type:j,text:"Create effective hybrid working policies",spans:[]},{type:j,text:"Implement rigorous training programs to ensure employees can work and lead effectively in these new environments",spans:[]},{type:j,text:"Establishing robust data security systems",spans:[]},{type:j,text:"Recruit people with mixed-reality technology experience",spans:[]},{type:j,text:"Gather suggestions from employees on how they would like to experience the metaverse. ",spans:[]},{type:n,text:"4. Curbing burnout and talent loss",spans:[]},{type:a,text:"In 2021, the Great Resignation saw 47.8 million Americans quit their jobs, most often in search of a more meaningful existence. ",spans:[{start:aS,end:cL,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.shrm.org\u002Fresourcesandtools\u002Fhr-topics\u002Ftalent-acquisition\u002Fpages\u002Finteractive-quits-level-by-year.aspx"}}]},{type:a,text:"Some months later, it was reported that the Great Resignation was morphing into the Great Reshuffle since workers were opting to switch roles (and companies), instead of abandoning the workforce altogether.",spans:[]},{type:a,text:"More recently, in September 2022, the “quiet quitting” movement grew momentum. In a backlash to “hustle culture” employees in their thousands vowed to stop “going above and beyond” in their roles and do nothing more than their required duties. ",spans:[]},{type:a,text:"In October of the same year, the Great Breakup saw women leaders leaving their companies in record numbers. According to a report released by McKinsey and LeanIn.Org, for every director-level woman promoted to the next business level, two female directors are resigning. ",spans:[{start:aU,end:bz,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fdiversity-and-inclusion\u002Fwomen-in-the-workplace"}}]},{type:a,text:"If organizations want to hold on to their top talent in 2023, promoting employee well-being and curbing burnout must be a top priority. The American Institute of Stress reports that job stress costs U.S. companies more than $300 billion per year, thanks to accidents, absenteeism, reduced productivity, employee turnover, workers’ compensation, and medical, legal, and insurance costs. ",spans:[{start:gx,end:fQ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.michiganstateuniversityonline.com\u002Fresources\u002Fleadership\u002F12-ways-managers-can-reduce-employee-stress-and-burnout\u002F#:~:text=According%20to%20the%20American%20Institute,medical%2C%20legal%20and%20insurance%20costs."}}]},{type:a,text:"To tackle talent loss, HR departments must offer greater flexibility, hybrid working options, and mental health support as well as establish an inclusive, supportive, and collaborative workplace culture. ",spans:[{start:cy,end:V,type:k,data:{id:jo,type:l,tags:[],lang:f,slug:jp,first_publication_date:jq,last_publication_date:jr,uid:js,link_type:h,isBroken:g}}]},{type:n,text:"5. Internal mobility ",spans:[]},{type:a,text:"Alongside a healthy work-life balance, employees crave career development opportunities. They want to acquire new skills and earn qualifications so they can contribute more meaningfully in the workplace and set themselves up for future success. ",spans:[{start:ja,end:em,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}}]},{type:a,text:"Investing in internal mobility spells good news for HR teams too. Not only does this serve to future-proof an organization, but employees will be more motivated, productive, and loyal when they feel valued and respected by their employer. It’s also more cost-effective to re-skill or up-skill the internal workforce rather than hiring externally. ",spans:[{start:aY,end:at,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}},{start:mH,end:nP,type:k,data:{id:lf,type:l,tags:[],lang:f,slug:r,first_publication_date:lg,last_publication_date:lh,uid:li,link_type:h,isBroken:g}}]},{type:a,text:"Establishing a formal internal mobility program is perhaps the best way forward for HR teams since it compels organizations to invest substantially in learning and development and carve out long-term career paths for their workforce. Mentorships, skills assessments, new training software, internal recruitment targets, and succession planning may form part of an effective internal mobility program.",spans:[]},{type:n,text:"6. The internal gig economy ",spans:[]},{type:a,text:"A focus on internal mobility has generated interest around the concept of the internal gig economy, in which employees embody the role of gig workers and are matched to suitable projects as per their unique skill sets, interests, career goals, and availability.",spans:[]},{type:a,text:"This novel approach to workforce management is proving successful because it offers employees the flexibility and autonomy associated with gig work. As a result, the workforce is more motivated, more productive, and more collaborative. ",spans:[]},{type:a,text:"In addition, the internal gig economy addresses immediate skills gaps, reduces recruitment costs, and enables strategic workforce planning. ",spans:[{start:ct,end:cX,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}}]},{type:a,text:"HR teams can establish an internal gig economy in three simple steps:",spans:[]},{type:L,text:"Get a clear view of organization-wide skills",spans:[]},{type:L,text:"Develop an internal marketplace that’s easy and accessible for all to use ",spans:[]},{type:L,text:"Make the internal gig economy part of the workplace culture.",spans:[]},{type:n,text:"7. Change management ",spans:[]},{type:a,text:"Worryingly, statistics show that employees are growing wearier of change. In 2016, the Gartner Workforce Change Survey revealed that 74% of employees were willing to adapt their workplace behaviors to support organizational changes. In 2022, that number dropped to as little as 38%. ",spans:[{start:gS,end:dJ,type:k,data:{link_type:v,url:HB}}]},{type:a,text:"Resistance to change in the workplace, which employees might exhibit in the form of complaining, apathy, burnout, or stress, is referred to as change fatigue. High occurrences of this have obvious ramifications for a business; delayed initiatives, unhappy employees, and frustrated business leaders. ",spans:[]},{type:a,text:"HR teams can help employees to better navigate and embrace organizational change by: ",spans:[]},{type:a,text:"1. Understanding the change: HR professionals must understand why the change is needed, which employees and business functions will be impacted, the challenges associated with the change, and the benefits it could bring. ",spans:[{start:d,end:aq,type:c}]},{type:a,text:"2. Planning for the change: How should HR professionals communicate the change to employees? What training programs and resources will be required? How do we limit the impact on employees as changes are implemented? ",spans:[{start:d,end:an,type:c}]},{type:a,text:"3. Implementing the change: Are key stakeholders and employees being given the proper guidance, support, and training? How do HR professionals drive compliance? How is the success of a new implementation being measured? ",spans:[{start:d,end:aG,type:c}]},{type:a,text:"An agile methodology can also prove useful when navigating change management during the implementation of a new HR solution.",spans:[{start:bR,end:gz,type:k,data:{id:jL,type:co,tags:[],lang:f,slug:co,first_publication_date:jM,last_publication_date:jN,uid:jO,link_type:h,isBroken:g}}]},{type:n,text:"8. Human leadership ",spans:[]},{type:a,text:"Gartner lists “leader and manager effectiveness” as a top HR priority for 2023. In particular, it notes the call for leaders to be more authentic, empathetic, and adaptive  the three pillars of human leadership. ",spans:[{start:bq,end:cr,type:k,data:{link_type:v,url:HB}},{start:gd,end:lC,type:c}]},{type:a,text:"Human leadership can drive psychological safety, creativity, trust, and collaboration. Not only will employees feel a greater sense of loyalty to an employer that promotes human leadership, but they will learn to emulate the management styles they observe day in, day out. This makes for a more inclusive and supportive workplace, in which community is key and employees feel safe to express their ideas and concerns, without fear of judgment or reproach. ",spans:[{start:d,end:fv,type:c}]},{type:a,text:"To address this trend, HR teams should implement training programs that specifically address human leadership. Skills assessments can help to identify the leaders who require additional or ongoing support, as well as junior employees with strong leadership potential. ",spans:[]},{type:a,text:"Want to learn more about a skills methodology can help you navigate these 8 HR trends of 2023? Get in touch with 365Talents today.",spans:[{start:d,end:el,type:c},{start:aq,end:ai,type:k,data:{id:jR,type:al,tags:[],lang:f,slug:jS,first_publication_date:jT,last_publication_date:jU,uid:jV,link_type:h,isBroken:g}},{start:dB,end:gc,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$2e6f3034-b149-44aa-a385-5165b5f1873f",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:lX,type:l,tags:[],lang:f,slug:lY,first_publication_date:lZ,last_publication_date:l_,uid:l$,link_type:h,isBroken:g}},{article:{id:tD,type:l,tags:[],lang:f,slug:tE,first_publication_date:tF,last_publication_date:tG,uid:tH,link_type:h,isBroken:g}},{article:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$5df89d51-a56f-4d79-af00-dca305bde147",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Hz,spans:[]}],thumb_description:[{type:a,text:"At the top of our list for 2023 is green skills, but we also think gamification, human leadership, and the metaverse will be at the front of mind for HR professionals across the globe. ",spans:[]}],thumb_linktxt:[{type:a,text:g_,spans:[]}]}},{id:"ZCWQyRAAAB8AxSoa",uid:"skills-shortage-2023-tech-layoffs-meaning",url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCWQyRAAAB8AxSoa%22%29+%5D%5D",tags:[],first_publication_date:"2023-03-30T13:39:06+0000",last_publication_date:"2024-03-26T15:39:18+0000",slugs:[],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:HC,sitename:D,description:"Skills redistribution can create enormous potential, both for employees to find exciting new roles and for recruiters to acquire some of the brightest minds.",img:{dimensions:{width:az,height:aB},alt:e,copyright:e,url:HD,id:HE,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$f2bf36fb-fc0e-41a2-83f9-4b68674b2d46",slice_type:H,slice_label:e}],hero_title:[{type:F,text:HC,spans:[]}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}},{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bm,type:t,tags:[],lang:f,slug:Y,first_publication_date:bn,last_publication_date:bo,uid:Y,link_type:h,isBroken:g}},{tag:{id:la,type:t,tags:[],lang:f,slug:ey,first_publication_date:lb,last_publication_date:lc,uid:ey,link_type:h,isBroken:g}},{tag:{id:fk,type:t,tags:[],lang:f,slug:b$,first_publication_date:W,last_publication_date:fl,uid:b$,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F8ba475b1-7a56-49d2-b8b6-f309e743631a_IMG_Articles_GEMS_solid-pink-gradient.png?auto=compress,format",id:"ZCWQIBAAACMAxSjG",edit:{x:d,y:d,zoom:q,background:u}},author:{id:rv,type:I,tags:[],lang:f,slug:rw,first_publication_date:k_,last_publication_date:k_,link_type:h,isBroken:g},p_date:HA,u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"It's easy to look at today's job market and assume it's all doom and gloom. Every day we hear of yet another global company making widespread cuts to its workforce. ",spans:[]},{type:a,text:"Dominating the headlines are the tech layoffs. The likes of Amazon (18,000 workers), Spotify (6% of its workforce), Meta (11,000 employees), Twitter (3,700 workers), Stripe (14% of its company), Salesforce (7,000 workers), and Alphabet (12,000 employees at Google’s parent company) have all made dramatic calls to rein in their spending. ",spans:[{start:eB,end:eZ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.cnbc.com\u002F2023\u002F01\u002F18\u002Famazon-set-to-begin-new-round-of-layoffs-affecting-over-18000-people.html"}},{start:fv,end:cP,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fspotify-to-cut-6-of-its-staff-11674477162"}},{start:iu,end:hd,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fqai\u002F2022\u002F12\u002F07\u002Fmeta-layoffsfacebook-continues-to-cut-costs-by-cutting-headcount\u002F?sh=2f4eb69b8456"}},{start:cS,end:g$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.theverge.com\u002F2022\u002F11\u002F21\u002F23472025\u002Felon-musk-twitter-hiring-again-ending-layoffs"}},{start:is,end:ir,type:k,data:{link_type:v,url:"https:\u002F\u002Ftechcrunch.com\u002F2022\u002F11\u002F03\u002Fstripe-cuts-14-of-its-workforce-ceo-says-they-overhired-for-the-world-were-in\u002F"}},{start:iY,end:gC,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.cnbc.com\u002F2023\u002F01\u002F06\u002Fsalesforces-marc-benioff-hints-at-more-potential-layoffs.html"}},{start:qc,end:lw,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.reuters.com\u002Fbusiness\u002Fgoogle-parent-lay-off-12000-workers-memo-2023-01-20\u002F"}}]},{type:a,text:"Elsewhere, Blackrock, the world's largest asset management company and oil refiner Phillipps 66, cut 500 and 1,100 employees, respectively, at the tail end of 2022. More recently, Goldman Sachs and The Bank of New York Mellon Corp have also announced plans to chop 4,000 and 1,500 employees this year.",spans:[{start:aE,end:ab,type:k,data:{link_type:v,url:"https:\u002F\u002Fedition.cnn.com\u002F2023\u002F01\u002F11\u002Finvesting\u002Fblackrock-layoffs\u002Findex.html"}},{start:cR,end:dB,type:k,data:{link_type:v,url:"https:\u002F\u002Fedition.cnn.com\u002F2022\u002F11\u002F09\u002Feconomy\u002Fphillips-66-energy-layoffs\u002Findex.html"}},{start:hD,end:lS,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fjackkelly\u002F2022\u002F12\u002F18\u002Ffollowing-the-tech-sector-layoff-contagion-hits-wall-street-goldman-sachs-plans-to-downsize-4000-white-collar-workers\u002F?sh=24db42d5550b"}},{start:mI,end:kz,type:k,data:{link_type:v,url:"https:\u002F\u002Ftime.com\u002F6248866\u002Fgoogle-alphabet-biggest-layoffs-2023\u002F"}}]},{type:a,text:"But rewind the clock to the beginning of 2022, and it was a different story. At the height of the Great Resignation, companies were focused on stemming the flow of departures to prevent skill gaps from slicing apart their organizational line-ups. ",spans:[{start:jK,end:fx,type:k,data:{id:jo,type:l,tags:[],lang:f,slug:jp,first_publication_date:jq,last_publication_date:jr,uid:js,link_type:h,isBroken:g}}]},{type:a,text:"So, what's happened between now and is it flipping the script on the war for talent? ",spans:[{start:d,end:fv,type:c}]}]},id:"content_text_section$a8b0f3f9-305e-4b76-9029-a553306e512b",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Why are companies cutting thousands of jobs?",spans:[]},{type:a,text:"Money is the driving force behind devastating termination news. And in many cases, it comes down to how leaders respond to the broader economy. ",spans:[]},{type:a,text:"The US Federal Reserve took an aggressive stance on hiking interest rates in 2022, aiming to return inflation to 2%. In March 2022, the federal funds rate was 0.25% to 0.5%, ending the year at 4.25% to 4.5% after going through a series of 75-point hikes. Many businesses have felt the pinch of these changes, resulting in a tightening of purse strings. ",spans:[{start:ap,end:bR,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.fool.com\u002Fthe-ascent\u002Ffederal-reserve-interest-rates"}}]},{type:a,text:"But another school of thought suggests that layoffs are less to do with rates but are part of a business's natural growth cycle. Essentially, fast-growing companies go on a hiring binge and pay for it later. ",spans:[]},{type:a,text:"When the news of layoffs in tech began gaining momentum in November 2022, leading corporate learning advisor Josh Bersin wrote, \"When a company lays off a large number of people, it's a capitulation by leadership that some mistakes have been made. What happened for the last 12 to 14 years is most companies grew like crazy. Their investors and venture capitalists told them, \"grow faster, hire more people, here's more money.\" And leadership took the money, took the bait, hired the people, and suddenly we have a slowdown, and they look around and can't afford it.”",spans:[{start:jh,end:fX,type:k,data:{link_type:v,url:"https:\u002F\u002Fjoshbersin.com\u002F2022\u002F11\u002Funderstanding-the-cycle-of-layoffs-could-they-have-been-prevented\u002F"}},{start:jJ,end:DL,type:G}]},{type:a,text:"CEO Sundar Pichair agreed with this sentiment when he issued a memo two months later explaining the recent layoffs at Alphabet. It read, \"Over the past two years we’ve seen periods of dramatic growth. To match and fuel that growth, we hired for a different economic reality than the one we face today.\"",spans:[{start:bk,end:dx,type:k,data:{link_type:v,url:"https:\u002F\u002Fblog.google\u002Finside-google\u002Fmessage-ceo\u002Fjanuary-update\u002F"}},{start:iC,end:jQ,type:G}]},{type:o,text:"Which workers are most vulnerable? ",spans:[]},{type:a,text:"So, what type of talent is hitting the job market during layoff season? The roles most likely to be impacted include:",spans:[]},{type:j,text:"Sales: Make up 20% of all laid-off tech workers",spans:[{start:d,end:gF,type:c}]},{type:j,text:"Recruiting and HR: As new hiring slows, companies are laying off 50% or more of their talent teams, according to Layoffs.fyi",spans:[{start:d,end:U,type:c},{start:eW,end:lv,type:k,data:{link_type:v,url:"https:\u002F\u002Flayoffs.fyi\u002F"}}]},{type:j,text:"Marketing: As lead economist Sinem Buber explains, \"Marketing is more likely to see layoffs during recessions compared to departments that are revenue-generating.\"",spans:[{start:d,end:aD,type:c},{start:aQ,end:bO,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.fastcompany.com\u002F90820386\u002Ftypes-tech-workers-most-likely-laid-off"}},{start:dA,end:nT,type:G}]},{type:a,text:"Data from ZipRecruiter also revealed that it's not just about an employee’s role but how long they’ve worked in it. Unsurprisingly, many companies operate on a last-in, first-out principle, choosing to terminate new arrivals who have yet to build up a reputation or gain loyalty from their bosses. At the other end of the spectrum, those with the longest tenures are also at risk due to their higher salaries. ",spans:[]},{type:a,text:"In either case, tremendous talent and experience are up for grabs in the market, which is why CEOs like Lattice’s Jack Altman have set up alumni directories to connect departing team members with hiring managers. ",spans:[{start:fu,end:hb,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fposts\u002Fjackealtman_ceo-jack-altmans-email-to-lattice-employees-activity-7019349830778978304-2OJJ\u002F"}}]},{type:a,text:w,spans:[]}]},id:"content_text_section$441dd7a2-30fa-4da6-815e-b9300f56b4bc",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How can HR capitalize on the layoffs to overcome skills shortages? ",spans:[]},{type:a,text:"Although hiring has slowed for some companies, others, like EY, are forging ahead with their recruiting plans. The accounting firm plans to hire around 220,000 people in the year ending July 2023. Layoffs present a prime opportunity for recruiters like EY to swoop in and scoop up talent from the ranks of the world's leading companies. ",spans:[{start:cr,end:d$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2022-11-23\u002Fey-to-hire-about-220-000-as-big-four-shrug-off-economic-turmoil"}}]},{type:a,text:"In aerospace and engineering, McKinsey reports 50,000 unfilled vacancies suitable for non-engineers. Recruiters can cast their net beyond the engineering field to find those with transferable skills to join this sector. In another example, Amazon recently laid workers off from its Alexa division, consisting of voice technology, AI, and automation experts. At the same time, Twitter has cut its ethical AI, data science, machine learning, and engineering teams. ",spans:[{start:cr,end:cH,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Findustries\u002Faerospace-and-defense\u002Four-insights\u002Fdebugging-the-software-talent-gap-in-aerospace-and-defense"}},{start:eT,end:iz,type:c}]},{type:a,text:"Companies in industries like healthcare, finance, retail, manufacturing, and energy would be delighted to repurpose this talent. To do so, acquisition teams must be prepared to: ",spans:[{start:d,end:gc,type:c}]},{type:j,text:"Strengthen their employer brand: Freshen up hiring messaging, ensure job postings align with your company's mission, and that you're offering an attractive benefits package.  ",spans:[{start:d,end:aF,type:c},{start:U,end:at,type:k,data:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}}]},{type:j,text:"Be open to transferable skills: Seek candidates with skills that may not be an exact match for a role but could easily be adapted. ",spans:[{start:d,end:at,type:c},{start:aE,end:aZ,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:j,text:"Focus on diverse acquisition strategies: Hiring with a skills focus rather than dwelling on background, previous employer or college experience. ",spans:[{start:d,end:bO,type:c},{start:aD,end:ba,type:k,data:{id:nb,type:al,tags:[],lang:f,slug:nc,first_publication_date:nd,last_publication_date:ne,uid:nf,link_type:h,isBroken:g}}]},{type:j,text:"Incorporate AI into your hiring process: Uncover different skills, talents, or abilities to repurpose in other organizational roles. ",spans:[{start:d,end:bQ,type:c},{start:aY,end:ba,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}}]},{type:n,text:"3 skills shortage scenarios for HR to consider",spans:[]},{type:a,text:"Current unemployment stats paint a reassuring picture that the layoffs aren't yet keeping people out of work long-term. In the US, unemployment decreased from 3.7% to 3.5% between November and December 2022—significantly lower than the 5.74% average from 1948 to 2022. ",spans:[{start:bf,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.bls.gov\u002Fcharts\u002Fjob-openings-and-labor-turnover\u002Funemp-per-job-opening.htm"}}]},{type:a,text:"The future looks bright for laid-off workers and companies who want to gain their in-demand skills. According to Ziprecruiter data published in The Wall Street Journal:",spans:[{start:ft,end:hn,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Flaid-off-tech-workers-quickly-find-new-jobs-11672097730"}}]},{type:j,text:"37% of laid-off workers are back to work in under a month. ",spans:[]},{type:j,text:"42% find another job within three months. ",spans:[]},{type:j,text:"5% are out of work for longer than six months.",spans:[]},{type:a,text:"And 52% who do find work receive a pay rise in their new role (compared to 65% who left their jobs voluntarily).",spans:[{start:eb,end:aM,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.reveliolabs.com\u002Fnews\u002Fmacro\u002Fyou-got-laid-off-what-is-next\u002F"}}]},{type:a,text:"But some people are leaving the employment market, creating a skills shortage that talent teams must consider carefully. Three common scenarios include: ",spans:[]},{type:o,text:"1. Global relocations ",spans:[]},{type:a,text:"International mobility allows companies to recruit from overseas, and arrange employment visas for highly-skilled workers. But this has significant residency implications following termination of employment. ",spans:[]},{type:a,text:"Example: 57,776 employees from Northern California (primarily San Francisco and Silicon Valley) lost their jobs during 2022. But workers recruited from countries like India or China can only stay in the US for 60 days under an H1-B visa or 90 days under an OPT scheme. Without a current contract, they must find new employment or leave the country, taking their skills with them. ",spans:[{start:d,end:cC,type:c},{start:aD,end:aC,type:k,data:{link_type:v,url:"https:\u002F\u002Fresumegenius.com\u002Fblog\u002Fcareer-advice\u002Ftech-layoffs"}},{start:fL,end:gx,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fstuartanderson\u002F2022\u002F11\u002F04\u002Ftwitter-and-other-tech-layoffs-raise-h-1b-visa-employment-issues\u002F?sh=293b0a6e4db6"}}]},{type:a,text:"Recruiters must act fast to provide offers and contracts to these workers; otherwise, they're more likely to return to work in their home countries or join a remote-first organization. ",spans:[]},{type:o,text:"2. Freelancing revolution ",spans:[]},{type:a,text:"Freelancing is skyrocketing in popularity, up 26% from the year before, which is a win-win for laid-off workers and hiring managers. Former employees are taking control of their careers by creating several income streams instead of putting their finances in the hands of a single employer. And independent workers bring valuable skills to the table without the recruitment costs, benefits, or PTO associated with full-time workers. ",spans:[{start:bz,end:fK,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mbopartners.com\u002Fstate-of-independence\u002Fsoi-22\u002F"}}]},{type:a,text:"This may be why a whopping 93% of companies consider external contributors an integral part of the workforce. But before looking externally, HR leads seeking specific skills for a one-off project or longer-term assignment should remember to access their internal gig economy to uncover hidden talent in their existing org chart.",spans:[{start:aq,end:bP,type:k,data:{link_type:v,url:"https:\u002F\u002Fsloanreview.mit.edu\u002Fprojects\u002Forchestrating-workforce-ecosystems\u002F?utm_medium=pr&utm_source=release&utm_campaign=ReportDeloitteFOWF2022"}}]},{type:o,text:"3. Women departing the workforce ",spans:[]},{type:a,text:"Recent research says that women are 65% more likely to be laid off than men in the tech industry, negatively impacting gender diversity. While many women will find new roles quickly, unfortunately, some collective skill sets could disappear if they choose to depart the workforce entirely. ",spans:[{start:a_,end:dA,type:k,data:{link_type:v,url:"https:\u002F\u002Feightfold.ai\u002Fblog\u002Ftech-layoffs-labor-market-talent-management\u002F"}}]},{type:a,text:"Wondering how likely this is? A McKinsey and Leanin report says that 29% of women have considered reducing their hours, taking a more straightforward job, or quitting work altogether during the past year. ",spans:[{start:aF,end:ct,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fmeghanbiro\u002F2022\u002F10\u002F24\u002Fwhy-women-are-leaving-the-workplace\u002F?sh=7fb59e454ea1"}}]},{type:a,text:"Similarly, during the pandemic, women across the EU completed 36 hours of unpaid care work each week. Scale that up across a year, and you're looking at almost 2,000 hours of working for free. As a result, the number of women no longer in paid work increased for the first time in 17 years as they succumbed to the struggle of balancing family responsibilities on top of employment. ",spans:[{start:aF,end:dA,type:k,data:{link_type:v,url:"https:\u002F\u002Feige.europa.eu\u002Fabout\u002Fdirector-speeches\u002Fambitious-future-europes-women-after-covid-19-mental-load-gender-equality-teleworking-and-unpaid-care-work-after"}}]},{type:a,text:"No one wants to see talented and highly skilled women forced to choose between work and home. And this is where employers must claim responsibility for developing flexible policies that empower a hybrid workforce and support gender equality. Manage to do this, and you'll retain valuable skills you'd otherwise lose. ",spans:[{start:jd,end:nP,type:k,data:{id:jo,type:l,tags:[],lang:f,slug:jp,first_publication_date:jq,last_publication_date:jr,uid:js,link_type:h,isBroken:g}}]}]},id:"content_text_section$a51adb2f-2f30-4e35-92c3-0334e9ca1866",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:xB,height:tC},alt:xC,copyright:e,url:xD,id:xE,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:mk,spans:[]}],text:[{type:a,text:rl,spans:[]}],btntxt:[{type:a,text:tv,spans:[]}],btnlnk:{id:oW,type:aH,tags:[],lang:f,slug:oX,first_publication_date:ez,last_publication_date:oY,uid:oZ,link_type:h,isBroken:g}},id:"cta_section$25f524d7-4bb9-4a87-b6f0-75cb2c72bf2e",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What does skills redistribution mean for the talent war? ",spans:[]},{type:a,text:"The recent wave of layoffs has undoubtedly been an unsettling time for the impacted workers, their families, and any colleagues left behind. 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A personalized career path can include not only promotions, but also internal vertical and horizontal (or lateral) mobility, upskilling, job changes and training opportunities designed to help employees develop specific skills.",spans:[{start:rC,end:jQ,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}]},{type:a,text:"While a career path may require an initial investment of time and energy on the part of the employer, it pays huge dividends in terms of employee engagement. A 2019 LinkedIn Learning report found that 94% of employees would stay with their company longer if it invested in their careers. 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Clear performance benchmarks and promotional opportunities are invaluable for increasing engagement, and a Gallup study found that engaged teams are 17% more productive than their unengaged peers.",spans:[{start:jQ,end:uK,type:k,data:{link_type:v,url:"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F241649\u002Femployee-engagement-rise.aspx"}}]}]},id:"content_text_section$02e78c4d-dbc8-45b1-ab85-cedcec509e99",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How personalized career pathing benefits the whole company",spans:[]},{type:a,text:"By using a personalized career path approach, you put the employee at the center of your strategy. Your employees are the lifeblood of your company. Putting their career journey at the heart of your HR strategy will improve talent retention, as you align your goals with their desires and development.",spans:[{start:dJ,end:sy,type:c}]},{type:a,text:"Listening to their ambitions and professional projects will greatly help you implement an employee-centric approach, building loyalty and offering them a personalized employee experience.",spans:[{start:eJ,end:gS,type:k,data:{id:mx,type:al,tags:[],lang:f,slug:my,first_publication_date:mz,last_publication_date:mA,uid:mB,link_type:h,isBroken:g}}]},{type:a,text:"For more fulfilled employees: Increased motivation and meaning in their work",spans:[{start:d,end:hF,type:G}]},{type:a,text:"With a personalized career pathing framework, employees can showcase their ambitions, experience and skills. 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By inviting your employees to get involved in various projects, they can give their opinion, feel listened to and recognized, and see that you value their expertise. They can also already begin to feel empowered in their career development as they evolve in their role and responsibilities in real-time, providing concrete experiences to discuss their next evolution during individual interviews.",spans:[]},{type:a,text:"But you can also empower them in their daily development. By making them owners of their career path through self-declaration and self-assessment of skills and competencies, they are drivers of their career progression and their career choices. 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Your employees need your help to evolve professionally.",spans:[]},{type:a,text:"Moreover, according to the Opinion Way study, \"79% of employees surveyed believe that supporting professional development should be at least as important a role for the employer as any other, and for 15% it even takes priority over other obligations.”",spans:[{start:ap,end:bj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hr-voice.com\u002Fcommuniques-presse\u002Fformation-et-mobilite-interne-quelles-sont-les-attentes-des-salaries\u002F2018\u002F11\u002F06\u002F"}}]},{type:a,text:"It is therefore essential to support your employees in any career development process and prospects. But how can you support them individually? The co-construction of personalized career paths with each of your employees requires an effective large-scale deployment.",spans:[{start:ft,end:Gp,type:c}]},{type:a,text:"That's why at 365Talents, we have a module dedicated to managers and HR. 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We all heard about the Great Resignation during and after COVID. And since then, quitting has become so powerful it's now considered a trend. ",spans:[]},{type:a,text:"In the fall of 2022, quiet quitting was buzzing quite a lot across North America and Europe. It actually all started in China with the hashtag \"tang ping\", or lying flat. It was a movement to reject the societal pressure to overwork plus to work hours and hours without purpose.",spans:[]},{type:a,text:"When it comes to quiet quitting, we need to be really careful because it's a complex topic and it has several definitions. As you may know, quite quitting is not actually quitting. It's just rather doing the strict minimum to maintain your job, but not much more. Those participating in the movement define it really like a rejection of the opposing culture where work becomes your life. ",spans:[{start:gE,end:hD,type:c}]},{type:a,text:"This all often stems from something more complicated. It can be the result of a toxic workplace, or, more importantly, a sense of total disengagement, lack of purpose and mission within the workplace.",spans:[{start:d,end:cD,type:c}]},{type:a,text:"According to McKinsey, the top reasons people are resigning have less to do with money, work life balance, or mental health, but rather, because they don't feel a professional sense of belonging. ",spans:[]},{type:a,text:"In sum, this can be as powerful as a marketing trend, which is why I turned to my marketing team to see how HR marketing tactics can be used to remedy torrential talent loss. ",spans:[]},{type:a,text:"So what did I learn from my marketing team? ",spans:[]},{type:a,text:"Well, first they told me about the marketing funnel and customer journeys. And I thought, hey, this looks a lot like what the talent experience should look like.",spans:[]}]},id:"content_text_section$930b359b-299e-42bc-9c6e-eb19b478463c",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"HR parallels to the customer journey",spans:[]},{type:a,text:"It seemed to me that the outputs and the outcomes of this funnel really look like the ones of a good talent experience: loyalty, engagement, advocacy.",spans:[{start:hd,end:dr,type:k,data:{id:df,type:l,tags:[],lang:f,slug:dg,first_publication_date:aK,last_publication_date:dh,uid:di,link_type:h,isBroken:g}},{start:gc,end:io,type:k,data:{id:mx,type:al,tags:[],lang:f,slug:my,first_publication_date:mz,last_publication_date:mA,uid:mB,link_type:h,isBroken:g}},{start:cS,end:dJ,type:k,data:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}}]},{type:a,text:"All these basic steps — going from awareness to interest, then consideration, conversion, loyalty, and advocacy — are definitely something that makes a lot of sense when you are considering your internal talent experience.",spans:[{start:iY,end:lt,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}}]},{type:a,text:"So I tried to convert these concepts of marketing and customer journey into something more HR- and talent-related. I realized that in fact these first three steps — awareness, interest, consideration, and then loyalty and advocacy — are often missing from the talent journey. ",spans:[{start:hO,end:wr,type:c}]}],image:{dimensions:{width:1907,height:1077},alt:"comparison between the customer journey marketing funnel and the talent journey funnel for HR",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fcccda85b-200d-4b26-864a-b16c7505f012_marketing%2Bfunnel%2Bfor%2BHR.png?auto=compress,format",id:"ZCWLOhAAACMAxR-h",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:"If you have a look at the first arrow, you can see that this is the talent experience explained in six steps. If you are investing just in talent management, you are usually focusing on the last three steps: How do people apply to a training or a job? Or how do you select them? What is the process to get the recruitment done internally or the learning launched internally?\nBut where are the first three steps? How do we create awareness? How do you make people interested? How do you make them consider having this type of career, character or job? \nIn my opinion, the talent journey has to be completed and talent experience is covering these first three steps.\nThe fact is that with respect to recruitment and hiring external talent, the candidate experience is even better than the internal experience because the journey is complete. It starts with employer branding and career pages, referrals, social media presence and technology. So this is exactly generating awareness of potential candidates. This is boosting the interest and then turning that into consideration. \nAnd then the second piece is there: the presence of the recruitment management because then you have the application tracking system in place for the application, the selection and the actual hiring. \nSo once again, the talent journey is currently incomplete and considering the talent experience's three first steps as essential is the key to having something which is way more comprehensive. \n",spans:[]}]},id:"content_text_section$3a37954a-66bc-4a47-849c-9edc4f365e87",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"3 engagement tricks HR can steal from marketing",spans:[]},{type:a,text:"With my marketing team, we tried to create some useful parallels between how to turn good customer experience into something that is engaging for your employees, generating loyalty and advocacy — and how to apply that to the HR space and the talent experience space.",spans:[]},{type:a,text:"There are three marketing-like tactics that HR can apply to your talent experience inside the company. ",spans:[]},{type:o,text:"1. Mission",spans:[]},{type:a,text:"First, work on the mission: How to create purpose because purpose gets and brings motivation.",spans:[]},{type:a,text:"It’s like Simon Sinek says, it always starts with a \"why.\"",spans:[{start:aG,end:ct,type:k,data:{link_type:v,url:"https:\u002F\u002Fsimonsinek.com\u002Fbooks\u002Fstart-with-why\u002Fhttps:\u002F\u002F"}}]},{type:a,text:"You need to express in a really concrete way what is the mission of your organization and how any employee in your workforce can contribute to it. Creating a strong mission brings motivation. ",spans:[]},{type:a,text:"So first step: mission and purpose. ",spans:[]},{type:o,text:"2. Personalized experiences",spans:[]},{type:a,text:"Second, we need to create personalized experiences. We can do this by creating personalized opportunities for employees to develop their skills and passions based on their background and aspirations.",spans:[]},{type:a,text:"In marketing, this is often done through technology, by knowing your market and who you are talking to. This would be called identifying your personas: who are your different “buyers” and what are their different characteristics. ",spans:[]},{type:a,text:"Once you know your market and your personas, then you can start building the journey, not a single one, but multiple journeys as, for example, the talent experience that fits Gen Y won't necessarily fit Gen Z.",spans:[]},{type:a,text:"And that's a really intricate task because there’s a lot of complexity and diversity that you have to handle and take into account.",spans:[]},{type:a,text:"Here is where you can leverage technology like marketing teams do. ",spans:[{start:d,end:dx,type:c}]},{type:a,text:"So by using artificial intelligence and matching tools, you can create these customized journeys on a large scale just like a marketing team does with tools such as the CRMs, social media management tools or email delivery platforms. ",spans:[]},{type:o,text:"3. 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This is transactional with payroll and data. Then you have a talent management core system, your suite for HR processes and practices. These are for the final three steps.",spans:[]},{type:a,text:"But usually the talent experience piece (a.k.a., “the first three steps”) is missing and that's where your employee’s career and growth will be at stake. As mentioned before, here is where you generate awareness, interest and consideration. On top of that, or in parallel, you may have some employee experience platforms like internal social networks, internal communications or an intranet. ",spans:[{start:d,end:ef,type:c}]},{type:a,text:"Take, for example, one of 365Talents’ customers in the environment services industry: Veolia. ",spans:[{start:d,end:hN,type:c}]},{type:a,text:"Veolia has a core HR system which is powered by SAP SuccessFactors, then they have their talent management processes covered by a recruitment and a learning platform, and they have the talent experience platform, which is powered by 365Talents. ",spans:[]},{type:a,text:"And what does the talent experience platform do? It stands as the one-stop shop for all the diverse personalized career opportunities that the company can offer to each employee — and integrates with their core HR system. 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Attending conferences and events are a great way to learn about the field, improve on your own strategies, network with thought leaders and develop your own HR skills!",spans:[{start:in0,end:r_,type:c}]},{type:a,text:"365Talents will be attending several HR events, conferences and webinars in 2023 and we would love to see you there to chat about skills, AI and how to chart decentralized, employee-first career paths for your people at work with us.",spans:[]},{type:a,text:"Read on for the complete list of where 365Talents will be in 2023 and some of the other most promising HR events happening this year. ",spans:[]}]},id:"content_text_section$b06f4b2c-b031-4610-adfc-9318b1209f0c",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"9 best HR events 2023: Upcoming HR conferences with 365Talents in attendance",spans:[]},{type:a,text:"Last updated: 18 January 2023.",spans:[]},{type:a,text:w,spans:[]},{type:o,text:"1. HR Executive Nordic - Virtual - January 25",spans:[]},{type:a,text:w,spans:[]}],image:{dimensions:{width:750,height:407},alt:"hr executive nordic",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Feb72c36e-8ee2-4904-8b7b-c37559437b32_img-hr-nordic-2022.jpeg?auto=compress,format",id:"ZDe-AxAAACMAgT6O",edit:{x:d,y:d,zoom:q,background:cM}},caption:[{type:a,text:"HR Executive Nordic 2022",spans:[]}]},id:"content_text_section$eb43afbe-cb5c-428d-91b6-bd250c8b5137",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"This online event carried out by the BIG\u002FProfessio, focused in the Nordics, will study the new way forward. With over 700 HR decision-makers, over 30 speakers, multiple stages and countless 1:1 meetings, attendees will be able to get inspired by the discussion on how sustainable human resources management and complex workforce ecosystems are, significantly impacting people management worldwide and how we can leverage technology to develop a human-centric future of work.",spans:[]},{type:a,text:"Learn more about HR Executive Nordic.",spans:[{start:U,end:bs,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrexenordic.com\u002F"}}]},{type:o,text:"2. HR Leaders Panel - Virtual - February 23",spans:[]},{type:a,text:"This online panel hosted by HR Leaders, the world’s #1 online learning platform preparing HR Professionals for the ever-evolving future of work, will showcase interactive discussions on how to build the future workforce in a competitive marketplace. With inputs of professionals from leading companies and over 600 attendees, it promises to be an hour filled with knowledge, growth and impact. ",spans:[]},{type:a,text:HN,spans:[{start:V,end:ba,type:k,data:{link_type:v,url:HO}}]},{type:o,text:"3. HRcoreLAB - Barcelona, Spain - March 20 & 21 ",spans:[]},{type:a,text:"The HRcoreLAB summit is the most comprehensive, disruptive and inspiring strategically orientated HR event of its kind.",spans:[]},{type:a,text:"Year after year, executives from across the globe have come to the HRcoreLAB with a common purpose; to discuss the current state of the people function and investigate  how it can be improved in order to continue to contribute to business success in the future.",spans:[]},{type:a,text:"We bring forward the best speakers from leading organizations to share their knowledge. Case study presentations, Live Q&A and Interactive discussion sessions give participants the platform to develop a comprehensive overview of the most effective HR strategies used globally.",spans:[]},{type:a,text:"Learn more about HRcoreLAB.",spans:[{start:U,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrcorelab.com\u002F"}}]},{type:o,text:"4. HRx - Helsinki, Finland - March 29",spans:[]},{type:a,text:"Hosted by Alma Media in partnership with HENRY, HRx is the leading HR event in Finland taking place in Helsinki. With over 400 HR decision makers and experts taking part, it will be a day filled with conversations on corporate sustainability, how to be a responsible employer, putting diversity, equality and inclusiveness into practice, labor shortages, challenge recruitment, skills development within organizations and how to build the road to success.",spans:[]},{type:a,text:"Learn more about HRx.",spans:[{start:U,end:V,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.kauppalehti.fi\u002Fkumppanisisallot\u002Fhrx-2023\u002Fhrx-2023-tapahtumatiedot\u002F"}}]},{type:o,text:"5. HR Technologies - London, UK - May 3 & 4",spans:[]},{type:a,text:"One of the most coveted HR events in London, HR  Technologies will bring together the UK’s HR and recruitment community to discuss, deliberate, and deliver the future of HR fuelled by tech. Co-located with Learning Technologies, Europe's leading showcase of organizational learning and the technology used to support learning at work, it will welcome over 9,000 attendees from 50 different countries, 200 unmissable seminars, and over 200 exhibitors.",spans:[]},{type:a,text:"Learn more about HR Technologies.",spans:[{start:U,end:aU,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrtechnologies.co.uk\u002F"}}]},{type:o,text:"6. HR Leaders Panel - Virtual - May 11",spans:[]},{type:a,text:"This online panel hosted by HR Leaders, the world’s #1 online learning platform preparing HR Professionals for the ever-evolving future of work, will showcase interactive discussions surrounding talent marketplaces and the evolution of internal mobility and career intelligence. With inputs of professionals from leading companies and over 600 attendees, it promises to be an hour filled with knowledge, growth and impact. ",spans:[]},{type:a,text:HN,spans:[{start:V,end:ba,type:k,data:{link_type:v,url:HO}}]},{type:o,text:"7. Connect HR - London, UK - May 22 to 24",spans:[]},{type:a,text:"Hosted by Quartz events, Connect HR is the HR’s most trusted summit in London where senior executives are able to find actionable strategies, new solutions and their path to professional growth. With 45 sessions including the most influential brands and voices, attendees will be able to enjoy unique content, learning opportunities and several meetings to find exactly the piece that is missing in their development. ",spans:[]},{type:a,text:"Learn more about Connect HR.",spans:[{start:U,end:aG,type:k,data:{link_type:v,url:"https:\u002F\u002Fquartznetwork.com\u002Fevent\u002Fconnect-hr-uk-spring"}}]},{type:o,text:"8. Personal & Chef - Stockholm, Sweden - September 27 & 28",spans:[]},{type:a,text:"Personnel & Chef is the Nordic region's largest meeting place for everyone who leads workforces and aims to tackle the future of work. For two full days, managers, leaders and HR will be inspired, take part in the industry's latest news and network with colleagues - ready to exchange experiences and make new contacts. On the exhibition floor there will be suppliers approaching the entire employee journey and in addition to this, a seminar program will be set in place with breakthrough speakers sharing valuable insights and knowledge.",spans:[]},{type:a,text:"Learn more about Personal & Chef.",spans:[{start:U,end:aF,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.personalchefsthlm.se\u002F"}}]},{type:o,text:"8. HR Tech - Las Vegas, NV, USA - October 11 to 14",spans:[]},{type:a,text:"Taking place in Las Vegas, HR Tech, the world’s leading and longest-running HR technology conference, will dive into the technology that is driving HR’s transformation. And with the continuing surge of innovative solutions in an already complex marketplace, bringing the HR community together to gain the expert insight, best practices and practical tools needed to plan for a winning future is a priority.",spans:[]},{type:a,text:"Learn more about HR Tech. ",spans:[{start:U,end:aC,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrtechnologyconference.com\u002Ffuture"}}]},{type:o,text:"9. Unleash - Paris, France - October 17 & 18",spans:[]},{type:a,text:"Unleash World is the most influential HR Conference and Exhibition in the World. Hosted in Paris, it will showcase the next wave of breakthrough technologies and global innovators changing the future of work. With thousands of attendees from more than 120 countries, over 100 speakers and hundreds of meetings, Unleash is full of interactivity, excitement, connection, discovery and entertainment.",spans:[]},{type:a,text:"Learn more about Unleash. ",spans:[{start:U,end:aC,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.unleash.ai\u002Funleashworld\u002F"}}]}]},id:"content_text_section$58b1e244-2524-46c7-8337-c9bd56ef00df",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"More HR events this year: 2023 calendar of HR conferences and webinars",spans:[]},{type:o,text:"January",spans:[]},{type:a,text:"Talent Acquisition Week - Coronado, CA, USA - January 31-Feb 2",spans:[{start:d,end:d$,type:G}]},{type:a,text:"What Talent Acquisition Week says: ",spans:[{start:d,end:aS,type:c}]},{type:a,text:"For over a decade, Social Recruiting Strategies Conference (#SRSC) has helped TA pros & HR leaders leverage emerging recruiting practices, offering the latest in global recruiting trends, recruitment marketing, candidate engagement, tools and technology through practitioner-to-practitioner sessions, panel discussions and case studies. SRSC returns this January — as the flagship event of Talent Acquisition Week. ",spans:[]},{type:a,text:"We’re thrilled to bring back all 3 talent attraction events live and in person — SRSC, Talent Sourcing Strategies Summit and Employer Branding Strategies Conference — this January, 2023 in Southern California!",spans:[]},{type:a,text:"Learn more about Talent Acquisition Week.",spans:[{start:U,end:bO,type:k,data:{link_type:v,url:"https:\u002F\u002Ftalentacquisitionweek.com\u002F"}}]},{type:o,text:"February",spans:[]},{type:a,text:"CIPD Talent Management and Workforce Planning Conference - London, UK or Virtual - Feb 7 ",spans:[{start:d,end:eQ,type:G}]},{type:a,text:"What CIPD says: ",spans:[{start:d,end:$,type:c}]},{type:a,text:"Change must now be at the heart of business decision matters. Post-Brexit, the labor-market has become saturated with companies looking for qualified talent, ultimately increasing your businesses need for a competitive edge. The CIPD Talent Management and Workforce Planning Conference 2023 is here to aid you in setting yourself apart from your competitors by enhancing your talent pool.",spans:[]},{type:a,text:"Join us on the 7 February, in London or online, for the necessary building blocks of best practice strategies, innovative approaches and initiatives to improve and “future-proof” your organization’s strategic workforce planning process.",spans:[]},{type:a,text:"Learn more about the Talent Management and Workforce Planning Conference.",spans:[{start:V,end:cH,type:k,data:{link_type:v,url:"https:\u002F\u002Fevents.cipd.co.uk\u002Fevents\u002Ftalent-management-and-workforce-planning\u002F"}}]},{type:a,text:"HR Technology Conference & Exposition® - Virtual - February 28 – March 2 ",spans:[{start:d,end:cL,type:G}]},{type:a,text:"What HR Technology Conference says —",spans:[{start:d,end:a_,type:c}]},{type:a,text:"Thousands of forward-thinking HR leaders eagerly anticipate HR Technology Conference & Exposition® Virtual every year as a sure-fire, convenient way to stay on top of current trends and best practices for using technology to meet the evolving needs of today’s workforce and drive HR success.",spans:[]},{type:a,text:"Over three jam-packed days, you’ll hear insightful and timely keynotes from today’s leading Human Resource experts, data and tactic-rich case studies, fast-moving talks on cutting-edge industry topics, and more. Plus, with the world’s largest online marketplace of HR technologies, you’ll be able to easily and efficiently find those that just may have the very solution you’ve been looking for — 100+ world-class solution providers at your fingertips!",spans:[{start:mD,end:rK,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrtechnologyconference.com\u002Fvirtual\u002Fwhyattend?__hstc=99746072.3e94379b12880f1567c943d73204b89c.1673362913232.1673362913232.1673514571634.2&__hssc=99746072.1.1673514571634&__hsfp=2482715230#expo?utm_source=ht_website&utm_medium=webpage&utm_campaign=ht23v_homepage_091322&utm_content=text"}}]},{type:a,text:"Learn more about the Virtual HR Technology Conference and Expo. ",spans:[{start:V,end:gr,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrtechnologyconference.com\u002Fvirtual\u002F"}}]},{type:o,text:"March",spans:[]},{type:a,text:"Inspire HR West & Empower HR Tech Americas - Oakland, CA, USA - March 6-8",spans:[{start:d,end:cL,type:G}]},{type:a,text:HP,spans:[{start:d,end:aR,type:c}]},{type:a,text:"InspireHR West and EmpowerHR Tech Americas will help you better understand the latest trends, critical challenges and solutions (technological and otherwise) in HR. Sessions on hot HR issues are continuing to be added to the educational program.",spans:[]},{type:a,text:"Learn more about Inspire HR West and Empower HR Tech Americas.",spans:[{start:$,end:d$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hr.com\u002Fen\u002Fwebcasts_events\u002Flive_events\u002Finspirehr-west-empowerhr-tech-2023-why-attend_laapwgci.html"}}]},{type:a,text:"HR Vision - London, UK - March 15-16",spans:[{start:d,end:a_,type:G}]},{type:a,text:HQ,spans:[{start:d,end:V,type:c}]},{type:a,text:"HR Vision London on the 15-16 March 2023 will be two days of deep-dive discussions into how digitalization, AI, machine learning and a host of other technologies are profoundly changing people management practices and how we can forge a people-centered future of work.",spans:[{start:d,end:aD,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrvisionevent.com\u002F"}}]},{type:a,text:"Join our HR conference community and in-person international events today. An HR network conference that can be tapped into all year round, providing you with end-to-end engagement with the people who really count.",spans:[]},{type:a,text:"Learn more about HR Vision.",spans:[{start:U,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrvisionevent.com\u002Flondon-march-2023\u002F"}}]},{type:a,text:"HR and Future of Work: Is APAC Ready? - Online -  March 21-22",spans:[{start:d,end:cJ,type:G}]},{type:a,text:"What HR Exchange says: ",spans:[{start:d,end:ap,type:c}]},{type:a,text:"By 2040, Asia is expected to contribute to 50 percent of the world’s GDP and drive at least 40 percent of the consumption. For those looking to grow in tandem with the region, it’s important to take the necessary steps to support the future of work.",spans:[]},{type:a,text:"APAC is home to 60% of the global workforce and the world’s largest developing economies, making the region a clear priority. There is a raft of initiatives already underway to smooth the adjustment path for industries and societies in adopting new technologies, upskilling and reskilling and embedding a people experience culture.",spans:[]},{type:a,text:"Learn more about HR and the Future of Work event here.",spans:[{start:U,end:cY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrexchangenetwork.com\u002Fevents-hr-and-the-future-of-work-apac"}}]},{type:a,text:"Transform - Las Vegas, NV, USA - March 27-29",spans:[{start:d,end:bj,type:G}]},{type:a,text:"What HR Transform says: ",spans:[{start:d,end:aM,type:c}]},{type:a,text:"Transform 2023 sits at the intersection of technology and the people transforming the workplace. This will be a year of deeper community outreach, bringing together people-driven executives, future of work entrepreneurs, and workforce tech investors for three days of powerful content, innovative technology, probing conversations, and energizing after-hours networking.",spans:[]},{type:a,text:"The event will feature new hands-on learning experiences, interactive small group discussions, an outdoor lounge, 300 speakers, the launch of the Transform Awards and the crowd-favorite after party with special musical performance!",spans:[]},{type:a,text:"Learn more about the Transform conference.",spans:[{start:$,end:bQ,type:k,data:{link_type:v,url:"https:\u002F\u002Ftransform.us\u002Fconference\u002F"}}]},{type:o,text:"April",spans:[]},{type:a,text:"Workhuman live - San Diego, CA, USA - April 17-20",spans:[{start:d,end:cv,type:G}]},{type:a,text:"What Workhuman says: ",spans:[{start:d,end:V,type:c}]},{type:a,text:"Warning: This is not your typical HR conference. No B.S. Just work’s realest people tackling HR’s realest issues.",spans:[]},{type:a,text:"We’re thrilled to bring you HR’s most exciting conference, where industry leaders and HR champions join to share innovative thoughts and cutting-edge strategies. Together, we face work’s most important topics head-on. With three days of inspiring sessions, keynotes, workshops, special events, and networking, you’ll leave ready to reinvent the future of your workplace.",spans:[]},{type:a,text:"Learn more about Workhuman live. ",spans:[{start:U,end:at,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.workhumanlive.com\u002Famericas\u002F"}}]},{type:a,text:"Create a Culture of Diversity, Equity, & Inclusion - Virtual - April 19",spans:[{start:d,end:dL,type:G}]},{type:a,text:"What the Human Capital Institute says: ",spans:[{start:d,end:ba,type:c}]},{type:a,text:"When employees feel respected and included, organizations thrive. Top organizations find that diverse employees working in a fair, equitable, and inclusive cultures perform better, add new dimensions to product development, develop new avenues to acquire new customers, and drive general innovation. Finding ways to eliminate unconscious bias and incorporate inclusive behaviors in team members is the backbone to an inclusive culture. Register today and discover the many ways you can energize a diversified workforce to long term engagement and a positive bottom line.",spans:[]},{type:a,text:"Attend this conference to learn how to:",spans:[]},{type:j,text:"Build a framework for a coaching culture that addresses diversity and inclusion ",spans:[]},{type:j,text:"Develop hiring strategies that focus on engaging underrepresented candidates",spans:[]},{type:j,text:"Utilize data and key metrics to plan future steps and measure success",spans:[]},{type:a,text:"Learn more about the Create a Culture of Diversity, Equity and Inclusion virtual conference. ",spans:[{start:V,end:eX,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hci.org\u002Fconferences\u002Fcreate-culture-diversity-equity-inclusion"}}]},{type:a,text:"Employee Engagement Summit - London, UK - April 19",spans:[{start:d,end:cq,type:G}]},{type:a,text:"What Engage Employee says: ",spans:[{start:d,end:aq,type:c}]},{type:a,text:"Putting the employee at the heart of the organization and focusing on key issues, challenges and opportunities around engaging our people. Now in its 10th year and Europe’s largest event of its kind, engaged employees are more important to organizations than ever before.",spans:[]},{type:a,text:"Learn more about the Employee Engagement Summit.",spans:[{start:V,end:cr,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.engageemployee.com\u002F"}}]},{type:a,text:"CHRO Summit: The Path Forward - Virtual - April 26",spans:[{start:d,end:cq,type:G}]},{type:a,text:"What The Conference Board says: ",spans:[{start:d,end:aF,type:c}]},{type:a,text:"Where will we be working? How will employees connect? How should managers lead? What will real inclusion look like? What will it take to recruit, engage and retain talent that wants work with meaning? How are we listening to employees? What are we doing with what we're learning? These are among the questions which businesses will need to address in 2023 - and at the heart of each of them is the CHRO as a strategic partner.",spans:[]},{type:a,text:"The Conference Board 2023 CHRO Summit returns with its unique \"no presentations, all conversations\" format, as some of the globe's most important and most thoughtful CHROs come together to discuss the issues that matter most to them, and to HR leaders everywhere.",spans:[]},{type:a,text:"Discussion Topics Include:",spans:[]},{type:j,text:"The Continuing Reinvention of Work",spans:[]},{type:j,text:"Growing and Empowering Talent ",spans:[]},{type:j,text:"Why Inclusion is Imperative, and How the Best are Fostering It",spans:[]},{type:j,text:"Addressing the Crisis of Emotional Well-being ",spans:[]},{type:j,text:"Data Analytics and HR Transformation",spans:[]},{type:j,text:"The Evolution of the CHRO as a Business Strategist: What lies ahead for our profession",spans:[]},{type:j,text:"What Lies Ahead for Our Profession",spans:[]},{type:a,text:"Learn more about the CHRO Summit.",spans:[{start:$,end:aF,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.conference-board.org\u002Fevents\u002Fchrosummit"}}]},{type:a,text:"Unleash America - Las Vegas, NV, USA - April 26 to 27",spans:[{start:d,end:cD,type:G}]},{type:a,text:"What Unleash says: ",spans:[{start:d,end:ac,type:c}]},{type:a,text:"UNLEASH America Conference & Expo is the most influential HR marketplace in the world. For a decade, UNLEASH has been the proving ground for startups, scaleups, breakthrough technologies and global innovators shaping HR.",spans:[]},{type:a,text:"Each year leaders and technology buyers gather in Las Vegas from over 2,000 leading employers, influencing over 12 million employees adding $18 trillion to the global economy.",spans:[]},{type:a,text:"Learn more about Unleash America.",spans:[{start:U,end:aF,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.unleash.ai\u002Funleashamerica\u002F"}}]},{type:o,text:"May",spans:[]},{type:a,text:"HR Vision Amsterdam - Amsterdam, Netherlands - May 10-11",spans:[{start:d,end:cj,type:G}]},{type:a,text:HQ,spans:[{start:d,end:V,type:c}]},{type:a,text:"HR Vision Amsterdam is back for its 6th year HR technology conference to advance your thinking and practices at the center of this explosion in workplace technology, coupled with the wider transformation of work.",spans:[]},{type:a,text:"HR Vision Amsterdam will share ideas and provide answers on how to create a future workplace that empowers people and places them at the heart of it, whilst harmoniously adopting modern technologies to build a better, more effective workplace. Allow your people to do the things that humans excel at; collaboration, creativity, problem-solving and realize the possibilities that technology can help to bring.",spans:[]},{type:a,text:"Learn more about HR Vision Amsterdam. ",spans:[{start:U,end:a_,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrvisionevent.com\u002Famsterdam\u002F"}}]},{type:a,text:"HR Tech Festival Asia - Suntec, Singapore - May 10 to 11",spans:[{start:d,end:cj,type:G}]},{type:a,text:"What HR Tech Festival Asia says: ",spans:[{start:d,end:aU,type:c}]},{type:a,text:"The award-winning HR Tech Festival Asia returns in-person from 10 – 11 May 2023 at Suntec Singapore!",spans:[]},{type:a,text:"Be inspired by 170+ luminaries and HR thought leaders sharing their navigation strategy in the new paradigms of people and work. Explore technologies, products and solutions that will support your digitalisation roadmap.",spans:[]},{type:a,text:"It’s your trusted platform of choice to learn, experience the latest technologies and solutions and network with the 5000+ strong HR community. Asia’s largest and most established HR tech event awaits you this May 2023",spans:[]},{type:a,text:"Learn more about HR Tech Festival Asia 2023.",spans:[{start:U,end:bj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrtechfestivalasia.com\u002Fmain"}}]},{type:a,text:"HRcoreNordic - Copenhagen, Denmark - May 24 to 25",spans:[{start:d,end:cv,type:G}]},{type:a,text:"What HRcoreNordic says:",spans:[{start:d,end:ap,type:c}]},{type:a,text:"Scandinavian companies are well ahead when it comes to HR operating models and are a definite source of inspiration for the changing times we live in. ",spans:[]},{type:a,text:"​​​More than ever, it's important that executives involved in people strategies take the time to understand the business environment and society. Scandinavian Leaders have taken this seriously and acted upon it...and let's not forget that Nordic people have the highest wellbeing and happiness rankings as well!",spans:[]},{type:a,text:"During these two days, Scandinavian organizations will present Best Practices on how they managed to shape and accelerate the Future of Work by focusing on HR Agility, Recruitment, Leadership Devt., Employee Experience, Diversity & Inclusion, Trends, Cultural & Digital Transformation, Upskilling, Work-life balance, International Mobility, People Analytics and much more.",spans:[]},{type:a,text:"Learn more about HRcoreNORDIC 2023.",spans:[{start:U,end:bg,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrcorenordic.com\u002F"}}]},{type:o,text:"June",spans:[]},{type:a,text:"SHRM Annual Conference and Expo - Las Vegas, NV, USA - June 11 to 14",spans:[{start:d,end:dy,type:G}]},{type:a,text:"What SHRM says: ",spans:[{start:d,end:$,type:c}]},{type:a,text:"Join us at SHRM23 for the largest gathering of HR professionals on Earth in one of the most vibrant cities in America: Las Vegas, NV. The event will include four days of peer-to-peer networking, inspiring addresses from top business and HR leaders, competency-based HR seminars, hands-on workshops, plus curated content focused on some of the most pressing issues facing HR: DE&I, workplace culture, talent acquisition, and retention, and more.",spans:[]},{type:a,text:"Learn more about SHRM 23. ",spans:[{start:U,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fstore.shrm.org\u002Fannual"}}]},{type:o,text:"July",spans:[]},{type:a,text:"Talent Management Reloaded Europe - Berlin, Germany - July 2 to 4",spans:[{start:d,end:eU,type:G}]},{type:a,text:"What Talent Management Reloaded says: ",spans:[{start:d,end:bl,type:c}]},{type:a,text:"Talent Management Reloaded Berlin is Europe's most practical and interactive knowledge exchange platform for all stakeholders who play an active role in hiring, developing and retaining the talent. The event brings together senior stakeholders from the talent acquisition, talent management, recruitment, employer branding, organizational development and people & culture scene on our platform to provide precise insights into the latest trends, developments and technologies in delivering a successful talent management strategy.",spans:[]},{type:a,text:"Learn more about Talent Management Reloaded 2023.",spans:[{start:U,end:cv,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.talent-management-reloaded.com\u002F"}}]},{type:o,text:"September",spans:[]},{type:a,text:"Gartner ReimagineHR Conference - London, UK - Sept 11 to 12",spans:[{start:d,end:dw,type:G}]},{type:a,text:"What Gartner says: ",spans:[{start:d,end:ac,type:c}]},{type:a,text:"Thank you to everyone who joined us on-site at the 2022 Gartner ReimagineHR Conference!",spans:[]},{type:a,text:"Over 900 CHROs and HR leaders came together to discuss the new challenges brought forward by hybrid work, digital fatigue, elevated turnover and political polarization, and how to face the erosion of quality work relationships that has become a lasting legacy of the pandemic era.",spans:[]},{type:a,text:"If you missed it, be sure to explore the 2022 brochure to get an idea of what was covered.",spans:[{start:bQ,end:bk,type:k,data:{link_type:v,url:"https:\u002F\u002Fview.ceros.com\u002Fgartner\u002Fchruk22-brochure\u002Fp\u002F1"}}]},{type:a,text:"The program for the 2023 Gartner ReimagineHR Conference is underway and we look forward to sharing details soon!",spans:[]},{type:a,text:"Learn more about Gartner ReimagineHR Conference.",spans:[{start:U,end:bR,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fconferences\u002Femea\u002Fhuman-resource-uk"}}]},{type:o,text:"October",spans:[]},{type:a,text:"InspireHR - Nashville, TN, USA - October TBD",spans:[{start:d,end:bj,type:G}]},{type:a,text:HP,spans:[{start:d,end:aR,type:c}]},{type:a,text:"Join us for 3 days of immersive HR learning and fun in the Music City!",spans:[]},{type:a,text:"Learn more about InspireHR. ",spans:[{start:$,end:an,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hr.com\u002Fen\u002Fwebcasts_events\u002Flive_events\u002Finspirehr-2022_kxh9d95q.html"}}]},{type:o,text:"Fall\u002FWinter 2023",spans:[]},{type:a,text:"More events will be added as they are announced!",spans:[]},{type:a,text:"Can't wait for one of these great HR events to meet 365Talents? Get in touch with our team today. ",spans:[{start:d,end:hC,type:c},{start:ec,end:hv,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$f7f06e06-a53e-4a7f-9005-e7fcd2e2b13d",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:ty,type:l,tags:[],lang:f,slug:tB,first_publication_date:tz,last_publication_date:tA,uid:rf,link_type:h,isBroken:g}},{article:{id:mc,type:l,tags:[],lang:f,slug:e_,first_publication_date:hT,last_publication_date:md,uid:e_,link_type:h,isBroken:g}},{article:{id:o_,type:l,tags:[],lang:f,slug:o$,first_publication_date:pa,last_publication_date:pb,uid:pc,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$e80962e3-e259-41dc-8cd2-f97be625311b",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:HM,spans:[]}],thumb_linktxt:[{type:a,text:g_,spans:[]}]}},{id:eo,uid:er,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCWC6hAAACIAxQ-G%22%29+%5D%5D",tags:[],first_publication_date:a$,last_publication_date:eq,slugs:[ep],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:HR,sitename:D,description:"HR is the closest thing that organizations have to an omnipresent being. Here's how HR can make a business impact and improve the lives of employees at the same time.",img:{dimensions:{width:K,height:J},alt:"hr impact",copyright:e,url:uA,id:uB,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$226b021b-8699-425f-8ab8-4eb8ca26b4ef",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"3 ways HR can create a business-boosting impact on people’s careers",spans:[]}],category_grp:[{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}},{category:{id:mt,type:x,tags:[],lang:f,slug:dk,first_publication_date:mu,last_publication_date:mv,uid:dk,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}},{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:xI,id:xJ,edit:{x:d,y:d,zoom:q,background:cM}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:"2022-11-28",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:D,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The HR department is the closest thing that any organization has to an omnipresent being. ",spans:[]},{type:a,text:"Tasked with managing recruitment, onboarding, career development, strategic workforce planning, and employee performance and well-being, this function hears and sees all. As such, HR understands the business and its people far better than most. ",spans:[{start:eZ,end:hN,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}},{start:lC,end:iy,type:c}]},{type:a,text:"Of course, being all-knowing comes with a great deal of power and responsibility. ",spans:[]},{type:a,text:"In this article, we outline how HR teams can create a meaningful impact on people’s careers, alongside the benefits this promises to a company’s bottom line. ",spans:[]}]},id:"content_text_section$74973ab7-89f1-4585-b70e-e881bcba8d55",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{link:{link_type:xc,kind:xd,id:"ZCWCjBAAAB8AxQ7g",url:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fwebsite-365talents\u002F8bc4da96-dd88-4be1-9cd4-4cf489970230_365talents-impact-infographic.pdf",name:"365talents-impact-infographic.pdf",size:"74560792"}},id:"post_pdf_section$04aece2a-5d42-4ab9-9641-dcc12231f1a8",slice_type:xe,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"3 ways HR can create an impact on employee experience (and the bottom line)",spans:[]},{type:o,text:"1. Create a positive workplace culture",spans:[]},{type:a,text:"HR teams have the means to shape company culture and make the workplace better for everyone. They can identify what’s working and what’s not, set new standards to drive workplace harmony, and promote positive and inclusive behavior. ",spans:[]},{type:a,text:xK,spans:[{start:d,end:ac,type:c}]},{type:a,text:"In general, employees perform far better when they feel supported, safe, healthy, and empowered. ",spans:[]},{type:a,text:"In its State of the Global Workplace: 2022 Report, Gallup revealed that workplace stress is at an all-time high, with just 33% of people thriving in their overall wellbeing. Overworked and underappreciated employees are more likely to be stressed, frustrated, and exhausted, which can lead to a loss of motivation and productivity, instances of burnout, and increased absenteeism. ",spans:[{start:cC,end:cv,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F349484\u002Fstate-of-the-global-workplace-2022-report.aspx#:~:text=With%20only%2021%25%20of%20employees,feel%20hopeful%20about%20their%20future."}},{start:ir,end:rM,type:c}]},{type:a,text:"Feeling respected and valued is also important. In 2015, for example, Google determined psychological safety - whereby employees feel safe to take risks and be vulnerable in front of each other - to be the most important dynamic in high-performing teams. People learn, contribute, and deliver more when they can actively participate in the workplace without fear of judgment or reproach.  In fact, employees who work in a high-trust environment experience 74% less stress. ",spans:[{start:fK,end:ge,type:k,data:{link_type:v,url:"https:\u002F\u002Frework.withgoogle.com\u002Fblog\u002Ffive-keys-to-a-successful-google-team\u002F"}},{start:r$,end:HS,type:c},{start:AL,end:HT,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.hrmorning.com\u002Fnews\u002Ftrust-key-company-culture\u002F"}}]},{type:a,text:"Establishing and maintaining a positive and progressive workplace culture is particularly important when it comes to supporting and uplifting employees from marginalized communities. The latest data reveals that 61% of employees in the U.S. have experienced or witnessed workplace discrimination, be it in the form of harassment, bullying, denied opportunities, or exclusion. ",spans:[{start:jv,end:dj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.wenzelfenton.com\u002Fblog\u002F2022\u002F07\u002F18\u002Femployment-discrimination-statistics-employees-need-to-know\u002F#:~:text=According%20to%20recent%20employment%20discrimination,experienced%20or%20witnessed%20workplace%20discrimination."}}]},{type:a,text:"The Gallup Center on Black Voices found that around one in four Black and Hispanic employees have been discriminated against at work. Another report found that 46% of LGBTQ+ people have received unfair treatment at some point in their careers because of their sexual orientation or gender identity. ",spans:[{start:eY,end:eX,type:k,data:{link_type:v,url:"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F328394\u002Fone-four-black-workers-report-discrimination-work.aspx"}},{start:kc,end:hD,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.nbcnews.com\u002Fnbc-out\u002Fout-news\u002Fhalf-lgbtq-workers-faced-job-discrimination-report-finds-rcna1935"}}]},{type:a,text:"To foster a truly equitable working environment, HR departments must ensure employees of all ages, genders, sexualities, ethnicities, religions, social-economic, backgrounds, and abilities are respected, included, and heard. ",spans:[]},{type:a,text:xL,spans:[{start:d,end:aY,type:c}]},{type:a,text:"To drive a positive and inclusive workplace culture, try the following: ",spans:[]},{type:j,text:"Promote a healthy work-life balance - Employees should be encouraged to work reasonable hours, switch off at the weekends, take their paid annual leave, and ask for support when they need it. Critically, HR teams, business leaders, and managers should lead by example. ",spans:[{start:d,end:bl,type:c}]},{type:j,text:"Facilitate flexible working - It’s much easier for employees to balance their work and home lives when they have the option to work remotely or choose flexible working hours. ",spans:[{start:d,end:aZ,type:c}]},{type:j,text:"Educate the workforce - All employees should receive Diversity, Equity, and Inclusion training, as well as unconscious bias training. ",spans:[{start:d,end:aM,type:c}]},{type:j,text:"Implement inclusive recruitment processes -  Recruitment methods like job auditions, anonymous resume screening, and skills assessments will reduce instances of unconscious bias throughout the hiring process and ensure the best people are hired for the job. As a result, marginalized communities will be better represented in the workforce and afforded more opportunities to excel. ",spans:[{start:d,end:ai,type:c}]},{type:E,text:"How does a positive work culture impact your organization’s bottom line?",spans:[]},{type:a,text:"Happy employees are more engaged and less stressed. Not only does that mean they’ll do better work, but they’ll also stick around for longer. Important, when replacing a full-time employee typically costs between six to nine months of their average salary. ",spans:[{start:jK,end:pe,type:c},{start:gs,end:hU,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.peoplekeep.com\u002Fblog\u002Femployee-retention-the-real-cost-of-losing-an-employee#:~:text=The%20cost%20of%20employee%20turnover%20is%20high&text=Some%20studies4%20predict%20that,in%20recruiting%20and%20training%20expenses."}}]},{type:a,text:"The business case for diversity and inclusion is also pretty compelling. A 2019 analysis by McKinsey, for example, found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. ",spans:[{start:dH,end:eK,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fdiversity-and-inclusion\u002Fdiversity-wins-how-inclusion-matters"}}]},{type:a,text:"Prioritizing DE&I will also help organizations attract and retain top talent. According to Deloitte research, 47% of millennials actively look for diversity and inclusion when sizing up potential employers. ",spans:[{start:hW,end:jJ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.instride.com\u002Finsights\u002Fworkplace-diversity-and-inclusion-statistics\u002F"}}]}]},id:"content_text_section$2f52787b-22c1-46a5-afe0-7c6a74b5d6b8",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"2. Uncover hidden and untapped talents",spans:[]},{type:a,text:"Many organizations hold a treasure trove of untapped talent, and the task of unearthing it falls largely to HR departments. ",spans:[]},{type:a,text:xK,spans:[{start:d,end:ac,type:c}]},{type:a,text:"Let’s start with the fact that, according to the Udemy Workplace Boredom Study, as many as 43% of people are bored at work. ",spans:[{start:cv,end:dI,type:k,data:{link_type:v,url:"https:\u002F\u002Fbusiness.udemy.com\u002Fresources\u002Fboredom-work-report\u002F"}}]},{type:a,text:"Workplace boredom is caused by a variety of factors. For example, employees may feel bored if they are consistently assigned repetitive or tedious tasks. Some are not well suited to their current role or have simply outgrown their existing responsibilities. Others feel as though their work is not meaningful or impactful, and lose all motivation as a result. This is evidenced by the fact that 70% of employees say that their sense of purpose is defined by their work and 60% feel that being able to do what they do best in their job is very important.",spans:[{start:sg,end:AZ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Fcapabilities\u002Fpeople-and-organizational-performance\u002Four-insights\u002Fhelp-your-employees-find-purpose-or-watch-them-leave"}},{start:HS,end:477,type:k,data:{link_type:v,url:"http:\u002F\u002Fnews.gallup.com\u002Fbusinessjournal\u002F204533\u002Fdream-job.aspx"}}]},{type:a,text:"Whichever way you cut it, bored or unmotivated employees will struggle to reach their full potential. HR departments can look to redress this by uncovering their hidden talents. ",spans:[]},{type:a,text:xL,spans:[{start:d,end:aY,type:c}]},{type:a,text:"To uncover hidden or untapped talents within an organization, try the following: ",spans:[]},{type:j,text:"Establish mentorship programs - Mentorship programs provide opportunities for employees to expand their professional network and set attainable career goals.",spans:[{start:d,end:aQ,type:c}]},{type:j,text:"Conduct skills assessments - Skills assessments are of equal value to employer and employee, serving to highlight untapped worker potential and inform strategic business decisions. An employee who is being underutilized, for example, could be given different - or additional - responsibilities, moved to a different function, or enrolled in a leadership program. ",spans:[{start:d,end:an,type:c}]},{type:j,text:"Listen to employees - Performance reviews or employee satisfaction surveys are more formalized methods of gathering information about an employee’s state of mind and long-term career goals. But simply asking people what they are passionate about can prove just as informative. ",spans:[{start:d,end:ac,type:c}]},{type:j,text:"Monitor key performance metrics - Certain metrics, for example “time since last promotion” will indicate quickly an employee’s career is progressing. An employee who has seen little change in compensation and scope for some time may be stagnating in their role. ",spans:[{start:d,end:at,type:c}]},{type:E,text:"How will uncovering hidden talents impact your organization’s bottom line?",spans:[]},{type:a,text:"Now, more than ever, employees wish to feel valued, purposeful, and motivated. ",spans:[]},{type:a,text:"In November 2021, more than 4.5 million people in the U.S. voluntarily left their jobs in a phenomenon that came to be known as the Great Resignation. The reasons behind this mass workforce exodus were many and varied, but it did make one thing crystal clear; workers will not settle for a job they find tedious or meaningless. Organizations that are eager to keep attrition rates under control must invest heavily in their people. ",spans:[{start:aG,end:bz,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Farticles\u002Femployees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver"}},{start:As,end:sg,type:k,data:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}}]},{type:a,text:"When a workforce’s skills are properly utilized, organizations can also address skills and talent shortages, drive productivity, and achieve competitive advantage via increased innovation. Given that 74% of organizations froze hiring in the wake of COVID-19, it’s especially important that existing talent is put to good use and opportunities for internal promotion are seized.  ",spans:[{start:gb,end:qb,type:k,data:{link_type:v,url:HU}}]}]},id:"content_text_section$fba65ca1-7ed3-4a20-9558-8226e6710603",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"3. Facilitate growth",spans:[]},{type:a,text:"Employees increasingly depend on their HR departments to facilitate and support consistent career growth. This is achieved by identifying trainings and opportunities, mobilizing the workforce, and expanding skills. ",spans:[]},{type:a,text:xK,spans:[{start:d,end:ac,type:c}]},{type:a,text:"Today’s world is volatile and unpredictable, to say the least. A global pandemic, natural disasters, geo-political unrest, rapidly evolving customer demands, and unprecedented technological advancements necessitate agile and adaptable business models. ",spans:[]},{type:a,text:"And so employees cannot hope to remain relevant, valued, and secure in their roles if career growth is not a top priority. That means replacing obsolete skills with the skills of tomorrow, adopting a mindset of continuous learning, completing new qualifications, and willingly embracing change. ",spans:[{start:ks,end:gX,type:k,data:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}},{start:eD,end:qH,type:k,data:{id:ih,type:l,tags:[],lang:f,slug:ii,first_publication_date:ez,last_publication_date:ij,uid:ik,link_type:h,isBroken:g}}]},{type:a,text:"HR departments are aware of this too, and increasingly eager to future-proof their workforce. Indeed, research from Gartner, conducted in 2021, found that 58% of the workforce will need new skill sets to do their jobs successfully. ",spans:[{start:hN,end:ng,type:c},{start:ip,end:jc,type:k,data:{link_type:v,url:HU}}]},{type:a,text:xL,spans:[{start:d,end:aY,type:c}]},{type:a,text:"To facilitate career growth, try the following:",spans:[]},{type:j,text:"Conduct skills assessments - As already discussed, skills assessments are a useful tool for unearthing untapped talent. But driving growth also requires a deep knowledge of existing skill sets, enabling skills mapping, strategic workforce planning, and career pathing. ",spans:[{start:d,end:an,type:c}]},{type:j,text:"Career pathing - This is the process by which organizations align opportunities for career growth with their talent priorities - a win-win for everyone. Career pathing is often informed by skills assessments, but it’s also important to speak to employees about their interests and long-term career goals.",spans:[{start:d,end:U,type:c}]},{type:j,text:"Support business leaders and managers with performance monitoring - Formalizing the process of performance monitoring means underperforming employees are quickly identified and KPIs are properly tracked. With this knowledge, it’s easier to resolve problems, set attainable targets, and support longer-term career growth.",spans:[{start:d,end:eU,type:c}]},{type:j,text:"Invest in courses and qualifications  - While there are several things that organizations can do internally to drive career growth, this should not be seen as a replacement for more widely recognized qualifications and courses. External learning and development opportunities can be expensive, but so long as the right people are enrolled in the right programs, the investment will pay off. ",spans:[{start:d,end:bl,type:c}]},{type:E,text:"How will facilitating growth impact your organization’s bottom line?",spans:[]},{type:a,text:"Organizations that fail to support their employees’ career growth will see increased attrition rates. In a 2022 McKinsey survey, for example, 40% of respondents said they were unhappy with their jobs and looking for new opportunities.",spans:[{start:eA,end:dr,type:k,data:{link_type:v,url:"https:\u002F\u002Ffortune.com\u002F2022\u002F07\u002F25\u002Fworkers-quitting-because-of-lack-of-career-advancement\u002F"}}]},{type:a,text:"Further, skills gaps will widen, innovation will suffer, and the organization may lose competitive advantage. The shift to remote working, which has made it more difficult for people to learn from their peers and managers or attend training events, has only served to widen the skills gap. Organizations must put measures in place to mitigate further impact. ",spans:[{start:pS,end:jX,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ciodive.com\u002Fnews\u002Fpluralsight-upskilling-skills-gap\u002F606160\u002F"}}]}]},id:"content_text_section$b9736fee-1179-49bb-970d-58702a51683d",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"How 365Talents integrates with your collaboration tools to streamline the talent experience",spans:[]}],content:[{type:a,text:"Workplace collaboration tools are a category of software solutions that allow companies and individuals to communicate better and work together. Collaboration tools encompass project management software, video conferencing platforms, messaging apps, file sharing and more. ",spans:[]},{type:a,text:"Integrating your collaboration tools with a talent management solution like 365Talents streamlines the talent experience and process by bringing it directly into the communication and collaboration platform that employees are already using.",spans:[]},{type:a,text:"For employees, integration means they can receive new suggestions for skills, experiences or training to enhance their profiles directly through their communication app, eliminating the need to log into multiple solutions to keep their profiles up to date. ",spans:[]},{type:a,text:"For HR and managers, integration can ensure effective communication with their employees, as notifications are delivered instantly to suggest new skills. 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However, we cannot put enough emphasis on the word accurate — it’s one of the greatest hurdles HR face when it comes to leveraging the skills framework. ",spans:[{start:qH,end:iY,type:G}]},{type:a,text:"The most common skills framework pain point is time. By the time you have finished your skills framework, the data within is already outdated, rendering it useless.",spans:[]},{type:a,text:"That is why it is essential to use a skills framework that is dynamic and updates in real-time, to ensure you are always seeing an accurate view of your actual company that represents the real skills and career paths of your people. ",spans:[{start:at,end:dB,type:c}]},{type:a,text:"Using a tool like 365Talents allows and encourages your employees to enter their skills, ambitions and interests in their own words, minimizing the work you need to do to gather the data. 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The impact of a skills-based approach –  not only on your employees’ individual career paths and your company’s ability to anticipate and address business needs, but also the role of HR as a transformative, strategic leader – has the potential to be profound.",spans:[]},{type:a,text:"Further, there’s a growing belief that organizations as a whole will experience a shift from being job-based to skills-based. Michael Griffiths, Senior Partner, Principal, and Lead in Deloitte's Workforce Transformation Practice, recently told Forbes that, “The boundaries for the organization—both how you engage with your workforce and who your workforce is—are kind of disappearing.”",spans:[{start:jb,end:mD,type:k,data:{link_type:v,url:Ft}},{start:pe,end:HW,type:c}]},{type:a,text:"But shifting to a skills-first approach from the traditional “job” lens is nonetheless still a shift. It requires a nuanced and thoughtful change management touch that allows your leaders and your people to internalize the value of skills as a mindset as much as a talent management strategy. It is, in Griffiths’ words, a cultural change and “you cannot make the change to skills if you don't have your work defined in more of an agile way.”",spans:[{start:io,end:hb,type:k,data:{id:jL,type:co,tags:[],lang:f,slug:co,first_publication_date:jM,last_publication_date:jN,uid:jO,link_type:h,isBroken:g}},{start:qR,end:ly,type:c}]},{type:a,text:"Let’s take it step by step and see how you can adopt skills-based HR practices at your company.",spans:[]}]},id:"content_text_section$fc0463a2-9d2e-4132-86f4-e887cc90f09c",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to adopt skills-based HR practices (and why)",spans:[]},{type:o,text:"Step 1. Make skills a mindset ",spans:[]},{type:a,text:"The key to implementing a skills-first HR strategy is to embrace “skills-first” as a mindset more than simply an approach. While strategy and approach can be directed top-down, mindsets come from within and, at scale, enjoy the unique power of a grassroots movement. ",spans:[]},{type:a,text:"To do this, you need to deeply understand, internalize and communicate the value of skills so that your company adopts it not just as a strategy, but as a way of thinking about the world of work.",spans:[{start:aY,end:gY,type:c}]},{type:a,text:"So what are some of the benefits of looking at your people, company and workforce planning through the lens of skills? ",spans:[]},{type:E,text:"Skills-first mindset fosters a people-first culture",spans:[]},{type:a,text:"When you look at your workforce through their skills and not their job or title history, you are seeing a more comprehensive and humanistic profile of your employee. In 2022, skills encompasses a wide range of competencies, from the technical to the interpersonal to the “mad,” i.e., what previously might have been written off as a hobby but is now recognized as transferable talent. ",spans:[{start:jc,end:f_,type:c},{start:jd,end:sc,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"Looking at skills then levels the playing field for your people who may have different backgrounds or experiences, but nonetheless possess the attributes needed for a certain opportunity. Many skills-focused technologies can also level the playing field further by eliminating age or gender bias as well as the undue manager influence or word-of-mouth networks that characterize the old world of professional progress. ",spans:[{start:d,end:eW,type:c}]},{type:a,text:"Moreover, this way of thinking also helps your people see that they possess relevant skills as well: Employees – and sometimes even HR – often don't realize that the skills they have for one job can be easily transferred to another.",spans:[{start:a_,end:dU,type:c},{start:iC,end:hb,type:k,data:{link_type:v,url:HX}}]},{type:a,text:"This culture of investment and empowerment also creates a people-first environment by fostering engagement. When people think first of their skills and not their past job descriptions, they are able to see a wider world of opportunities and paths for their future, which boosts enthusiasm and engagement in their professional project.",spans:[{start:ge,end:uH,type:c}]},{type:a,text:"Your people will feel more valued and encouraged to apply to openings and you as HR will have a bigger, more diverse talent pool which in turn also makes your hiring more effective and improves retention — and retention is something quantifiable that you can show to your C-suite as a demonstrable effect on the bottom line. ",spans:[{start:g$,end:jz,type:k,data:{link_type:v,url:HX}}]}]},id:"content_text_section$71eb1c0e-5741-486c-b464-216dc735850d",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:cK,title:[{type:a,text:"How 365Talents engages employees in the people-first culture of skills",spans:[]}],content:[{type:a,text:"Giving your people a skills-based career development tool sends the message that you want them to take control of their career and own their progress at work. 365Talents shows each employee what they can do with their future, pushing your employees to be more aware of not only their skills but the opportunities those skills can lead to. ",spans:[{start:hp,end:sj,type:c}]},{type:a,text:"It helps employees and HR alike recognize transferable skills through personalized suggestions of anything related to their skills, including jobs or assignments that may be very different to what they are doing today.",spans:[]},{type:a,text:"Further, the matching explanation feature illustrates why their skills generated that suggestion, showing employees how their skills can be related to unexpected roles. Employees are also able to explore all the job descriptions and peer profiles in their company, which allows them to realize which skills are shared across disciplines and could potentially be transferred.",spans:[{start:aJ,end:eD,type:c}]},{type:a,text:"Plus, with an engaging UX and continuously learning AI, 365Talents can make thinking about career progress intuitive and fun – the more you engage, the more personalized and communicative the AI becomes, truly centering your people in their individual professional project.",spans:[]}]},id:"content_text_section$eeda6f39-306d-4da2-8f7b-770a70bd71aa",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:E,text:"Skills-first mindset creates long-term employability",spans:[]},{type:a,text:"Your people will be better prepared for the future — and the present — when you think about their professional development in terms of skills. Skills-based HR strategy allows you to bridge skills gaps as they arise and on an individual or collective basis, as opposed to looking at them strictly when it comes time to fill a need.",spans:[{start:ix,end:gb,type:k,data:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}}]},{type:a,text:"Skills also help you fill hard-to-fill roles as, as mentioned, it opens up the talent pool and helps you look at jobs not as a strictly linear development but as the amalgamation of several skills. In other words, it helps you, as HR, realize the talent you have hiding behind job titles while improving your people’s employability as it recognizes the breadths of roles they can work in.",spans:[{start:d,end:bj,type:c},{start:mI,end:vq,type:c}]},{type:a,text:"Long-term employability is encouraged because thinking about skills encourages employees and HR to envision and launch growth opportunities that previously might have seemed invisible or out of line.",spans:[]},{type:E,text:"Skills-first mindset is a modern, agile mindset",spans:[]},{type:a,text:"This is where we remind you that a skills-first mindset makes it exponentially easier to tackle the skills gaps of today and tomorrow.",spans:[{start:cG,end:dK,type:k,data:{id:Bp,type:co,tags:[],lang:f,slug:co,first_publication_date:Bq,last_publication_date:Br,uid:Bs,link_type:h,isBroken:g}}]},{type:a,text:"But more than that, skills-based HR creates a company culture and strategic mindset that itself is fit for the present and the future. Which is to say, a skills-first mindset is the only mindset that fits the modern expectations of a career and recognizes the modern understanding of education models. A skills-first mindset does not rigidly ascribe to an old world of work that prioritizes certain institutions or certain career paths. Careers no longer exist only across positions and roles, but can quite comfortably span divisions and even industries. Your employees know this – your HR strategy should reflect it too.",spans:[{start:ab,end:gS,type:c},{start:hH,end:dj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fshould-we-start-focusing-more-skills-rather-than-degrees-theo-smit\u002F"}}]},{type:a,text:"Further, a skills mindset goes hand-in-hand with the agile growth mindset that allows and encourages your people and your company to evolve and change. Intelligence and capabilities, in the agile view, are not fixed points but themselves skills to cultivate. Failure and mistakes are part of the learning process and growth is a liberating, empowering process.",spans:[{start:mF,end:f_,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Ffuture-of-work\u002Fthe-most-fundamental-skill-intentional-learning-and-the-career-advantage"}}]},{type:a,text:"We don't need to tell you that in 2022, such flexibility and adaptability is absolutely essential to navigating the fast-changing world of work.",spans:[]},{type:E,text:"Skills-first mindset improves job and industry sustainability",spans:[]},{type:a,text:"For all the above reasons and more, thinking beyond job descriptions and rigid frameworks to a more flexible and inclusive skills-based view of your talent will keep your organization competitive and ahead of the curve.",spans:[]},{type:a,text:"It keeps your employees engaged in your company and their own development, and it democratizes opportunities to keep your culture, strategy and ideas fresh.",spans:[]},{type:a,text:"Finally, a skills-first mindset encourages the redeployment of talent across business units according to your people's interests and your business' needs, which keeps your company thriving longer.",spans:[{start:aD,end:ef,type:c}]},{type:a,text:"All of these contribute to creating a more sustainable, future-proof company.",spans:[]}]},id:"content_text_section$beb30a32-e43b-4ce4-9ad2-846bf81b250a",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:kN,title:[{type:a,text:"How 365Talents creates skills sustainability",spans:[]}],content:[{type:a,text:"365Talents is built to help HR see the missing skills and uncover and develop the hidden gems in their workforce.",spans:[]},{type:a,text:"The “Staff an Opportunity” function bakes this step into the workflow: Because the AI looks at skills, you can see more people than you would through traditional processes. Explanations reveal why they are matched to the role and identify areas where you may need to train, upskill or reskill to create a perfect fit. Additionally, if you have trouble filling a role and if you know what is making it hard to fill a role, you can search for and develop those specific skills. ",spans:[]},{type:a,text:"Further, 365Talents is not just based on defined career paths so it can suggest any position or encourage any mobility, pushing employees and HR alike to think creatively about where their career or industry may go next — and helping them prepare with the right skills to succeed as they move toward that future.",spans:[]}]},id:"content_text_section$c4af3e7f-4d3a-49db-ac2b-984e4b74f134",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Step 2. Create a change management plan",spans:[]},{type:a,text:"Once you’ve internalized and communicated the benefits of a skills-based approach, it's hard to not want to jump right in and start changing processes left and right.",spans:[]},{type:a,text:"But successful implementation of a skills-based HR strategy can require major shifts in how you, your managers and leadership think about hiring and development. It's not always easy to change the way things have been done, especially when it threatens traditional sources of power. It will also require careful culture management as embracing skills over job history can be difficult for those who do follow a more lienar background to accept.",spans:[{start:eb,end:kc,type:c},{start:eb,end:aQ,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}]},{type:a,text:"As for the brass tacks of implementation, your skills-first mindset is best paired with a roll-out strategy that clearly aligns skill development and focus with business objectives and offers a forecasted ROI that shows how the benefits can actually impact the bottom line. ",spans:[{start:cY,end:jd,type:c}]},{type:a,text:"Balancing both change management and delivering an ROI is a big task. 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Because 365Talents doesn’t use defined career paths and the AI will suggest any position based on skills, it encourages and teaches HR to think about people’s growth in a similar, borderless style. ",spans:[]},{type:a,text:Dz,spans:[]}]},id:"content_text_section$16d3ea3c-332f-4928-b319-439a03d60ebd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Step 3. Reframe your methodology (and update your tools)",spans:[]},{type:a,text:"Ultimately, your skills-first mindset won't do you a lot of good if you are still locked into old processes and structures that limit your ability to apply this approach to the lived experiences of your people.",spans:[{start:d,end:mG,type:c}]},{type:a,text:"You will need to create or use assessments at all stages of the employee lifecycle that not only prioritize skills and competencies, but also recognize the transferability of skills and the underlying commonalities. For certain roles and industries, diplomas and titles will nonetheless remain relevant but they should sit alongside skills assessments, endorsements and alternative methods for evaluating candidates. ",spans:[]},{type:a,text:"Recognizing all careers and jobs are a continuous learning experience, this mindset and view of your employees should continue after each position is filled.",spans:[{start:ba,end:cX,type:k,data:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}]},{type:a,text:"Technology, then, is an invaluable ally at this stage, and you’ll want to choose an internal talent marketplace aligned with your values. AI-driven and skills-based talent marketplaces encourage both HR and your employees to stay engaged and think about career development as an ongoing, continuous part of the talent experience.",spans:[{start:ea,end:dK,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}}]}]},id:"content_text_section$185cb088-5b04-429b-8766-3740442c1da9",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:DB,spans:[]}],content:[{type:a,text:"The 365Talents AI was designed and trained for use in HR and skill detections – that’s why we refer to it not just as artificial intelligence, but skills intelligence. 365Talents allows employees to define their skills and ambitions in their own words, on their own terms, continuously improving the accuracy of the employee’s profile for better matching and provide HR managers a clearer view of the company’s internal skills.",spans:[],direction:b},{type:a,text:"For global enterprise companies of a certain size and ambition, 365Talents delivers a seamless and smart experience across more than 45 languages, empowering individuals to express themselves authentically and in their preferred language. It fosters an inclusive and personalized talent management experience tailored to the diverse linguistic needs of global companies.",spans:[],direction:b},{type:a,text:"Additionally, 365Talents integrates Generative AI to refine talent acquisition and development by keeping your skills ontology updated with the latest trends in your industry. Our advanced AI system is designed to identify the most relevant skills in the market and recognize trending jobs with great efficiency. By doing so, it provides HR professionals with up-to-date knowledge about the key skills and job roles that are in high demand.",spans:[],direction:b},{type:a,text:"Most importantly, 365Talents makes skills accessible to all your other HR processes and systems. 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Explore AI in HR examples to understand how AI will impact the future of work.",img:{dimensions:{width:K,height:J},alt:"ai impact on hr",copyright:e,url:nU,id:nV,edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Understanding the impact of AI in HR",spans:[]}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}},{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:HY,id:vZ,edit:{x:d,y:d,zoom:q,background:u}},author:{id:ui,type:I,tags:[],lang:f,slug:uj,first_publication_date:nx,last_publication_date:nx,link_type:h,isBroken:g},p_date:"2022-10-24",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"At the heart of it all, HR is about supporting your people. Somewhere along the corporate experience’s evolution, that perception of HR got a little hazy. And the workload reality, for many HR professionals, lost that thread as well.",spans:[]},{type:a,text:"With high demands on their time to complete paperwork and sift through resumes, HR leaders can feel left with little time for brainstorming creative ways to enhance the employee experience. In an ideal world, HR encompasses the entire employee life cycle, from recruiting and onboarding all the way to upskilling employees and managing the employee experience. ",spans:[{start:jQ,end:se,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}}]},{type:a,text:"As companies scale, the massive workload stretches the capabilities of HR teams. This leads some employees to view HR as little more than the policy police. Without AI, they don’t have the time or tools to process data in such large quantities while remaining present for their employees. Managing a small team without automation is doable, but organizations are screening more candidates and collecting more data. HR teams need support to keep up, and that’s exactly what AI offers. ",spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What are the uses of AI in HR?",spans:[]},{type:a,text:"AI can be implemented into almost every aspect of HR. Recruitment, hiring, onboarding, engagement, recognition – if you can name it, AI can probably make it better for everyone. When HR processes run like a well-oiled machine, candidates and employees notice. Most everyone has experienced a chaotic workplace in their career, where everything from rewards and complaints all the way down to candidate resumes gets lost in the scattered mess of it all. It’s no fun for anyone. ",spans:[]},{type:a,text:"AI takes charge of the simple tasks, automating what can be automated and optimizing everything else, giving HR more time to focus on what matters most: Your people. ",spans:[{start:d,end:is,type:c}]},{type:a,text:"Here are a few examples of how.",spans:[]},{type:o,text:"Automation of manual tasks",spans:[]},{type:a,text:"Automation is the root of AI’s impact on HR. It transforms the daily tasks HR teams complete, shifting responsibilities up a level. Instead of manually processing data, HR teams use the additional time and results to make informed decisions that improve the employee experience, from the recruitment period all the way to the exit interview.",spans:[{start:ai,end:fu,type:c}]},{type:a,text:"AI automates sifting through data, publishing job descriptions, collecting candidate details, contacting potential candidates, and screening resumes with natural language processing techniques. ",spans:[]},{type:a,text:"This narrows the candidate pool down to those who qualify for the position. Hiring managers can then interview and test the qualified candidates to identify the best fit. That sounds a lot more efficient and effective than sifting through hundreds of resumes, one at a time. ",spans:[]},{type:a,text:"At some point, eyes glaze over and quality candidates get overlooked. AI all but guarantees that the most qualified resumes will move to the top of the list. HR teams can then use their expertise to suss out the best candidates for the job.",spans:[]},{type:a,text:"Automation can be applied beyond recruitment as well. HR managers can automate remuneration, optimizing employee compensation models and freeing up hours that would otherwise be spent on manual payroll.",spans:[{start:bk,end:mF,type:c}]},{type:a,text:"Certain communications can also be automated, taking responsibilities like event reminders off the team’s plate.",spans:[]},{type:o,text:"Reduction of hiring bias",spans:[]},{type:a,text:"While more research is required to confirm whether or not man-made algorithms are completely free of bias, they are less prone to subconscious bias than humans alone. Without AI, many recruitment processes fall victim to bias from the moment they begin screening resumes. ",spans:[]},{type:a,text:"Names, schools, gender, address, and photographs lead recruiters to make a series of subconscious assumptions about the applicant’s qualifications. ",spans:[]},{type:a,text:"Once the candidates are called in for an interview, assumptions are made about the way they dress and talk. Interviewers choose interview questions with these assumptions floating around in the back of their minds, which can push the candidate’s performance in one direction or the other. ",spans:[]},{type:a,text:"AI reduces the risk of bias in hiring by screening candidates with as little human bias as possible. That way, subconscious bias is removed from the hiring process until the candidates are interviewed in person. ",spans:[{start:d,end:fw,type:c}]},{type:o,text:"Acceleration of recruitment processes",spans:[]},{type:a,text:"The longer the time to fill, the higher the cost of lost productivity. Rush the recruitment process, though, and you end up right back in the same position when an ill-fitting candidate jumps ship a few months down the line.",spans:[{start:cX,end:j_,type:c}]},{type:a,text:"AI drastically improves recruiting efficiency. Using machine learning models, AI screens resumes based on set criteria. The candidate pool gets whittled down to include only those who qualify for the job. Hiring managers can use their skills to identify the best-fitting candidate based on company culture, personality, unique competencies, etc. ",spans:[]},{type:a,text:"Candidate profiles can be stored in a catalog that will automatically alert HR if a candidate meets the criteria for a future open role. AI can also identify which current employees qualify for an open role, enabling internal mobility. HR can then inform candidates what skills they need to develop to move farther up the ladder. ",spans:[]},{type:o,text:"Improved retention rates",spans:[]},{type:a,text:"AI arms hiring managers with data, giving them an in-depth understanding of the candidate’s competencies, as well as what attributes are necessary to be successful in a specific role. This creates a crystal clear picture of what recruiters should look for. Job descriptions become more accurate, attract the right candidates, and lead to better hires.",spans:[]},{type:a,text:"Once the perfect candidates are hired, they can go through a sophisticated, AI-powered onboarding process personalized to their needs. AI can identify the areas where candidates need extra preparation and track their progress, automate simple tasks, answer questions, and provide real-time feedback. ",spans:[]},{type:a,text:"After onboarding, AI continues to improve the employee experience through the gamification and personalization of employee rewards and recognition. This goes a step beyond employee satisfaction, promoting both engagement and happiness. ",spans:[]},{type:a,text:"By matching candidates with the best-fitting role, setting them up for success, and continuously promoting their happiness, AI creates an employee experience that helps employees to thrive long term.",spans:[{start:d,end:hH,type:c}]},{type:o,text:"Simplified candidate and employee communication",spans:[]},{type:a,text:"Chatbots can be used in recruiting and onboarding. They filter through applications, screening and shortlisting candidates based on predetermined criteria. Candidates can communicate with the HR department via the chatbot at any point in their hiring process. This helps prevent subconscious bias in cases where demographic information is shielded from the hiring team throughout the recruitment process.",spans:[]},{type:a,text:"Chatbots can also answer questions employees may have about company policy, indexing the employee handbook and producing an answer in rapid time.",spans:[]},{type:a,text:"Organizations can use AI to create and fill in digital forms with resume data. The forms are made to be simple and engaging, using an interactive survey format that leaves candidates with a positive impression of the company.",spans:[]},{type:a,text:"The process can be used for employee help requests and complaints as well, offering anonymity when suitable.",spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"People-first approach to work",spans:[]},{type:a,text:"Because AI provides an in-depth, objective view of employees, they can be more people-centered in their approach. Less bias means assessments and decisions are made based solely on people and their actions , safe from the interference of preconceptions.",spans:[]},{type:a,text:"Your employees are your people. They have real needs, and even the most innocent assumptions can mislead your efforts to fulfill those needs. AI gives HR the insight necessary to design a work environment with their people at the center. ",spans:[]},{type:a,text:"When HR knows what support and education people need to succeed, they can execute a tailored approach that empowers their people to succeed. ",spans:[]},{type:o,text:"Optimized learning & development",spans:[]},{type:a,text:"AI can detect and accommodate each employee’s individual learning styles, as well as identify a specific employee’s knowledge gaps. Learner profiles are created to support each employee’s style, needs, and goals. When implemented, AI tends to improve L&D engagement and completion rates.  ",spans:[]},{type:a,text:"Algorithms can even identify opportunities for upskilling and reskilling, inspiring employees with a new career goal in the process.",spans:[{start:d,end:fy,type:c}]},{type:a,text:"Employees appreciate investments in their personal and professional development that make a tangible difference in their careers. Using AI programs to learn specific skills they lack or work toward goals they must meet for potential promotions motivates employees to engage with the program.",spans:[]},{type:o,text:"Value-added in HR",spans:[]},{type:a,text:"Time saved by AI introduces the opportunity for HR to put the technology’s strategic insight to use. HR teams can combine the data collected by AI with their intimate knowledge of how the organization’s people operate to become a strategic voice in the boardroom. ",spans:[{start:d,end:eK,type:c}]},{type:a,text:"Historically, HR hasn’t maintained the strongest boardroom presence. Investing in your people is investing in the success of the organization, and AI gives you the time to show the c-suite how prioritizing the needs of the people can carry them closer to their big goals.",spans:[{start:cX,end:cS,type:c}]},{type:o,text:"Application of workforce data and analytics",spans:[]},{type:a,text:"AI can make data work for HR teams instead of the other way around. AI analyzes employee skills data, matches employees with relevant open positions, analyzes employee referrals to collect success rates, and leverages transactional workforce data to assess employee potential, fatigue, and engagement. HR managers can use this information to better support employees struggling to thrive within the organization.",spans:[]}]},id:"content_text_section$0e688f27-3329-4e7e-8a9e-729c482d02fd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Wrapping up",spans:[]},{type:a,text:"Human resources cannot exist without humans. It will never be purely automated, run by AI and AI alone. There are, however, a number of mundane tasks that are better left to advanced AI. Automating simple, straightforward tasks and utilizing sophisticated machine learning models give HR teams the time and tools necessary to do what they do best. ",spans:[]},{type:a,text:"HR isn’t passing the torch to AI. AI gives HR professionals x-ray vision into the inner workings of the workforce. They learn what candidate attributes fit best, what L&D resources employees prefer, and how to unlock their employees’ full potential. ",spans:[{start:bg,end:hO,type:c}]},{type:a,text:"Spending less time hunting down candidates and sifting through endless resume pools means HR teams can hire new candidates faster, devoting more time to the tailored onboarding process and supporting the employees that keep the organization up and running every day.",spans:[]},{type:a,text:"It would be easy to assume that AI dehumanizes HR, but that couldn’t be further from the truth. When used correctly, AI handles the tasks that are already robotic. They don’t require empathy and require the accuracy and precision AI allows. HR professionals are then freed from the chains made of neverending paperwork and are free to use their empathetic nature to its fullest extent.",spans:[]},{type:a,text:"AI is still evolving. There will likely be more sophisticated use cases as time progresses, all designed to help humans do HR better. That, friends, is how AI puts the heart back in HR.",spans:[]}]},id:"content_text_section$ac80d624-6ee7-4ac5-94c6-ec0f438904f7",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:cQ,height:ds},alt:jj,copyright:e,url:dt,id:du,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:eh,spans:[]}],text:[{type:a,text:"Learn more about how your organization can use AI to transform the value of HR with our team.",spans:[]}],btntxt:[{type:a,text:"Get in touch now",spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:da,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dc,uid:db,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{article:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[],btnlnk:{link_type:ah}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"At the heart of it all, HR is about supporting your people. 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Enter AI.",spans:[]}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:ih,uid:ik,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCWG_RAAACEAxRd7%22%29+%5D%5D",tags:[],first_publication_date:ez,last_publication_date:ij,slugs:[ii],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:"Top 10 must-have skills for the future of work",sitename:e,description:"As a skills-focused approach becomes the gold standard in HR strategy, it's more important than ever to know the skills needed for the jobs of the future.",img:{}},id:"seo$7717188c-3cca-4e6a-bc43-b76dcc047b9f",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"What are the skills of tomorrow?",spans:[]}],category_grp:[{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bm,type:t,tags:[],lang:f,slug:Y,first_publication_date:bn,last_publication_date:bo,uid:Y,link_type:h,isBroken:g}},{tag:{id:ex,type:t,tags:[],lang:f,slug:aT,first_publication_date:bp,last_publication_date:bp,uid:aT,link_type:h,isBroken:g}},{tag:{id:eO,type:t,tags:[],lang:f,slug:br,first_publication_date:ad,last_publication_date:eP,uid:br,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:HZ,id:H_,edit:{x:d,y:d,zoom:q,background:u}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:"2022-10-10",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:D,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Have you heard the statistic “85% of the jobs that will exist in 2030 haven't been invented yet”? Of course you have! You have probably heard it 100 times or more. ",spans:[]},{type:a,text:"Since it was first cited in a 2018 Dell Technologies report, the statistic has served as a much-loved conversation starter in workplace settings, and given business leaders substantial cause for concern. But instead of letting panic take hold, it’s important that employers interrogate what this statistic truly means. It certainly won’t be necessary, for example, to replace 85% of the workforce within the next eight years. ",spans:[{start:aG,end:dw,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.delltechnologies.com\u002Fcontent\u002Fdam\u002Fdelltechnologies\u002Fassets\u002Fperspectives\u002F2030\u002Fpdf\u002FRealizing-2030-A-Divided-Vision-of-the-Future-Summary.pdf"}},{start:rW,end:n$,type:c}]},{type:a,text:"That’s not to say that organizations shouldn’t be astutely aware of the future of work and the future of skills, because things are changing fast. The rise of automation, although happily augmenting the role of the human worker, does mean that certain skills are more quickly made obsolete, while others are all the more vital. The Future of Jobs Report, for example, projects that automation will displace around 85 million jobs by 2025. Rapidly evolving business objectives and unprecedented external disruptions also preclude the hiring of workforces with highly specialized, technical skill sets. ",spans:[{start:eC,end:eD,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}},{start:414,end:437,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.adeccogroup.com\u002Ffuture-of-work\u002Flatest-insights\u002Ftop-10-in-demand-skills-for-2025\u002F"}}]},{type:a,text:"Ultimately, it’s not effective or efficient to replace large portions of the workforce every time a technology revolution or black swan event occurs. Far better to recruit top talent and upskill existing employees with a range of transferable skills that will stand the test of time. ",spans:[{start:eC,end:mH,type:c},{start:jb,end:mK,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"Below, we provide a run-down of the top 10 skills of tomorrow and offer some tips on how to hire future-proof talent. ",spans:[]}]},id:"content_text_section$7fe7bb3e-99f3-4653-81af-4c7fa0a1b0d7",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Top 10 skills of the future",spans:[]},{type:o,text:"1. Emotional Intelligence ",spans:[]},{type:a,text:"If there’s one skill that cannot be replaced by automation and artificial intelligence (AI) it’s emotional intelligence (EQ), something that remains a uniquely human capability. ",spans:[]},{type:a,text:"EQ describes someone’s ability to express, regulate, and control emotions. An emotionally intelligent person will be aware of how emotions can influence an individual’s behaviors and impact others around them. ",spans:[]},{type:a,text:"Employees with high EQ will be more perceptive of the feelings of those around them, better at building long-lasting and meaningful relationships with co-workers and clients, and adept at promoting positivity and inclusivity in the workplace. ",spans:[]},{type:a,text:"In today’s fast-paced and unpredictable working environment, it’s especially important that our future leaders display compassion and empathy. ",spans:[]},{type:o,text:"2. Coding",spans:[]},{type:a,text:"While demand for some technical skills is on the decline, coding remains a critical skill across almost every industry. This is highly unlikely to change any time soon, given that computers are certain to dominate our future. ",spans:[]},{type:a,text:"A recent FastCompany article noted that one-third of the top 25 jobs on Glassdoor were coding or IT related, further asserting that coding is the most important job skill of the future.",spans:[{start:aD,end:aG,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.fastcompany.com\u002F3060883\u002Fthe-future-of-work\u002Fwhy-coding-is-the-job-skill-of-the-future-for-everyone"}}]},{type:a,text:"Organizations need coders who can solve problems, understand technology, and advance their business goals. In addition, coders are typically excellent communicators, mathematicians, and writers, with superior concentration skills.",spans:[]},{type:a,text:"According to Stack Overflow’s 2020 Developer Survey, the most in-demand coding languages are JavaScript, HTML, SQL, Python, and Java. ",spans:[{start:cW,end:cG,type:k,data:{link_type:v,url:"https:\u002F\u002Fbootcamp.berkeley.edu\u002Fblog\u002Fmost-in-demand-programming-languages\u002F#:~:text=According%20to%20Stack%20Overflow's%202020,(PDF%2C%202.4%20MB)."}}]},{type:o,text:"3. Communication ",spans:[]},{type:a,text:"As many as 86% of employees and executives cite the lack of effective collaboration and communication as the main cause of workplace failures.",spans:[{start:aE,end:cY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.koolstories.com\u002Fblog\u002Ftop-10-future-proof-skills"}}]},{type:a,text:"Good communicators are assertive, thoughtful, and patient. They can tell a story well and are excellent active listeners. Important skills for employees who must engage with a variety of internal stakeholders, as well as external clients and customers. ",spans:[]},{type:a,text:"Your organization’s best communicators are the ones closing important deals, effectively dealing with conflict, and building valuable networks. ",spans:[]},{type:o,text:"4. Digital literacy",spans:[]},{type:a,text:"Employers need employees who can comfortably and confidently navigate the digital world and willingly adapt to new technologies and processes. ",spans:[]},{type:a,text:"Most crucially, workers with good digital literacy won’t be resistant to your organization's digital transformation efforts. Rather, they’ll be excited to discover how newly implemented tools and technologies can enhance their role. ",spans:[{start:$,end:lv,type:c},{start:eX,end:gz,type:k,data:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}}]},{type:a,text:"According to Forbes, 84% of digital transformations fail, which is largely due to a lack of employee buy-in. By hiring more digitally literate people, you will increase your chances of success. ",spans:[{start:V,end:cj,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fforbescoachescouncil\u002F2022\u002F03\u002F16\u002F12-reasons-your-digital-transformation-will-fail\u002F?sh=36e257ca1f1e"}}]},{type:o,text:"5. Critical thinking ",spans:[]},{type:a,text:"More than half of the world is active on social media and users spend an average of 2 hours 29 minutes per day browsing sites like Instagram, Facebook, and Twitter. ",spans:[{start:aW,end:cD,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.smartinsights.com\u002Fsocial-media-marketing\u002Fsocial-media-strategy\u002Fnew-global-social-media-research\u002F#:~:text=The%20average%20daily%20time%20spent%20using%20social%20media%20is%202h%2029m.&text=This%20chart%2C%20by%20Datareportal%2C%20summarises,growth%20of%20social%20media%20today."}}]},{type:a,text:"With an overload of information (and a lot of fake news) to contend with, your organization needs people who can think critically and objectively -  considering facts, figures, and evidence before hearsay, personal opinions, and anecdotes. ",spans:[]},{type:o,text:"6. Creativity ",spans:[]},{type:a,text:"The World Economic Forum listed creativity as one of the top three skills workers will need beyond 2020 while LinkedIn Learning rates it as the most important skill in the world. ",spans:[{start:bz,end:dv,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2016\u002F01\u002Fthe-10-skills-you-need-to-thrive-in-the-fourth-industrial-revolution\u002F"}},{start:jJ,end:f$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fbusiness\u002Flearning\u002Fblog\u002Ftop-skills-and-courses\u002Fwhy-creativity-is-the-most-important-skill-in-the-world"}}]},{type:a,text:"Creative employees are capable of finding unique and innovative solutions to workplace problems, challenging the status quo, and driving competitive advantage for the business.  ",spans:[]},{type:a,text:"Of course, simply hiring for creativity is not sufficient. Organizations must unleash their workers’ creativity by fostering a flexible and adaptive working environment. 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Curiosity ",spans:[]},{type:a,text:"The right hire is not always the obvious one. To determine who will add the most value to your organization, it’s often important to dig a little deeper to uncover hidden gems.",spans:[{start:ai,end:fQ,type:c}]},{type:a,text:"Let’s imagine you’re recruiting for a technical position. Of the final two shortlisted candidates, one has the precise skill set you require at this time as well as an additional year of work experience. The second candidate interviewed well but, at least on paper, are far less skilled. It would seem like a no-brainer to hire the former. ",spans:[]},{type:a,text:"However, it turns out that the second candidate has a much greater thirst for knowledge. They’re determined to learn as much as they can and are always curious to try new things or implement different business processes. ",spans:[]},{type:a,text:"That’s the person you really want on your team. The one who will grow with your business and deliver value in the long-term.",spans:[]},{type:o,text:"8. Leadership",spans:[]},{type:a,text:"Leadership skills are valuable to your business at every level of seniority, and your employees needn’t be people managers to exhibit them. ",spans:[]},{type:a,text:"A good leader brings out the best in people by establishing a working environment in which they can thrive. The ability to do so will add value whether it’s an employee collaborating with a single peer or a CEO leading a team of hundreds. ",spans:[]},{type:a,text:"Plus, in the process of identifying and hiring candidates with strong leadership skills, you’re setting your organization up for long-term success. The best leaders increase workplace productivity, reduce turnover rates, and improve employee well-being.",spans:[]},{type:o,text:"9. Adaptability ",spans:[]},{type:a,text:"If there’s one thing we’ve learned in the past few years, it’s that adaptability in the workplace is key. ",spans:[]},{type:a,text:"Following the outbreak of COVID-19, organizations had to contend with supply chain delays, changes in customer and client demand, reduced workforces, national lockdowns, and the very sudden shift to remote working. Navigating these challenges would never have been easy, but organizations with an adaptable workforce were best placed to weather the storm. ",spans:[]},{type:a,text:"An adaptable employee remains motivated and focused in the face of adversity. They’ll find ways to be resourceful and pivot their contributions to suit the business’s needs at any given time. Employees who can readily adapt to geopolitical unrest, natural disasters, economic uncertainty, global pandemics, and rapid technological advancements are worth their weight in gold.",spans:[]},{type:o,text:"10. Decision making",spans:[]},{type:a,text:"In a data-driven world, decision-making is an increasingly important skill. While it might be beneficial to collect and analyze vast swathes of data, it’s what you do with it that truly matters. ",spans:[]},{type:a,text:"Employers need people who can confidently and calmly make important decisions for the business while weighing-up any potential risks. The ability to do so can reduce business costs, drive efficiencies, and improve workplace productivity. ",spans:[]}]},id:"content_text_section$94d7898f-0fa0-4b5d-9bb9-c54a939487b6",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to future-proof your workplace and hire for the skills of tomorrow",spans:[]},{type:a,text:"In recent years, there has been a major shift towards skills-based hiring, which means candidates are recruited based on their aptitude, skills, and capabilities instead of their qualifications or work experience. ",spans:[{start:hM,end:gD,type:c}]},{type:a,text:"Indeed, the Harvard Business Review (HBR) analyzed more than 51 million job listings and found that, between 2017 and 2019, employers reduced degree requirements for 46% of middle-skill positions and 31% of high-skill positions. Why? Because the candidate who boasts a very specific set of qualifications isn’t necessarily the best long-term investment for your business.  ",spans:[{start:cY,end:fY,type:k,data:{link_type:v,url:"https:\u002F\u002Fhbr.org\u002F2022\u002F02\u002Fskills-based-hiring-is-on-the-rise"}}]},{type:a,text:"Skills-based recruitment, by comparison, encourages hiring organizations to focus on their long-term business goals and recruit workers with transferable skills. As well as gaining access to a much wider talent pool, this can also serve to eliminate unconscious bias throughout the hiring process. ",spans:[]},{type:a,text:"You’ll be hiring candidates based on merit, and not because they were privileged enough to attend an elite high school or qualify for a top college. 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Skills assessments can, among other things, improve retention rates, reduce instances of unconscious bias, and address skills gaps. ",spans:[{start:d,end:ab,type:c}]},{type:j,text:"Anonymized resumes: Removing personal information (such as name, age, educational background, and qualifications) from resumes compels hiring managers and recruiters to focus on capabilities. ",spans:[{start:d,end:ab,type:c}]},{type:j,text:"Skills-focussed job descriptions: Highly prescriptive job descriptions are a barrier to entry for many candidates, who will question whether they are qualified enough to apply for a role. Think carefully about the qualification and work experience requirements you include to avoid deterring top talent. ",spans:[{start:d,end:bg,type:c},{start:ea,end:cF,type:c}]},{type:j,text:"Job auditions: It’s difficult to know if you’ve selected a perfect candidate until you’ve seen them doing the job for real. 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When you know which employees have the capacity to be great leaders, for example, you can invest in them to develop their core competencies. ",spans:[]},{type:a,text:"Encourage and incentivize your employees to find time for learning, whether it’s taking part in cross-functional work, enrolling in a training course, or shadowing a senior leader. ",spans:[]},{type:a,text:"Make time to talk formally about career development opportunities and long-term career goals. When employees feel invested in and listened to, they will be more motivated to better themselves and invest in the future of your company. ",spans:[]},{type:a,text:"Want to learn more about how your organization can move quickly and confidently toward the future of work? Get in touch with 365Talents today. ",spans:[{start:d,end:gA,type:c},{start:gR,end:cS,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$ef76a63b-96e2-41fa-b837-e44f56eeb613",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}},{article:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{article:{id:xN,type:l,tags:[],lang:f,slug:pf,first_publication_date:cp,last_publication_date:xO,uid:pf,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$07938c34-4764-4eea-96df-967ebbbd0672",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"As a skills-focused approach becomes the gold standard in HR strategy, it's more important than ever to be aware of the skills needed for the jobs of the future.",spans:[]}],thumb_linktxt:[{type:a,text:g_,spans:[]}]}},{id:eF,uid:eI,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCLwOhAAAB8AwMdc%22%29+%5D%5D",tags:[],first_publication_date:aK,last_publication_date:eH,slugs:[eG],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:"4 stages of the skill development lifecycle",sitename:e,description:"Skill development is essential to talent management, but HR understanding of lifecycle of skill mastery must evolve to keep pace with the future of work.",img:{}},id:"seo$0d854d31-b3aa-417c-a04d-2d733516f36b",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Understanding the skill development lifecycle",spans:[]}],category_grp:[{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}},{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}},{tag:{id:bm,type:t,tags:[],lang:f,slug:Y,first_publication_date:bn,last_publication_date:bo,uid:Y,link_type:h,isBroken:g}},{tag:{id:ex,type:t,tags:[],lang:f,slug:aT,first_publication_date:bp,last_publication_date:bp,uid:aT,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:H$,id:Ia,edit:{x:d,y:d,zoom:q,background:u}},author:{id:ui,type:I,tags:[],lang:f,slug:uj,first_publication_date:nx,last_publication_date:nx,link_type:h,isBroken:g},p_date:"2022-10-03",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"There’s much debate about how long it takes to master a skill. The consensus is that mastery comes somewhere between the 20-hour mark (when you become proficient) and the 10,000-hour mark (when you’ve truly become a master, according to psychology\u002Fsociology author Malcolm Gladwell). ",spans:[{start:cj,end:cJ,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"But the \"Fourth Industrial Revolution,\" as many call our current period of rapid technological advancement, challenges the old way of viewing mastery. Practice the same skill for 10,000 hours, and that skill might become obsolete the minute you reach the finish line.",spans:[{start:eC,end:nJ,type:c}]},{type:a,text:"Today’s workforce needs a different type of skills mastery. One that lives and breathes, evolving as automation and AI optimize tasks that once took employees many billable hours to complete. It’s time to embrace the way technological innovation is redefining the way we do work. Instead of letting employees fear their roles will be taken over, HR managers can inspire them with the tools they need to move their skillset into the next phase of its evolution.",spans:[{start:iu,end:gS,type:k,data:{id:gT,type:l,tags:[],lang:f,slug:gU,first_publication_date:as,last_publication_date:gV,uid:gW,link_type:h,isBroken:g}},{start:tg,end:460,type:c}]},{type:a,text:"The lifecycle of a skill is a skills development framework that guides organizations through the process of transforming the way they view skills, identifying what skills apply to their company objectives as industrial changes occur, and optimizing the way they enable learning and development, promoting internal mobility so that no valuable team member is left behind.",spans:[]}]},id:"content_text_section$9c454551-cfcd-4695-91d4-1edb35c6d4af",slice_type:p,slice_label:e},{variation:nj,version:i,items:[{}],primary:{text:[{type:n,text:"💡 Definition: The lifecycle of a skill is a skills development framework that guides organizations through the process of transforming the way they view skills, identifying what skills apply to their company objectives as industrial changes occur, and optimizing the way they enable learning and development, promoting internal mobility so that no valuable team member is left behind.",spans:[]}],source:[]},id:"text_banner_section$517742ac-c53d-4190-b3d7-e6b9ca5b7e8d",slice_type:ma,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Stage 1: Align skills and objectives",spans:[]},{type:a,text:"Data shows that 44% of the skills employees need to perform their jobs will change and work hours performed by machines will match those of human beings by 2025. These drastic shifts are forcing many companies to rethink their strategic direction. As a result, 15% of a company’s workforce is at risk of disruption and 6% of workers are expected to be completely displaced. While job destruction is currently expected to be offset by the “jobs of tomorrow” required to enable the data and AI economy, it’s up to employers to enable upskilling and reskilling to support employees and foster talent within the organization.",spans:[{start:$,end:ac,type:k,data:{link_type:v,url:ml}},{start:oe,end:nO,type:k,data:{link_type:v,url:ml}},{start:vI,end:621,type:c}]},{type:a,text:"This is already happening. Survey responses indicate that employers plan to transition 46% of displaced workers into emerging opportunities, in addition to providing reskilling and upskilling opportunities to almost three-quarters of their staff.",spans:[{start:hM,end:dK,type:k,data:{link_type:v,url:ml}},{start:kw,end:jZ,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}}]},{type:a,text:"Setting an organization and its employees up for a successful transition requires analyzing company objectives and the skills necessary to meet them in an ever-changing industry. Instead of viewing talent management, company growth, learning and development, and other business operations as separate entities, aligning business goals with talent management and learning and development creates an HR powerhouse. Teams communicate and collaborate, understanding what skills they need to learn and how their daily tasks contribute to the organization’s goals. ",spans:[{start:sd,end:412,type:c}]}]},id:"content_text_section$674dbeb8-6dfc-43cc-9c1c-54da8257583a",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Stage 2: Benchmark employee competencies",spans:[]},{type:a,text:"By 2025, 85 million roles may be displaced by technology, with 97 million new roles expected to emerge to support the transition. For employees to acquire the skills necessary to take on these new roles, they need a clear understanding of what skills they currently possess and the skills they need for their desired role. ",spans:[{start:aD,end:aC,type:k,data:{link_type:v,url:ml}}]},{type:a,text:"Only 42% of employees are taking up employer-supported upskilling and reskilling opportunities. Providing benchmarks measures employee performance, giving them a goal to work towards (one they are personally invested in) and the means to measure progress acts as a strong motivator. The remaining 58% not taking advantage of L&D opportunities might engage after seeing a clear, personalized path toward the next step in their career.",spans:[{start:gF,end:V,type:k,data:{link_type:v,url:ml}},{start:vW,end:Hh,type:c}]},{type:a,text:"Use skills mapping to create a dynamic view of the skills an organization’s employees possess, assess the gaps, then create benchmarks that motivate employees to develop new skills while highlighting opportunities for internal talent mobility. ",spans:[{start:eb,end:aR,type:k,data:{id:Ib,type:nE,tags:[],lang:f,slug:Ic,first_publication_date:Id,last_publication_date:Ie,uid:If,link_type:h,isBroken:g}}]},{type:a,text:"Employees without direction should prioritize developing evergreen skills like managing, advising, decision-making, reasoning, communicating, and interacting, as well as skills relating to tech advancement in their industry.",spans:[]}]},id:"content_text_section$9372fb2b-c764-4cab-af02-1d727d10bc2a",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Stage 3: Curate learning and development",spans:[]},{type:a,text:"The internet contains a wealth of information on every skill known to man, but only a fraction of that content is relevant to a specific organization’s workforce. Too much learning material becomes overwhelming and uninviting, rendering it ineffective. ",spans:[]},{type:a,text:"Curation is necessary to truly help employees develop the skills they need to fill their desired roles. Content needs to be hyper-relevant to your organization\u002Femployees. L&D teams should also accommodate different learning styles by diversifying content formats. ",spans:[]},{type:a,text:"Creating all of that content from scratch would be expensive and time-consuming. Instead, organizations can leverage technology to curate and scale existing content to be career-centered — marrying talent management and learning and development in the process. This enables employees to choose career goals as part of their L&D so that the skills they learn are catered to their desired roles.",spans:[{start:eQ,end:fW,type:c},{start:ge,end:dr,type:k,data:{id:nr,type:bu,tags:[],lang:f,slug:r,first_publication_date:ns,last_publication_date:nt,uid:bu,link_type:h,isBroken:g}}]}]},id:"content_text_section$36cc4e5f-c0ea-424a-b952-3021b4c1839c",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Stage 4: Enable effective skills development",spans:[]},{type:a,text:"Now that business operations are aligned, benchmarks are set, and content is curated to promote upskilling, reskilling, and internal mobility, it's time for employees to develop new skills. ",spans:[{start:lv,end:cS,type:k,data:{id:dR,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:dS,uid:dT,link_type:h,isBroken:g}}]},{type:a,text:"Traditionally, learning and development was viewed as something that takes place in a classroom. As technology evolved, online courses enabled independent learning. Still, this format focused on ensuring employees acquired knowledge rather than showing them how to use that knowledge on the job. ",spans:[]},{type:a,text:"The truth is, employees develop more skills working in their roles than in a classroom or online learning environment. Employees encounter problems, solve them through trial and error, ask for help when they get stuck, and receive feedback from team members along the way. They sharpen their skills by using them and teaching others to do the same. Traditional learning content lacks the interactive component necessary to help people apply their new knowledge.",spans:[]},{type:a,text:"94% of business leaders report expecting employees to cultivate new skills on the job — up from 65% in 2018. ",spans:[{start:d,end:ap,type:k,data:{link_type:v,url:ml}}]},{type:a,text:"This massive increase in experiential learning likely results from the environment of necessity created by Covid-19. Lockdown essentially shoved organizations underwater and said sink or swim. Resilient employees were forced to develop the skills they needed to complete their responsibilities with new tools in a new environment. They were so successful in doing so that they altered the way we do work for good. ",spans:[]},{type:a,text:"Businesses are beginning to view learning as a mix of internal and external expertise, new education technology tools, and formal and informal methods of skills development. Employers expect 39% of training to occur via an internal department, 16% to be supplemented by online learning platforms, and 11% by external consultants. ",spans:[{start:fx,end:pX,type:k,data:{link_type:v,url:ml}}]},{type:a,text:"An effective skills development strategy maximizes intuitive experiential learning, analyzes it, and allows it to inform future L&D strategies. Think of it as capitalizing on the “if it ain’t broke, don’t fix it” approach by figuring out what’s working and how you can create more of it.",spans:[{start:d,end:ft,type:c}]},{type:a,text:"One way of doing so could be incorporating the proven value of experiential learning into a formal learning and development setting by adding interactive components to online learning content. Another idea– make skills development more effective by adding a collaborative component. When team members tackle a problem with trial and error and lots of feedback, they learn new skills faster than they would alone. ",spans:[]},{type:a,text:"Employees understand the need to develop new skills. Their urgency is palpable. An effective skills development program must dedicate time and space to developing future-focused skills that benefit the organization as a whole.",spans:[{start:im,end:AR,type:c}]},{type:a,text:"HR managers can encourage engagement by allowing employees the time to focus on skills development and emphasizing that the organization values personal and professional development. 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Technology is drastically changing the way people do work. Even the skills that will likely be used every day no matter what technological advancements occur (like written and oral communication, collaboration, time management, etc.) change as culture shifts. ",spans:[]},{type:a,text:"In the last few years alone, for example, water cooler talk gave way to private Slack channels. Stand up meetings became Zoom chats. Collaborations went remote, putting greater pressure on communication skills than ever before. Employees learned how to work asynchronously, redefining time management in the workplace by stressing outcome over output. ",spans:[]},{type:a,text:"Employers expect to offer reskilling and upskilling to 70% of their employees by 2025. Companies that don’t prioritize internal mobility will be forced to fill new positions with talent at a time when new talent is scarce. ",spans:[{start:d,end:le,type:c},{start:cb,end:eR,type:k,data:{link_type:v,url:ml}}]},{type:a,text:"A business that does not move at the pace of society will inevitably get left behind. Keeping up means constantly redefining business processes through technology shifts, all while supporting loyal employees as they develop new skills to fill the gaps.",spans:[]},{type:a,text:"Which brings us to why the lifecycle of a skill is so important. It provides a framework for businesses to identify what skills are needed to reach company objectives, assesses the skills that currently exist within the organization, and provides effective learning and development opportunities that promote upskilling and reskilling. ",spans:[]},{type:a,text:"Ready to chart a new course for your people at work? To learn more about an agile skills development approach to talent management, talk to the 365Talents team today.",spans:[{start:d,end:is,type:c},{start:fy,end:kc,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$6ebb1d65-c1b5-4ac8-ab9e-9fbd12b97689",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{article:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$80b60602-2d4a-4341-8230-645733e83f1e",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"Practice the same skill for 10,000 hours, and that skill might become obsolete the minute you reach the finish line. 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Learn how to solve them.",img:{}},id:"seo$0ac810f2-57a0-483c-be35-52665b373e9f",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"5 big challenges HR faces with digital transformation",spans:[]}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:ex,type:t,tags:[],lang:f,slug:aT,first_publication_date:bp,last_publication_date:bp,uid:aT,link_type:h,isBroken:g}},{tag:{id:fH,type:t,tags:[],lang:f,slug:ci,first_publication_date:fI,last_publication_date:fJ,uid:ci,link_type:h,isBroken:g}},{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}},{tag:{id:dd,type:t,tags:[],lang:f,slug:aV,first_publication_date:ad,last_publication_date:de,uid:aV,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"hr challenges with digital transformation",copyright:e,url:Ga,id:Gb,edit:{x:d,y:d,zoom:q,background:cM}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:"2022-09-26",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The benefits of digital transformation are widely acknowledged. ",spans:[]},{type:a,text:"It helps ensure business continuity, improves customer and client satisfaction, and reduces human error. Organizations gain data-based insights to inform decision-making, enjoy significant cost savings and revenue growth, and secure competitive advantage. Employees are better engaged, more motivated to deliver their best work, and less stressed out. Job candidates, meanwhile, are afforded a seamless and enjoyable recruitment experience, which not only aids hiring organizations in the acquisition of top talent, but also drives brand reputation. ",spans:[{start:eA,end:Eb,type:c}]},{type:a,text:"Taking all of that into account, it’s no surprise that organizations are expected to invest $3.3 trillion in digital transformation projects by 2025. But it’s worth remembering that each of these benefits go hand-in-hand with a successful digital transformation - an accomplishment that is much easier said than done. ",spans:[{start:eX,end:g$,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.researchandmarkets.com\u002Freports\u002F5018614\u002Fdigital-transformation-market-by-technology-iot"}},{start:dj,end:rZ,type:G}]},{type:a,text:"In 2016, for example, Forbes assessed the risk of failure in digital transformation to be 84%. More recently, a study by Boston Consulting Group found that 70% of digital transformation projects fall short of their goals. Wherever you look, the statistics aren’t good - and that’s largely because organizations are prioritizing the implementation of technologies and tools over the needs of the workers who will be using them. ",spans:[{start:bQ,end:cP,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fbrucerogers\u002F2016\u002F01\u002F07\u002Fwhy-84-of-companies-fail-at-digital-transformation\u002F?sh=5bf4f1ad397b"}},{start:hb,end:eV,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fforbestechcouncil\u002F2021\u002F06\u002F15\u002F13-industry-experts-share-reasons-companies-fail-at-digital-transformation\u002F?sh=7328b9f37a3f"}}]},{type:a,text:"People challenges, such as outdated HR processes, employee pushback, and poor workforce planning strategies, are often the biggest barriers to digital transformation. In this article, we outline how HR departments can overcome these obstacles, and pave the way for successful digital transformation.  ",spans:[{start:hn,end:sy,type:c}]}]},id:"content_text_section$fc4e6509-14a8-486d-8599-2802bf1647cc",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"1. Strategic workforce planning",spans:[]},{type:a,text:"Strategic workforce planning is a critical business process that aligns an organization’s evolving needs and goals with its people strategy. HR departments will adopt various methods, programs, and tools to meet and predict current and future hiring needs. As a result, organizations can benefit from reduced labor costs, an increased ability to meet the demands of customers and clients, lower turnover rates, and heightened employee productivity and motivation.",spans:[{start:d,end:aG,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}},{start:vV,end:wN,type:c}]},{type:a,text:"In the context of digital transformation, strategic workforce planning is especially relevant. Ongoing digital transformation efforts mean business priorities are shifting constantly, and at a rapid pace. To accommodate these changes, organizations must ensure that the right people are in the right place at the right time - a responsibility that falls largely to HR departments. ",spans:[]},{type:a,text:"To establish an effective workplace plan, HR leaders must have a clear understanding of their organizations’ ongoing and future objectives. That means partnering closely with business leaders, not only so they can understand their needs, but so they can make a compelling case for strategic workforce planning. What are the benefits? How will it support the company’s digital transformation efforts? What tools and technologies are recommended? What resources will be required? And so on. ",spans:[{start:dz,end:rX,type:c}]}]},id:"content_text_section$44462b0b-e543-4eec-88c3-bd5e92829c67",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"2. HR processes ",spans:[]},{type:a,text:"For three very good reasons, HR departments ought to be at the forefront of their organizations’ digital transformation efforts.",spans:[]},{type:a,text:"1. Digital transformation requires an agile and flexible people strategy. Not only do organizations want the means to attract, recruit, and onboard people efficiently, but they also want to upskill the existing workforce as and when it is necessary. The latest and greatest developments in HR technology can support both of these requirements. ",spans:[{start:d,end:cL,type:c},{start:bl,end:cH,type:k,data:{id:jL,type:co,tags:[],lang:f,slug:co,first_publication_date:jM,last_publication_date:jN,uid:jO,link_type:h,isBroken:g}}]},{type:a,text:"2. A lack of employee buy-in is one of the top barriers to successful digital transformation. As the most people-oriented department within the business, HR teams must lead by example, demonstrating the many and varied benefits of digital transformation to both candidate and employee. The new hire who enjoys a highly streamlined onboarding process, or the employee who benefits from online training will be more inclined to sing the praises of digital transformation. ",spans:[{start:d,end:hN,type:c}]},{type:a,text:"3. The rise of remote working, catalyzed by the outbreak of COVID-19, changed everything. McKinsey’s American Opportunity Survey revealed that 58% of employees now have the option to work from home for all or part of their working week. Further, the research found that, when offered, almost everyone will take the opportunity to work flexibly. To attract and retain the best talent with the right skills from all over the world, an organization's technological infrastructure must support remote recruitment and work. ",spans:[{start:d,end:gY,type:c},{start:gA,end:hp,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.mckinsey.com\u002Findustries\u002Freal-estate\u002Four-insights\u002Famericans-are-embracing-flexible-work-and-they-want-more-of-it"}}]},{type:a,text:"So how is technology being used by HR departments today? ",spans:[]},{type:a,text:"Blockchain provides security and transparency, enabling HR and recruitment professionals to securely share information and quickly verify employee data. Skills assessments enable organizations to test prospective and current employees, informing hiring and succession planning decisions. Resume parsers quickly screen job applicants, which allows HR professionals to focus on more strategic and value-adding tasks. Digital learning, training, and development programs mean employees can acquire new skills no matter where they are in the world. Automated recruitment and onboarding processes mean organizations can secure top talent, before they are poached by a competitor. Chatbots make it easy for teams to engage consistently and meaningfully with candidates - scheduling meetings, answering questions, and sending follow-up communications. Finally, video conferencing apps, online office suites, team chat apps, and cloud storage are supporting the shift to remote working. ",spans:[]}]},id:"content_text_section$79e54bf0-64e5-464a-93c0-edde71bbab8e",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"3. Workplace culture",spans:[]},{type:a,text:"Digital transformations will fail without significant cultural change, since humans are naturally resistant to change. HR departments must prioritize making their organizations more “digitally friendly” to secure employee buy-in and the fast adoption of new tools and technologies.",spans:[]},{type:a,text:"Communication, training, and support is the winning trio to achieving this. ",spans:[]},{type:a,text:"Communication - HR departments must be able to explain the “why” of their organizations’ digital transformation in minute detail and keep employees informed and engaged every step of the way. There are lots of different ways to raise awareness and highlight the benefits of a digital transformation program, be it regular office hours, weekly newsletters, or town hall meetings. Remember, it’s far better to over-communicate than under-communicate.",spans:[{start:d,end:aJ,type:c}]},{type:j,text:"Training - Once employees are on board with the concept of digital transformation, HR departments must ensure they have the skills and the know-how to actually use the new tools at their disposal. There’s little point in investing in a cutting edge technology if the majority of workers are incapable of using it to its full potential. The most effective method of training will depend on the type of technology implementation. Sometimes a brief online tutorial will suffice. In other scenarios, HR departments may need to invest in a substantial upskilling program. ",spans:[{start:d,end:bf,type:c}]},{type:j,text:"Support - An organization’s digital transformation work is never done, and so it’s important that HR departments establish a culture of continuous improvement and change. Employees will be much more receptive to this when they feel they are getting the right amount of support. Further, workers should be encouraged to actively partake in their organization’s digital transformation journey by submitting feedback and suggestions. Digital transformation should unleash employee innovation and creativity, not stifle it.",spans:[{start:d,end:cC,type:c}]}]},id:"content_text_section$2263d63c-5e03-4fd6-832c-7f59f5c4e699",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"4. Management",spans:[]},{type:a,text:"It can be particularly difficult for people managers to flourish during a digital transformation. Not only is there pressure on these individuals to lead by example and quickly adopt new technologies, but digital transformation usually necessitates a complete change in management style. For example, a top-down management approach, so often pursued by middle managers, is regularly undermined by digital transformation.",spans:[{start:gC,end:so,type:c}]},{type:a,text:"For those who have successfully pursued the same leadership techniques for many years, accepting and embracing a change like this can be enormously challenging, and often drives an increased resistance to change. ",spans:[]},{type:a,text:"As such, managers must be supported and empowered at every level of an organization’s hierarchy. They need to understand their roles and responsibilities within a new company structure and be provided with the necessary training and guidance to excel. As with employee buy-in at a more junior level, it’s important that managers are involved and engaged throughout the digital transformation journey, to ensure new technologies and processes will be welcomed by all. ",spans:[]}]},id:"content_text_section$154c5d73-6d61-44d0-a1dc-979b02d5dc74",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"5. Values",spans:[]},{type:a,text:"The benefits of digital transformation might be many and varied, but in their haste to automate everything, some organizations forget to put their people first. ",spans:[{start:dy,end:gD,type:c},{start:hv,end:iA,type:G}]},{type:a,text:"If left unchecked by HR departments, the rise of automation in the workplace can contribute to a lack of personalization, resulting in neglected and unhappy candidates and employees. ",spans:[]},{type:a,text:"Let’s imagine Organization A decides to automate their end-to-end recruitment process. ",spans:[]},{type:a,text:"A highly-qualified candidate sees a targeted job advert via a social media platform and decides to fill-in the application form. Their submission is screened by a resume parser to identify key words and they are shortly invited to complete a skills assessment. ",spans:[]},{type:a,text:"The candidate’s performance at this stage of the recruitment process confirms that they are a great fit for the role, and so they are invited to attend a final-round online interview with one of Organization A’s senior managers. The candidate is required to schedule this meeting via a chatbot. Unfortunately, the only available time slots for the next three weeks are early in the morning, clashing with the candidate’s school run. There is no obvious way for the candidate to request an alternate interview time, or explain their unique circumstances. ",spans:[]},{type:a,text:"In the meantime, the candidate has been approached regarding a similar role at Organization B. While they enjoy an equally efficient recruitment process, it was much more straightforward for the candidate to schedule an interview at a time that worked well for them. This was largely thanks to the offer of a briefing call, which was conducted by one of Organization B’s hiring managers. ",spans:[]},{type:a,text:"Before long, the candidate secures and accepts the role at Organization B. Not only had they lost interest while waiting around for Organization A, but the clinical recruitment process lacked a personal touch and tarnished their perception of the brand.",spans:[]},{type:a,text:"While this might be a pretty basic example, it serves to illustrate the importance of pursuing a digital transformation journey that augments an organization’s existing processes and enhances the employee experience. ",spans:[]},{type:a,text:"A one-size-fits-all approach won’t work for digital transformation. Each candidate or employee has different goals and priorities, as well as different expectations of their employer. HR departments should ensure technology implementations support the unique, and forever evolving, needs of their workforce. ",spans:[]},{type:a,text:"Want to learn more about the importance of putting your people first whether it’s to advance your digital transformation efforts or uncover the unexpected and untapped skills in your organization? Get in touch with 365Talents today. ",spans:[{start:d,end:qb,type:c},{start:gL,end:hU,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$3a3a6a47-2ebe-4225-88ff-db3c048bc387",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}},{article:{id:jo,type:l,tags:[],lang:f,slug:jp,first_publication_date:jq,last_publication_date:jr,uid:js,link_type:h,isBroken:g}},{article:{id:tD,type:l,tags:[],lang:f,slug:tE,first_publication_date:tF,last_publication_date:tG,uid:tH,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$31ff7613-3c72-475a-a290-e5f6377e3956",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"The benefits of digital transformation are widely acknowledged, but HR challenges such as outdated processes, employee pushback, and poor workforce planning strategies, are often the biggest barriers to digital transformation.",spans:[]}],thumb_linktxt:[{type:a,text:cT,spans:[]}]}},{id:df,uid:di,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCLxORAAACEAwMw1%22%29+%5D%5D",tags:[],first_publication_date:aK,last_publication_date:dh,slugs:[dg],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:"6 keys to building loyalty and improving retention",sitename:e,description:"Building loyalty at your company is a great way to organically create a culture of employee engagement. 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Yet when your people feel empowered and invested in their career paths, they are more likely to be able to see a future for themselves with your company. ",spans:[]},{type:a,text:"Fostering loyalty is only one ingredient in the recipe for employee engagement and empowerment, but it is a remarkably powerful and self-sustaining one. ",spans:[]},{type:a,text:"To help you learn and remember the essential levers for building loyalty, we’ve turned to the recipes of our motherland. ",spans:[]},{type:a,text:"When you think of employee loyalty, think of CREPES.",spans:[]},{type:a,text:"Let’s dig in.",spans:[]}],image:{dimensions:{width:ay,height:ay},alt:"6 keys to building loyalty at your company - 365Talents",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F80716f36-ecf4-40c0-bd2c-e7fdadf4c6d9_365talents-crepes-loyalty-levers.jpeg?auto=compress,format",id:"ZCb9XRAAAB8Ax4Ti",edit:{x:d,y:d,zoom:q,background:cM}},caption:[{type:a,text:"6 keys to building loyalty",spans:[]}]},id:"content_text_section$6158753d-b4c8-42c9-b19a-0af342f23c63",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"The 6 levers of loyalty, explained by \"crepes\"",spans:[]},{type:a,text:"Adapted from the webinar “\"Comment fidéliser ses talents en hyper croissance ?” given by 365Talents Head of Marketing Julie Asselin in May 2022. ",spans:[{start:d,end:iv,type:G}]},{type:o,text:"1. C is for culture fit",spans:[]},{type:a,text:"When you start attracting talent and when you start asking questions in interviews, check the culture aspect. ",spans:[]},{type:a,text:"Some people who are coming in will be there just to get a paycheck and they don’t necessarily share the company culture. This isn’t necessarily a problem for job performance, but it is for loyalty: A company's values, mission and culture is one of the primary levers of loyalty. ",spans:[{start:mI,end:vs,type:c}]},{type:a,text:"If you believe in the company's mission, if you know that you have the same values as your colleagues, well, you're bound to be more attached to the company. So test the culture fit with questions during interviews. For example, do you have friends at work? How do you see yourself as a colleague? Just try to find the right questions that will really reflect your culture. ",spans:[]},{type:o,text:"2. R is for role",spans:[]},{type:a,text:"In the period when you're recruiting your talent, define the role and the position with the managers and put in place something that is clear and challenging. The role should not just be an exact copy of what the person was looking for, but rather offer a vision for their growth: Define something with challenges and rewards. Same for the name of the position. All of this will help the person to feel valued and to see a future with your company through their role, challenges and rewards.",spans:[{start:vJ,end:Dy,type:c}]},{type:o,text:"3. E is for environment",spans:[]},{type:a,text:"The third element is the managerial environment and it's very much linked to culture. It's how your managers in your teams are going to enable empowerment, i.e. to help people become autonomous. To guide, but not to micro-manage. We know that micro-management is a hindrance to development and even the reputation of your company, so create a managerial environment that is very healthy and really helps the development of skills. ",spans:[{start:uH,end:GP,type:c}]},{type:o,text:"4. P is for personalization",spans:[]},{type:a,text:"This brings us to the fourth point, which is one of the most important: Really think about the personalization of professional paths. So, what does that mean? ",spans:[{start:cH,end:gS,type:c}]},{type:a,text:"Once you've recruited someone, how do you project them into careers? ",spans:[{start:d,end:cX,type:c}]},{type:a,text:"This does not mean sending them after their boss's spot or adding a new senior suffix to their title every three years. It is rather how, according to their interests and their experiences, we can direct them on a unique, fulfilling professional path. This involves looking at the different things you can offer within the company and, for HR, means not necessarily looking for external recruitment when the position needs filling.",spans:[]},{type:a,text:"The personalization of career paths is also where managing your employees starts to get a little more complicated, especially when you go from 100 to 200 or 300 people.",spans:[]}]},id:"content_text_section$30659bc1-ec35-43b4-9af5-cf54e2281567",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:"How 365Talents helps with personalization of career paths at scale",spans:[]}],content:[{type:a,text:"At 365Talents, we don't believe the only way is up. That's why our decentralized talent mobility solution allows your people to chart a course for their future at work that moves vertically or laterally according to your mobility rules. We disregard the \"classic\" career path model to unleash creativity in how you and your people envision their growth and professional development. ",spans:[]},{type:a,text:"Through the ability of our AI to recognize skills, experiences and interests self-declared by your people in their own words and our smart matching technology that offers suggestions to both HR and employees, mapping skills and workforce planning has never been this empowering or engaging for your people. ",spans:[]}]},id:"content_text_section$30b57d96-c54a-4f23-970c-c7995c0aadd3",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"5. E is for engagement",spans:[]},{type:a,text:"The fifth element is really all about creating engagement through commitment and routines. You surely have some great examples of how you've maintained commitment, whether it be in hybrid work or team routines. Do we see each other every month, every three months, every off-site?",spans:[]},{type:a,text:"It's very much linked to the culture, but all that will maintain a spirit of cohesion and of group. Loyalty is fostered through belonging, through feeling like you are part of something where you feel good.",spans:[{start:eK,end:gC,type:c}]},{type:o,text:"6. S is for salary (and perks) ",spans:[]},{type:a,text:"The last one is salaries and benefits. The package you offer has to be competitive with the market otherwise even the most loyal employee will leave. But if you just find yourself using that single lever, you won’t succeed at creating true loyalty.",spans:[{start:ba,end:eC,type:c}]},{type:a,text:"For example, many managers will say, ah, Jean wants to leave, I'm going to offer him more money so I'm sure he'll stay. But from the moment that someone has told you that he wants to leave, it's not necessarily just a question of money — there are other things and a raise will only delay the inevitable.",spans:[]},{type:a,text:"There may be other things that Jean wants to do or he may have concerns with the other things on this list (environment, personalization, engagement) so use salary and benefits strategically. It may be important for recruitment, but for retention, it is not necessarily the most powerful tool.",spans:[]}]},id:"content_text_section$8208c2ef-40e6-4325-862a-a2bf1f55f9a5",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to engage your employees through HR marketing",spans:[]},{type:a,text:"Creating loyalty is an important way to create employee-driven engagement and build your employee brand — that is, the image and reputation of your company as seen and produced by your people. But loyalty and employee branding can be aided through the efforts of HR marketing as well.",spans:[]},{type:a,text:"Within the context of a great resignation and\u002For great attraction (depending on your point of view!), working on your employer\u002Femployee brand has many advantages for you:",spans:[]},{type:j,text:Ig,spans:[]},{type:j,text:Ih,spans:[]},{type:j,text:Ii,spans:[]},{type:j,text:Ij,spans:[]},{type:a,text:"In the creation of an employee brand, your employees are naturally your best ambassadors.",spans:[{start:d,end:eQ,type:c}]},{type:a,text:"HR marketing is one way to engage your employees in the creation of your company image and reputation. ",spans:[]},{type:o,text:Ik,spans:[]},{type:a,text:"As a first step, you need to understand their expectations. They might not be at all the same as when they first joined the company. Preparing questions and taking the time to have discussions with them are two essential steps to start with. Also, look at the employer brand actions carried out by other companies or studies published on this topic.",spans:[]},{type:a,text:Il,spans:[]},{type:j,text:Im,spans:[]},{type:j,text:In,spans:[]},{type:j,text:Io,spans:[]},{type:a,text:"Now doesn’t that align with our CREPES view of loyalty?",spans:[{start:d,end:cb,type:c}]},{type:a,text:"This means that there are many possibilities for improving your employees’ experiences, while building loyalty and encouraging engagement.",spans:[]},{type:E,text:"Fulfill your promises",spans:[]},{type:a,text:Ip,spans:[]},{type:a,text:Iq,spans:[]},{type:a,text:"You will then expose yourself to the risks of “quiet quitting” and high turnover…",spans:[]},{type:E,text:"Engage employees in strategy",spans:[]},{type:a,text:"An HR marketing strategy cannot be created without involving managers and employees, regardless of their departments or seniority.",spans:[]},{type:a,text:"If the HR team is leading the process, these are indeed your employees and those primarily affected. Therefore, present your ideas and actions to volunteer employees. You will see that they are delighted to contribute to your company image, especially once you have put in the work to create a company that inspires loyalty. ",spans:[]},{type:a,text:"Ready to chart a new course for your people at work? To learn more about building loyalty and engagement at your company, talk to our team today.",spans:[{start:d,end:iv,type:c},{start:gE,end:io,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$fb4119ca-5006-44f5-a782-ac12b0c666e1",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:jo,type:l,tags:[],lang:f,slug:jp,first_publication_date:jq,last_publication_date:jr,uid:js,link_type:h,isBroken:g}},{article:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}},{article:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:"Chart a new coures for your people at work",spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$087e09f1-2a72-451d-8a65-8c7176320616",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"Building loyalty at your company is a great way to organically create a culture of employee engagement. ",spans:[]}],thumb_linktxt:[{type:a,text:cT,spans:[]}]}},{id:oy,uid:oA,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCLz-BAAAB8AwNbf%22%29+%5D%5D",tags:[],first_publication_date:eE,last_publication_date:oz,slugs:[],linked_documents:[],lang:f,alternate_languages:[{id:"ZioJLBAAAAafFWDq",type:l,lang:T,uid:"comment-calculer-roi-strategie-basee-sur-les-competences"}],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:Ir,sitename:D,description:"The human case for a skills-focused approach to HR is easy to make, but we know you need you to show ROI on all your HR efforts. Here are 7 ways to measure ROI.",img:{dimensions:{width:K,height:J},alt:"calculate skills roi",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F80a27fb6-4250-4009-b008-7042bdf85be6_IMG_Articles_GEMS_stroke-potential-solid-grunge-navy_4.png?auto=format,compress",id:we,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$c905742d-bde8-4904-b661-e1dc0377f56e",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"How to calculate the ROI of a skills-centered HR strategy",spans:[]}],category_grp:[{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}},{tag:{id:ex,type:t,tags:[],lang:f,slug:aT,first_publication_date:bp,last_publication_date:bp,uid:aT,link_type:h,isBroken:g}},{tag:{id:jE,type:t,tags:[],lang:f,slug:dq,first_publication_date:fn,last_publication_date:jF,uid:dq,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:HZ,id:H_,edit:{x:d,y:d,zoom:q,background:u}},author:{id:hX,type:I,tags:[],lang:f,slug:hY,first_publication_date:a$,last_publication_date:a$,link_type:h,isBroken:g},p_date:"2022-09-19",u_date:"2024-04-23",aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"In pursuing a skills-centered HR strategy, you probably have an end goal in mind. ",spans:[]},{type:a,text:"You’ll be looking to hire top talent, reduce attrition, fill skills gaps, improve employee satisfaction, and remain competitive. But how can you be sure that your efforts are truly paying off? ",spans:[]},{type:a,text:"You might already be making the smartest hiring decisions, investing in the most suitable training programs, and uplifting and motivating your workforce. But you won’t know for sure unless you start calculating the ROI on your HR efforts. ",spans:[]},{type:n,text:"The challenge of measuring ROI on skills",spans:[]},{type:a,text:"In some cases, calculating the ROI on an HR investment seems pretty straightforward. ",spans:[]},{type:a,text:"Let’s look at a really basic example. You ask your workforce to complete a two-hour training program during which they will learn some basic Excel skills. At the end of the program, a short test will assess your employees’ understanding of its content. If everyone passes the test, you might safely assume you made a worthwhile investment: you identified a business need to improve Excel proficiency, you trained your workers, and you assessed their new skills. ",spans:[{start:d,end:bl,type:c}]},{type:a,text:"But, in this case, there are additional things worth considering. How often are your employees putting their newly-earned skills to good use? What problems are they solving that they weren’t previously? How has your investment driven operational efficiencies or added value to the business? Does the value of these newly acquired skills outweigh the time your employees spent away from their desks to complete the training program? Did proposing this training deepen their engagement with your company? How is this investment in their skills changing how they feel about their progress at work?",spans:[{start:B_,end:594,type:c}]},{type:a,text:"As we mentioned, this is a simple example. What happens when you want to know the ROI of something less quantifiable, be it your employees’ soft skills, worker satisfaction, or hiring decisions?",spans:[{start:dz,end:he,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}}]},{type:a,text:"There’s no one size fits all approach to calculating the ROI of your HR strategies, but here are a handful of things to try. ",spans:[]}]},id:"content_text_section$2e6e4da6-8946-4069-b4af-a355cea2fddc",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"7 ways to measure ROI on HR strategy",spans:[]},{type:o,text:"1. The Kirkpatrik Model  ",spans:[]},{type:a,text:"University professor Don Kirkpatrick first began the development of the Kirkpatrick Mode lin 1959. ",spans:[{start:dy,end:gY,type:k,data:{link_type:v,url:"https:\u002F\u002Fkirkpatrickpartners.com\u002Fthe-kirkpatrick-model\u002F"}}]},{type:a,text:"Organizations around the world use this four-level model, refined over the years and eventually published in 1993, to evaluate the effectiveness of their training and upskilling programs. The World Economic Forum estimates that the cost of reskilling is $24,800 per worker, so you want to be sure your efforts are paying off. ",spans:[{start:hn,end:jt,type:k,data:{id:fM,type:l,tags:[],lang:f,slug:fN,first_publication_date:as,last_publication_date:fO,uid:fP,link_type:h,isBroken:g}},{start:lx,end:jd,type:k,data:{link_type:v,url:Is}}]},{type:a,text:"Here’s how the Kirkpatrik method works:",spans:[]},{type:j,text:"Level One – Reaction: This stage requires you to assess your employees’ reactions in the immediate aftermath of an upskilling or training program. Did they find it beneficial? Was the information well communicated? Were the training materials sufficient? Will they apply their learnings moving forward?",spans:[{start:d,end:V,type:c}]},{type:j,text:"Level Two – Learning: For stage two, you will assess your employees’ information retention. To determine how much information was absorbed, you might choose to set work assignments or ask employees to complete a test. For accurate results, this step should be repeated shortly after a program is completed and a bit of time after. That way, you’ll know whether or not the knowledge has been retained by your employees for the long term.",spans:[{start:d,end:V,type:c}]},{type:j,text:"Level Three - Behavior: Now, you need to assess how your employees are incorporating their learnings in their day-to-day work. This can be achieved via self-assessments, manager evaluations, spot inspections, etc. ",spans:[{start:d,end:ap,type:c}]},{type:j,text:"Level Four - Results: The final step requires you to evaluate whether your program has delivered the required results. ",spans:[{start:d,end:ar,type:c}]},{type:a,text:"The main benefit of the Kirkpatrick Model is that it provides a set of simple, evaluative steps that can be applied across any industry. You’ll gain insights into the success and impact of your upskilling or training programs so you can make changes and improvements as necessary. ",spans:[]},{type:a,text:"The biggest downside of the Kirkpatrick Model is that it is time-consuming and costly to implement. It’s also a bit difficult to link financial outcomes to a specific program.",spans:[]}]},id:"content_text_section$87a4a0b8-a7ef-4d67-afa2-1b04fde689a0",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"2. The Phillips Model of Learning Evaluation",spans:[]},{type:a,text:"The Kirkpatrick Model is useful for measuring the success of a training or upskilling program, but it falls short of providing an ROI cost-benefit analysis. With this in mind, Jack Phillips came up with the Phillips Model of Learning Evaluation, enabling organizations to compare the results of their programs alongside the costs of implementing them. Here’s how his five-step model works:",spans:[]},{type:j,text:"Level One – Reaction: As per the Kirkpatrick model.",spans:[{start:d,end:V,type:c}]},{type:j,text:"Level Two – Learning: As per the Kirkpatrick model.",spans:[{start:d,end:V,type:c}]},{type:j,text:"Level Three – Application and Implementation: Alongside assessing how employees are implementing their learnings, this step analyzes why the program was a success or failure. This will enable you to make changes to improve your business outcomes next time around. ",spans:[{start:d,end:bz,type:c}]},{type:j,text:"Level Four –  Impact: For this step, you will consider both the positive and negative impacts of a training or upskilling program. For this step, you will collate qualitative and quantitative data to analyze its impact, while also considering any external factors that might have contributed to employee performance.",spans:[{start:d,end:V,type:c}]},{type:j,text:"Level Five – ROI: This is where the Phillips Model most notably deviates from the Kirkpatrick model. Via a cost-benefit analysis, you will evaluate the costs of your program and its financial impact to calculate its value. ",spans:[{start:d,end:U,type:c}]},{type:a,text:"Importantly, the Phillips Model measures both the tangibles (e.g. monetary value) and the intangibles (e.g. employee satisfaction).",spans:[{start:d,end:fu,type:c}]}]},id:"content_text_section$b1ad6a73-4424-40d3-b06e-ad825a2d103f",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"3. ROI training calculator ",spans:[]},{type:a,text:"An ROI Training Calculator is a straightforward way to calculate the monetary benefits of a training or upskilling program. ",spans:[]},{type:a,text:"Let’s imagine you spend three hours training 20 employees - who earn $25\u002F hour - on their sales technique.",spans:[]},{type:a,text:"Cost of training:  ",spans:[{start:d,end:ac,type:c}]},{type:a,text:"Time spent- 20 employees X $25\u002F hour X three hours= $1,500 ",spans:[{start:aW,end:aY,type:c}]},{type:a,text:"Course development costs - $10,000",spans:[]},{type:a,text:"Course implementation costs - $5,000 ",spans:[]},{type:a,text:"Total: $16,500",spans:[]},{type:a,text:"Benefit of training: ",spans:[{start:d,end:V,type:c}]},{type:a,text:"As a result of this training program, your 20 employees generated 10% more sales in a year, which translated to a $100,000 sale increase ",spans:[]},{type:a,text:"ROI calculation:",spans:[{start:d,end:$,type:c}]},{type:a,text:"ROI% = ($ benefit of training - $ cost of training) \u002F cost of training x 100 ",spans:[]},{type:a,text:"ROI% = ($100,000 - $16,500) \u002F $16,500 x 100 = 506%",spans:[]},{type:a,text:"This method works best for technical or highly structured roles where financial benefits are easily identified and isolated. ",spans:[{start:d,end:fL,type:c}]},{type:a,text:"NB: There are several ROI training calculators available online. Simply plug in your figures and let the calculator do the rest. ",spans:[{start:d,end:gc,type:G}]}]},id:"content_text_section$98d0a9e1-38db-483b-b606-3186b037328d",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"4. Performance reviews",spans:[]},{type:a,text:"When it’s more difficult to directly link employee performance to financial outcomes, performance reviews (or supervisor assessments) are the way to go. ",spans:[]},{type:a,text:"Let’s imagine you send a team of middle managers on a course designed to improve their negotiation skills. ",spans:[]},{type:a,text:"To measure the success of the program, you will assign a senior manager to monitor the performance of participants before and after their training is complete. They will note down any significant improvements in job performance and perhaps even use a control group of those who did not complete training. ",spans:[]},{type:a,text:"If you want to make the evaluation process more scientific, you could require the senior manager to quantify improvement by percentage in key areas. For example:",spans:[]},{type:j,text:"Customer service: +5%",spans:[]},{type:j,text:"Communication skills: +10%",spans:[]},{type:j,text:"Task completion: 5% ",spans:[]},{type:a,text:"In this example, the average productivity improvement would be (5 + 10 + 5) \u002F3 = 6.66%.",spans:[]}]},id:"content_text_section$77a875ca-8875-486c-8e83-8d620de3dacd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"5. Business impact study",spans:[]},{type:a,text:"A business impact study examines the meaningful changes brought about by new processes, be it upskilling, hiring practices, succession planning, or an internal talent marketplace strategy. To understand how any of these skills-centered HR processes are impacting the business, you might look into:",spans:[{start:he,end:iw,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}}]},{type:j,text:"Turnover rate  - Replacing an employee can cost more than half the annual salary for entry-level jobs and up to 200% of the annual salary for executive-level positions, so this is likely a key driver behind the implementation of new HR strategies.",spans:[{start:d,end:U,type:c},{start:ct,end:eT,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.sumtotalsystems.com\u002Fblog\u002Froi-of-upskilling-and-reskilling-employees"}}]},{type:j,text:"Time-to-productivity – This measures how long it takes for a new hire to become fully operational and productive. A shorter time-to-productivity indicates your business is making the right hiring decisions and onboarding employees effectively, which are often the outcomes of a skills-first HR strategy. ",spans:[{start:d,end:ar,type:c}]},{type:j,text:"Number of roles filled internally - An internal talent marketplace helps match existing employees to open roles. In doing so, you can improve employee morale and productivity and reduce turnover rates.",spans:[{start:d,end:aS,type:c}]},{type:j,text:"Leadership development pipeline – A skills-centered HR approach will help you identify high-potential talent so you can expand and develop their capabilities as needed and fill out your leadership pipeline. Important for long-term business success.  ",spans:[{start:d,end:aU,type:c}]},{type:j,text:"Profit margin – If newly implemented HR strategies aren’t ultimately driving profit for your business, you’re doing something wrong.",spans:[{start:d,end:au,type:c}]},{type:a,text:"A business impact study should include a four-step process. Let’s imagine your goal is to drive an internal talent marketplace and reduce employee turnover. ",spans:[]},{type:j,text:"Step 1 - Evaluation Planning: Determine your objectives. Your success indicators would include X% number of roles filled by internal talent and improved retention rates.  ",spans:[{start:d,end:aQ,type:c}]},{type:j,text:"Step 2 - Data Collection: Does what it says on the tin. You collect relevant information, such as hiring data and employee satisfaction surveys. ",spans:[{start:d,end:aC,type:c}]},{type:j,text:"Step 3 - Data Analysis: During the data analysis stage, you isolate and analyze the impact of your program.",spans:[{start:d,end:ap,type:c}]},{type:j,text:"Step 4 – Reporting: For this step, you produce an impact study detailing the outcome of your program.",spans:[{start:d,end:ac,type:c}]}]},id:"content_text_section$c0aa4dbd-d516-4774-8a0a-4ee9e6fe5316",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"6. Worker surveys ",spans:[]},{type:a,text:"When you put your people and their skills at the center of your HR ecosystem, you get happier employees, which will ultimately improve retention rates and drive productivity and motivation. And what’s the best way to figure out whether your methods are working and your employees are happy? You ask them. ",spans:[{start:dr,end:eC,type:k,data:{id:lP,type:l,tags:[],lang:f,slug:r,first_publication_date:aK,last_publication_date:lQ,uid:lR,link_type:h,isBroken:g}},{start:it,end:nM,type:c}]},{type:a,text:"Worker surveys can include questions on everything from manager reviews and work environment, to company culture and brand reputation. But to evaluate your skills-first HR strategies, be sure to focus heavily on personal growth.",spans:[]},{type:a,text:"Not only will this reveal how successfully your existing programs are operating, but it serves to reassure your workforce that you care about their professional development. As many as 95% of millennial and Gen Z workers expect their employers to provide learning opportunities and 94% of all employees said they would stay longer at a company that invested in their future. ",spans:[{start:em,end:eV,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.sumtotalsystems.com\u002FBLOG\u002FROI-OF-UPSKILLING-AND-RESKILLING-EMPLOYEES"}},{start:mp,end:xf,type:c},{start:r_,end:jQ,type:k,data:{link_type:v,url:Is}}]}]},id:"content_text_section$688a35f5-9f67-4129-a50a-d5de7132a36a",slice_type:p,slice_label:e},{variation:nj,version:i,items:[{}],primary:{text:[{type:n,text:"What’s the best way to figure out whether your methods are working and your employees are happy? You ask them ... 94% of all employees said they would stay longer at a company that invested in their future. ",spans:[]}],source:[]},id:"text_banner_section$ea28cae6-8eaa-46e6-b2da-d4655b9bb5a6",slice_type:ma,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"7. Skills Assessments  ",spans:[]},{type:a,text:"Skills assessments see organizations collect data on employee or candidate capabilities to be evaluated in conjunction with specific criteria.",spans:[]},{type:a,text:"As a way of determining a person’s ability to perform well in a particular role, skills assessments are perhaps most commonly used to test prospective candidates and inform hiring decisions. ",spans:[]},{type:a,text:"But this technique can also be deployed to assess existing employees before and after they complete a training program or to track the evolution of your organization’s skill profile following changes to your HR strategy. ",spans:[]},{type:a,text:"For example, if a group of software developers completes a coding course, you’d expect a skills assessment to reveal that their technical skills had improved.  ",spans:[]},{type:a,text:"Alternatively, a significant investment in your internal talent marketplace might see more employees gain leadership skills. Armed with this knowledge, you can make changes to your talent strategy and release the untapped and unexpected skills that will move your organization forward.",spans:[]},{type:a,text:"Skills assessments can also inform how you allocate work (a high-value client-facing project will require employees with communication and negotiation skills, for example)and where best to invest in career development (employees with no natural aptitude for coding should not be sent on the aforementioned course.)",spans:[]},{type:a,text:"You want to play to the strengths of your workforce at every opportunity. ",spans:[]},{type:a,text:"Want to learn more about the importance of driving a skills-centered HR strategy, and how best to measure your efforts? Get in touch with 365Talents today. ",spans:[{start:d,end:hb,type:c},{start:gf,end:nN,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$e995b7bc-3617-4ae1-adf0-3647bc46b113",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{article:{id:kO,type:l,tags:[],lang:f,slug:kP,first_publication_date:kQ,last_publication_date:kR,uid:kS,link_type:h,isBroken:g}},{article:{id:iI,type:l,tags:[],lang:f,slug:iJ,first_publication_date:iK,last_publication_date:iL,uid:iM,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$4af00022-3a37-43b8-babc-5bb0347472f4",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:Ir,spans:[],direction:b}],thumb_description:[{type:a,text:"The human case for a skills-focused approach to HR is easy to make, but we know you need you to show ROI on all your HR efforts. 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Make sure your ITM is multilayered.",img:{}},id:"seo$83d3be95-69d8-4c8a-ba2d-0762638def8f",slice_type:H,slice_label:e}],hero_title:[{type:F,text:"Why you need multilayered skills tech in your HR stack",spans:[]}],category_grp:[{category:{id:bb,type:x,tags:[],lang:f,slug:r,first_publication_date:bd,last_publication_date:be,uid:bc,link_type:h,isBroken:g}},{category:{id:bX,type:x,tags:[],lang:f,slug:r,first_publication_date:bZ,last_publication_date:b_,uid:bY,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}},{tag:{id:cl,type:t,tags:[],lang:f,slug:aj,first_publication_date:cm,last_publication_date:cn,uid:aj,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:xM,id:ss,edit:{x:d,y:d,zoom:q,background:cM}},author:{id:gg,type:I,tags:[],lang:f,slug:gj,first_publication_date:gh,last_publication_date:gi,link_type:h,isBroken:g},p_date:"2022-09-12",u_date:e,aside_n_title:[{type:E,text:xA,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"What do millefeuille and skills technology have in common?",spans:[]},{type:a,text:"For the confectionary connoisseur, the millefeuille is one of the most artful of French pastries. Airy, flaky and fluffy all at once, the traditional millefeuille is made with three layers of puff pastry, filled with cream and decorated with fondant.",spans:[]},{type:a,text:"While airy, flaky or fluffy aren’t the qualities you should be looking for in a new tech solution for your HR stack, multilayered is an absolute must. ",spans:[]},{type:a,text:wu,spans:[{start:d,end:fv,type:c}]},{type:j,text:qd,spans:[]},{type:j,text:wv,spans:[]},{type:j,text:EL,spans:[]},{type:a,text:"Let’s get into what that means. ",spans:[]},{type:a,text:"For the purposes of this breakdown, we’ll look at an internal talent marketplace as your piece of skills technology, though the guidelines can be applied to any.",spans:[]}]},id:"content_text_section$aa85575a-11d3-4276-b890-50c19bc868a3",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"3 layers of an effective internal talent marketplace",spans:[]},{type:a,text:"The internal talent marketplace has become an essential part of HR tech stacks around the globe. Implemented well, an ITM connects employees with opportunities and helps companies to improve their engagement, find new talent and move quickly and confidently toward their next transformation.",spans:[{start:bz,end:dI,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{start:in0,end:hp,type:c},{start:ix,end:qR,type:c},{start:jf,end:lu,type:c},{start:jb,end:pe,type:c}]},{type:a,text:"To do this, however, it’s essential that your internal talent marketplace has three layers.",spans:[]},{type:o,text:"Layer 1. Empowering employee engagement",spans:[]},{type:a,text:"Everything builds on employee engagement. So it should come as no surprise that the first layer of an effective internal talent marketplace is the employee engagement layer. ",spans:[]},{type:a,text:"However, your technology needs to encourage employee engagement so that your ITM can, in turn, be catalyzed by your employee engagement. It’s a harmonious cycle. ",spans:[{start:iC,end:gy,type:c}]},{type:a,text:"In practice, this means your technology needs to be agile and able to understand a vast array of inputs, so that engagement is easy and effortless for your employees.",spans:[]},{type:a,text:"“[The skills technology you bring in your company] has to be intelligent and agile enough for your employee engagement,” 365Talents CEO and co-founder Loïc Michel explained recently on the Humanalytics podcast. “[Your employees] have to be able to engage and fill in information and to express themselves the way they want.”",spans:[{start:ky,end:jf,type:k,data:{id:Ib,type:nE,tags:[],lang:f,slug:Ic,first_publication_date:Id,last_publication_date:Ie,uid:If,link_type:h,isBroken:g}}]},{type:a,text:"Luckily, there is artificial intelligence specifically designed for this purpose. Skills Intelligence, such as that created by 365Talents, allows employees to define their skills and ambitions in their own words, on their own terms. This continuously improves the accuracy of the employee’s profile for better matching and a clearer view on a company’s internal skills.",spans:[{start:io,end:hU,type:c}]},{type:a,text:"Which brings us to layer number two.",spans:[]}]},id:"content_text_section$e5142be8-4a99-4313-b4c3-1f995dbfc441",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"[The skills technology you bring in your company] has to be intelligent and agile enough for your employee engagement. [Your employees] have to be able to engage and fill in information and to express themselves the way they want.",spans:[]}],name:[{type:a,text:kZ,spans:[]}],job:[{type:a,text:It,spans:[]}]},id:"quote_section$06b6a404-d0af-4729-bfa6-4c71fd4b123a",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"Layer 2. Dynamic offer-and-demand matching",spans:[]},{type:a,text:"After the engagement layer comes matching. The matching layer is what allows you to see new possibilities and explore a world beyond job descriptions. But just like employee engagement, for the matching layer to be effective, it needs to be well-designed specifically for that purpose.",spans:[]},{type:a,text:"“Then [your technology] has to be good enough and structured in another way… to dynamically match the offer and demand for skills so that you can curate and personalize the talent experience of any employee with a value set of opportunities in the company,” Loïc continues. “That's the second layer. The skills, technology and the skill engine has to be good for the second layer to match offer and demand.”",spans:[{start:pQ,end:Fo,type:c}]},{type:o,text:"Layer 3. Analytic decision-making",spans:[]},{type:a,text:"The third layer is the decision making layer. This layer is where you find actionable insights and analysis that can support your strategic workforce planning. ",spans:[]},{type:a,text:"It’s also the layer where the difference of a multilayered skills solution can be seen most profoundly.",spans:[{start:d,end:dv,type:c}]},{type:a,text:"“If you don't have the two first layers, the top decision layer won't be that “top” because it will come from nowhere,” Loïc says. “It might be useful to have for some board presentations and to say, okay, we are here and we should be there. But actually, it won't be a good reflection of what your particular workforce is today and how you could transform and engage with the office in the future.”",spans:[{start:lJ,end:397,type:c}]},{type:a,text:"In other words, most talent technology can give you broad insights on your industry and the general skill needs for your field. But if you want deeper analysis that is reflective of what your people and your company, specifically, you need multilayered technology. ",spans:[]}]},id:"content_text_section$2f75c6fd-5f68-40a7-b10a-a84e5df829bd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{link:{link_type:v,url:"https:\u002F\u002Fwww.youtube.com\u002Fembed\u002F_IKQXINHd3k"}},id:"post_embed_section$2a83882a-8b21-4a78-8f0d-d98596f1c9d9",slice_type:"post_embed_section",slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"If you don't have the two first layers, the top decision layer won't be that “top” because it will come from nowhere. It might be useful to have for some board presentations and to say, okay, we are here and we should be there. But actually, it won't be a good reflection of what your particular workforce is today and how you could transform and engage with the office in the future.",spans:[]}],name:[{type:a,text:kZ,spans:[]}],job:[{type:a,text:It,spans:[]}]},id:"quote_section$dcf737fd-0c4f-4e2e-be07-9526f9ad5047",slice_type:aO,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:oR,height:oS},alt:e,copyright:e,url:oT,id:oU,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:xw,spans:[]}],text:[{type:a,text:"42 percent of respondents rated their HR technology implementations as failures after two years, according to Josh Bersin Co. \n",spans:[]},{type:a,text:"As a mission control for sharing skills data, integration with 365Talents can supercharge HR projects across your tech stack with skills data so you can boost adoption and avoid false-starts before you launch. ",spans:[]},{type:a,text:oV,spans:[]}],btntxt:[{type:a,text:jn,spans:[]}],btnlnk:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}},id:"cta_section$54ed0004-53b3-4a08-92b3-7ec49da0721d",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to choose a multilayered internal talent marketplace",spans:[]},{type:a,text:"When considering your options for an internal talent marketplace, there are strategic and functional questions to consider. ",spans:[]},{type:a,text:"For functionality, you should consider questions such as quality of technology, ease-of-integration with your existing tools and UX, as well as other components that go along with SaaS solutions. (For example, how important is it for you to have access to a dedicated support specialist?) But before you begin to filter out your options by such parameters, you must consider your HR strategy.",spans:[]},{type:a,text:tP,spans:[]},{type:a,text:"1. What are my company needs? ",spans:[]},{type:a,text:"2. How important is talent experience?",spans:[]},{type:a,text:"If you're looking for something to replace your current HCM system, run payrolls and administrative tasks, manage one-off moves and offer quick fixes, a traditional ITM is likely to get the job done. You can focus on your practical, functional requirements. ",spans:[]},{type:a,text:"But if you're instead driven to create a great employee experience that empowers your people to take control over their career paths while giving your HR teams a tool specifically designed to help them identify and develop the skills needed for strategic workforce planning, you may want to look instead to talent experience solutions.",spans:[]},{type:n,text:"Why choose talent experience for talent management",spans:[]},{type:a,text:"Talent experience platforms like 365Talents allow a strong alignment between employee ambitions and company goals. ",spans:[{start:cq,end:in0,type:c}]},{type:a,text:"By letting employees find meaningful work through which to develop their skills and expertise, employers can see higher levels of productivity and a stronger sense of commitment. ",spans:[]},{type:a,text:"Talent experience technologies also boost engagement by creating a more open and flexible path for career and skill development that matches employees' expectations for a modern workplace. They also put your people in the driver's seat of their own development, giving them the tools to discover new opportunities and make informed decisions about where they want to go next. ",spans:[{start:hH,end:oe,type:c}]},{type:a,text:"Finally, prioritizing talent experience is how you can create a \"gig\" economy within your company by using matching algorithms, predictive analytics and user input to connect employees with opportunities tailored to their skills and preferences. ",spans:[]},{type:a,text:"In short, a multilayererd talent experience platform gives your company the ability to become a more democratic and inclusive people-first organization through empowering your employees with a decentralized, personalized approach to talent mobility.",spans:[]},{type:a,text:"Ready to chart a new course for your people at work? To learn more about the importance of multilayered skills technology, book a demo today.",spans:[{start:d,end:cS,type:c},{start:gz,end:n_,type:k,data:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}}]}]},id:"content_text_section$dea11b0d-8c5f-4b09-b063-7f4229c53acd",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{article:{id:cZ,type:l,tags:[],lang:f,slug:r,first_publication_date:ag,last_publication_date:c_,uid:c$,link_type:h,isBroken:g}},{article:{id:gG,type:l,tags:[],lang:f,slug:gH,first_publication_date:as,last_publication_date:gI,uid:gJ,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$314706d4-7b78-439e-a1fa-646d895cbc32",slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"What do millefeuille and skills technology have in common? 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Companies are finding it difficult to attract and retain their talent. Perhaps you are experiencing the same issue. In that case, it’s time to review your approach. This is when HR marketing comes into play.",spans:[]},{type:a,text:"Over the past few years, brands and companies have been increasingly quick to consult marketing when it comes to human resources. Marketing can be authentic, sincere and driven by good values, making some of its techniques very effective for issues of recruiting and engaging with employees.",spans:[]},{type:a,text:"Whether you are talking to clients or employees, the objective is the same: to grow the company in one way or another. The rhetoric and your company values remain the same. Of course, your target audience is different. On the one hand, marketers are often talking to prospects and community building. For HR, it’s about employees and teams.",spans:[{start:hc,end:iz,type:c}]},{type:a,text:"We are therefore going to look at best practices for HR marketing as a whole and specific methods for implementing the techniques for your unique HR needs.",spans:[]}]},id:tQ,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is the difference between employee branding and employer brand?",spans:[]},{type:a,text:"First, let's set some terms. We'll start by defining \"employer branding\" or \"employer brand\" — and then we'll define \"employee branding,\" and explain the difference.",spans:[]},{type:a,text:"First, here is the result of a Google search for \"employer brand\":",spans:[]},{type:a,text:"“Employer brand is a term generally used to describe the set of image issues a brand faces from the perspective of its target audience made up of employees or potential recruits.”",spans:[{start:d,end:iw,type:G}]},{type:a,text:"Then, a search for \"employee branding\" on Google. You land on this: ",spans:[]},{type:a,text:"\"Employee branding is defined as an employer's reputation among its workforce. In other words, it is about how your employees value you as an employer. It can make companies more acceptable in the talent marketplace, thus hiring & retaining talented employees matching your company's culture & values.\" - by Empuls.io",spans:[{start:d,end:n$,type:G},{start:vQ,end:n$,type:k,data:{link_type:v,url:"https:\u002F\u002Fblog.empuls.io\u002Fwhat-is-employee-branding\u002F"}}]},{type:a,text:"Catch the difference? While employer brand is a set of images coming from the brand, employee branding is the image created by the employees on their own terms through their perception of the brand. It's a nuanced distinction, but for any company pursuing an employee-first strategy, employee branding — in which the employer brand is organically and enthusiastically created by the employees — is the natural term of choice.",spans:[]},{type:a,text:"However, in order to develop great employee branding, one must develop a strong employer brand. In other words, employer branding is all the HR marketing you do in order to engage and empower your people to create strong employee branding. Employee branding is created through  employee engagement, employer branding is created through employee experience. ",spans:[{start:eS,end:hE,type:c}]},{type:a,text:"From our point of view at 365Talents, 3 specific factors influence your employee brand.",spans:[{start:bl,end:dH,type:c},{start:ho,end:ks,type:c}]},{type:n,text:"The 3 essential elements of employer brand",spans:[]},{type:o,text:"Your identity",spans:[{start:d,end:aJ,type:c}]},{type:j,text:"What are your company history and values?",spans:[]},{type:j,text:"What talents and expertise are you selling?",spans:[]},{type:o,text:"Your image",spans:[{start:d,end:aW,type:c}]},{type:j,text:"How is your company perceived internally and externally?",spans:[]},{type:j,text:"What are the perceptions of future recruits and your employees?",spans:[]},{type:o,text:"Your HR benefits",spans:[{start:d,end:$,type:c}]},{type:j,text:"What are your HR practices? 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Also, be transparent with your employees by communicating the upcoming actions to them. We are going to come back to this.… 🤨",spans:[]},{type:a,text:"Developing your employer brand can also be achieved by creating or overhauling a careers site to align with your company objectives.",spans:[{start:cb,end:cP,type:c}]},{type:a,text:"Let’s take an example. Credit Agricole developed a whole site about their company. 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No doubt you are already part of this 80%! ",spans:[]}],name:[{type:a,text:"StepStone",spans:[{start:d,end:aD,type:k,data:{link_type:v,url:"http:\u002F\u002Fwww.stepstone.fr\u002Fb2b\u002Fespace-recruteur\u002Fnos-conseils-recrutement\u002Fenquetes-internationales\u002Fupload\u002FCR-Enquete-Marque-Employeur.pdf"}}]}],job:[{type:a,text:"Group",spans:[]}]},id:"quote_section$a1f72978-4694-4a7a-aa51-c6a2e00aaaeb",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Using employer branding to attract future employees",spans:[]},{type:n,text:"What HR can learn from inbound marketing",spans:[]},{type:a,text:"For years, marketing techniques have been evolving. Marketing teams at many companies are already familiar with the concept of inbound marketing.",spans:[]},{type:a,text:"Contrary to traditional marketing, the objective is to attract potential clients organically thanks to content. 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Work on your natural referencing",spans:[]},{type:a,text:"When it comes to recruitment, work on your positioning on search engines. We recommend that you work on the talent profiles you want to attract.",spans:[]},{type:j,text:"What questions do they ask?",spans:[]},{type:j,text:"What subjects interest them?",spans:[]},{type:j,text:"What are their main concerns when looking for their future employer?",spans:[]},{type:a,text:"Defining this profile will enable you to identify the key words to use for positioning yourselves and the content to create for attracting talent to your site.",spans:[]},{type:o,text:"2. Producing quality content",spans:[]},{type:a,text:"Now that you have successfully attracted your target audience to your site, you have to convince them and gain their confidence. Go back to the profiles you have put together and determine the types of content to create. 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Several performance indicators may emerge. Here are some examples:",spans:[]},{type:j,text:"The rate of spontaneous applications",spans:[]},{type:j,text:"The quality of applications for each vacancy",spans:[]},{type:j,text:"Interactions relating to your content posted on social networks",spans:[]},{type:j,text:"Traffic to your site on pages dedicated to your employer brand",spans:[]},{type:j,text:"Your company’s confidence index (at least 100 people interviewed)",spans:[]}]},id:"content_text_section$167aa894-d409-4a24-acbb-11add341e8d1",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Engaging your employees in HR marketing",spans:[]},{type:o,text:"Your employees are your best ambassadors",spans:[]},{type:a,text:"HR marketing does not stop at attracting new employees. 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On paper, upskilling is simply a mandatory process for organizations: It’s the very reason why strategic workforce planning is necessary and even legally required in some countries, like France. But it’s also incredibly valuable for HR leaders looking to change how their people feel about their progress at work — it is a means to foster your employees’ motivation and encourage them to grow their careers and chart their own professional course. ",spans:[{start:d,end:aW,type:k,data:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{start:cS,end:eD,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}}]},{type:a,text:"Here, we dive into 7 reasons why every HR team should be upskilling their employees — and how to pitch it to leadership, too.",spans:[]},{type:n,text:"7 reasons to convince leadership upskilling matters",spans:[]},{type:a,text:"Most HR know upskilling is necessary for the success of any business. 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In this way, upskilling provides all the information you need to be able to set attainable goals and chart new and personalized courses for your people at work.",spans:[{start:cb,end:cJ,type:k,data:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{start:hE,end:HW,type:c}]},{type:a,text:"⇾ For HR, this first stage of upskilling provides an overview of the workforce capabilities.",spans:[{start:il,end:bf,type:c}]},{type:a,text:"⇾ For your employees, it is an opportunity to share their needs and improve their employability.",spans:[{start:aE,end:ab,type:c}]},{type:o,text:"2. Upskilling finds hidden gems",spans:[]},{type:a,text:"Another good reason to opt for upskilling: It helps you identify the best talents within your company. The skills-focused methodology makes several resources available to you: resumes, CVs, skills assessments… While helping your employees learns to make the most of their skills, you will uncover hidden gems. ",spans:[{start:mG,end:sd,type:c}]},{type:a,text:"⇾ For HR, a real opportunity to act on the skills of today and tomorrow.",spans:[{start:d,end:q,type:c},{start:il,end:bf,type:c}]},{type:a,text:"⇾ For your employees, the opportunity to be active in their career development.",spans:[{start:aE,end:ab,type:c}]},{type:o,text:"3. Upskilling creates better synergy",spans:[]},{type:a,text:"From a structural point of view, upskilling leads down the path to better synergy between HR, managers and employees. Indeed, with external recruitment, even if the new hire has all the skills you’re looking for, you still have to onboard them when they join the company. Alternatively, investing in an upskill plan is very efficient in terms of time and resources management.",spans:[{start:aU,end:eJ,type:c}]},{type:a,text:"⇾ For HR, upskilling strengthens the working relationship with managers and employees for a better collaboration.",spans:[{start:il,end:bf,type:c}]},{type:a,text:"⇾ For your managers, the advantage of knowing who your employees are on a daily basis. Involving them in your upskilling plan helps build a solid and lasting relationship.",spans:[{start:aE,end:ab,type:c}]},{type:a,text:"⇾ For your employees, career development with a familiar company culture, which is a considerable advantage for you and them. Upskilling also multiplies your chances of retaining the best talent.",spans:[{start:aE,end:ab,type:c}]}]},id:"content_text_section$22e2482b-4b0e-44f9-aa29-0df68b810e9c",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"An employee tends to be more motivated when learning new skills. 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For them, it’s an opportunity for progress and a confidence boost. ",spans:[]},{type:a,text:"Opportunity perspective + confidence =  Happy motivated employees!",spans:[]},{type:a,text:"⇾ For HR, upskilling fosters optimization and employee commitment.",spans:[{start:il,end:bf,type:c}]},{type:a,text:"⇾ For your employees, you create a positive environment and improve their career prospects.",spans:[{start:aE,end:ab,type:c}]},{type:o,text:"5. Upskilling supports your managers",spans:[]},{type:a,text:"The manager has many roles, including those of adviser and guide for team members.  Sometimes, we tend to forget that they are the best partner when it comes to communicating HR processes to employees. As part of the upskill plan, you can count on them to help you collect the right information, but it also shows that you are committed to supporting their team’s needs as well. Together, you work hand in hand to meet your employees’ expectations.",spans:[{start:fY,end:mF,type:c}]},{type:a,text:"⇾ For you, it is the guarantee of developing HR solutions that take into account all the external issues impacting your organization.",spans:[{start:il,end:aD,type:c}]},{type:a,text:"⇾ For your managers, upskilling is an effective way to be more involved in HR decisions.",spans:[{start:aE,end:ac,type:c},{start:dL,end:cH,type:c}]},{type:o,text:"6. Upskilling fosters professional development",spans:[]},{type:a,text:"While upskilling focuses on improving existing skills, re-skilling is the process of learning new skills, and the two processes are closely related. 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Only, the manager noticed that certain technical skills are below market expectations.",spans:[]},{type:a,text:"Upskilling will allow you to update existing knowledge and enhance performance. Alternatively, reskilling would be a way to acquire new skills. Both are compatible, and together foster the professional development of each employee as well as a healthy work environment. Thus, these methods make it easier to retain gems and push them to take on more challenges.",spans:[]}]},id:"content_text_section$9f239dc1-58f1-4430-bbf6-f906e675603b",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"🎯 Upskilling cheat sheet",spans:[]},{type:a,text:"Let's recap the challenges of upskilling, the differences with reskilling and the arguments to keep handy. ",spans:[]},{type:o,text:" 7 reasons why upskilling matters",spans:[]},{type:a,text:"1. Offers a framework for setting clear goals ",spans:[]},{type:a,text:"2. 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Your employees might demonstrate a skill of this kind via their specific qualifications, professional experiences, or ability to complete a specific workplace task. ",spans:[{start:d,end:cR,type:c}]},{type:a,text:"Some examples of hard skills include speaking a foreign language, SEO marketing, coding, web design, and copywriting. ",spans:[{start:bs,end:eT,type:c},{start:gd,end:iu,type:c}]},{type:a,text:"More difficult to define and measure are soft skills - sometimes referred to as common, power, human, or core skills. If hard skills are required for specific workplace tasks, these non-technical, interpersonal skills will dictate your employees’ style of working; the way they absorb information, navigate workplace challenges, establish and maintain relationships with colleagues and stakeholders, engage with workplace culture, manage their time, and solve problems. ",spans:[{start:fz,end:nO,type:c}]},{type:a,text:"Some examples of soft skills include critical thinking, leadership, communication, collaboration, networking, emotional intelligence (EQ), conflict resolution, problem-solving, and adaptability. ",spans:[{start:bs,end:jt,type:c},{start:hD,end:pX,type:c}]},{type:a,text:"Because people typically acquire hard skills via formal education or development programs, they were historically associated with mastery and expertise. Soft skills, on the other hand, were often sneered at or dismissed as lesser. ",spans:[]},{type:a,text:"But times have changed. 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That’s the person most likely to drive innovation for your business. ",spans:[]},{type:o,text:"What is a green skill?",spans:[]},{type:a,text:"Green skills are defined as “the knowledge, abilities, values, and attitudes needed to live in, develop and support a sustainable and resource-efficient society”.  ",spans:[{start:d,end:f$,type:c},{start:aJ,end:aq,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.oecd.org\u002Fcfe\u002Fleed\u002FGreener%20skills_Highlights%20WEB.pdf"}}]},{type:a,text:"In the transition to a low-carbon, resource-efficient economy, green skills will be required by all sectors and at all levels of the workforce. ",spans:[]},{type:a,text:"A recent report by the World Meteorological Organization (WMO) concluded there is a 50:50 chance of average global temperatures reaching 1.5 degrees Celsius above pre-industrial levels in the next five years. Large corporations play a disproportionate role in driving global climate change. A 2017 report, for example, found that just 100 companies are the source of more than 70% of the world’s greenhouse gas emissions since 1988.",spans:[{start:fY,end:hv,type:k,data:{link_type:v,url:"https:\u002F\u002Fnews.un.org\u002Fen\u002Fstory\u002F2022\u002F05\u002F1117842"}},{start:ly,end:348,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.theguardian.com\u002Fsustainable-business\u002F2017\u002Fjul\u002F10\u002F100-fossil-fuel-companies-investors-responsible-71-global-emissions-cdp-study-climate-change"}}]},{type:a,text:"As more and more companies look to combat climate change via aggressive sustainability targets, the demand for green skills will increase exponentially. ",spans:[{start:d,end:ef,type:c}]},{type:a,text:"To commit whole-heartedly to a greener future, you’ll need people who can adapt your products and services, upgrade existing infrastructure, revamp production processes, supply chains, and business models, and implement green technologies. 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Instead, you should think about the lifecycle of your employees’ skills and determine whether they are durable or perishable. ",spans:[{start:cW,end:gB,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.chieflearningofficer.com\u002F2020\u002F10\u002F29\u002Fskills-arent-soft-or-hard-theyre-durable-or-perishable\u002F"}},{start:eD,end:mH,type:c}]},{type:j,text:"A perishable skill has a half-life of less than 2.5 years. This would typically include highly specific technical skills, such as the use of certain software programs, coding languages, or organization-specific tools.",spans:[{start:d,end:dw,type:c},{start:bl,end:cW,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.ibm.com\u002Fblogs\u002Fibm-training\u002Fskills-transformation-2021-workplace\u002F"}}]},{type:j,text:"A semi-durable skill has a half-life of 2.5 – 7.5 years. 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If they are in high demand now, will this still be the case in five or ten years? ",spans:[]},{type:a,text:"The short shelf-life of most technical skills means you’ll be forever re-skilling and upskilling your technical workers. If they don’t have a range of durable skills to complement their technical prowess, are they really worth your investment?",spans:[]}]},id:"content_text_section$5ef8bc80-b037-441e-b2a1-e0f4f01d12c5",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"How 365Talents defines skills",spans:[]},{type:a,text:"At 365Talents, skills are at the heart of what we do and the catalyst we use to create an employee-centered world of work by giving your people the power to chart their own course for progress. We use AI-powered skills technology to create a decentralized talent experience defined by your people and our proprietary AI algorithms facilitate a unique employee-centric skills-first approach that, combined with our efficient roll-out and hands-on customer success methodology, has shown our clients’ demonstrable ROI.",spans:[]},{type:a,text:"When we use the world \"skills,\" we use it to encompass both present and potential, hard and soft, mad and green. In this sense, we use \"skills\" to refer to all three: skills, competencies and capabilities.",spans:[{start:d,end:iq,type:c}]}]},id:"content_text_section$c49dc8de-42ba-4ea0-a8e4-2b3927158e38",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Skill categorization: Why does it matter? ",spans:[]},{type:a,text:"If you’re a leader, hiring manager, or HR professional, a comprehensive understanding of your workforce’s skill set will help you to deliver the best possible business outcomes. 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",spans:[]},{type:a,text:"Employees themselves crave and value internal mobility and so facilitating these opportunities can help to foster a workforce that is motivated, engaged, and ultimately more productive. ",spans:[]},{type:a,text:"It is estimated that closing the skills gap could add US $11.5 trillion to global GDP by 2028. ",spans:[{start:cW,end:dL,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.weforum.org\u002Fprojects\u002Fclosing-the-skills-gap-acceleratorshttps:\u002F\u002F"}}]},{type:a,text:"And yet, as McKinsey reports, less than 50% of organizations are actively developing and implementing strategies to reskill and upskill their employees. Manually identifying existing and future skills gaps, and selecting high-potential talent to upskill or reskill is time-consuming, inefficient, and overwhelming. 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",spans:[{start:d,end:iY,type:c}]},{type:a,text:"[15\u002F06\u002F2022, BRIGHTON] Following $12 million Series A funding, 365Talents, a specialised SaaS solution for talent mobility, enlisted UK-based branding agency, UnitedUs, to embark on a rebrand that would support their accelerated growth. The French tech start-up’s platform already boasts an impressive roster of international clients including the likes of Allianz, EY and Société Générale, but they hope that the refreshed identity better recognises the unique opportunities that can be unlocked by their AI, and will support their expansion into the US market. ",spans:[]},{type:a,text:"For the past decade, 365Talents’ buyers - enterprise HR leaders - have been transitioning businesses towards more employee-centric cultures and behaviours. 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",spans:[]},{type:a,text:"UnitedUs, whose portfolio of brands and campaigns spans the likes of LEGO, Aon and premier league rugby club, London Irish, focused on the feeling that 365Talents AI-matching solution creates for business leaders and employees alike to inform the creative thread for the visual identity. Uncovering ‘hidden gems’ within organisations and navigating businesses across unchartered territory, the brand conveys a sense of the mystical and serendipitous. ",spans:[]},{type:a,text:"365Talents launched their new identity at VivaTech in Paris, Europe’s biggest startup and tech event – a hub for business and innovation. Using innovative tech to help businesses uncover talent mobility along with the agency’s vision to build brands that unite people, purpose and potential, this partnership provides a strong case for how humans can use AI to create better opportunities in the world of work. ",spans:[]},{type:a,text:"Loïc Michel, CEO of 365Talents remarked on the role of the new brand in their global ambitions: ",spans:[{start:d,end:dB,type:c}]},{type:a,text:"“As we are growing and becoming a brand with global ambitions, we knew our former brand was too restrictive. We needed to differentiate ourselves in our emerging market and explain why our product was the perfect match for enterprises looking to transform their business with a people first Talent Experience. ",spans:[]},{type:a,text:"We found UnitedUs’ proposal combining brand strategy and design was a perfect match for us. On top of that, they proved to have a perfect understanding of enterprise HR challenges and how we are answering them. We are super pleased with the results and excited to launch it with the opening of VivaTech in Paris.” ",spans:[]},{type:a,text:"Natalie Burns, Strategy Partner of UnitedUs commented: ",spans:[{start:d,end:bk,type:c}]},{type:a,text:"“It became clear to us throughout this project that 365Talent’s AI sits precisely at a nexus of need. By empowering people to self-declare skills, completely new possibilities and wonder can be realised. Their previous identity failed to capture the magnitude of difference that 365Talents offers the market, and our hope is that the new brand gives the team at 365Talents the confidence to recognise how much of a game changer they truly are.” ",spans:[]},{type:a,text:"Julie Asselin, Head of Marketing at 365Talents shared the excitement around the creative scope of the new brand: ",spans:[{start:d,end:eW,type:c}]},{type:a,text:"“The creative team really blew our mind and offered an incredibly strong brand image with a lot of depth to play with. A rebrand is an investment that stays with you a long time and we have all the elements we need to never get tired of it. And it’s not just the marketing Team, the whole company can't wait to wear our branded gear now!” ",spans:[]},{type:a,text:"Luke Taylor, Creative Partner of UnitedUs adds: ",spans:[{start:d,end:cr,type:c}]},{type:a,text:"“When we really understood the unexpected and untapped potential that could be realised within organisations using 365Talents’ AI we knew that the creative hook had to encapsulate that feeling. This sense of unearthing hidden gems, of an invitation to adventure, of realities that can only be made possible through technology.” ",spans:[]},{type:a,text:"Explore the 365Talents rebrand at https:\u002F\u002Funitedus.co.uk\u002Fprojects\u002F365talents ",spans:[{start:bg,end:eR,type:k,data:{link_type:v,url:"https:\u002F\u002Funitedus.co.uk\u002Fprojects\u002F365talents\u002F"}}]},{type:a,text:"About 365Talents ",spans:[{start:d,end:U,type:c}]},{type:a,text:"365Talents is a specialised SaaS solution for human resources management within large organisations. Founded in 2015 by Loïc Michel, Mathieu Martin and Paul Mougel, the firm has received investment from iXO Private Equity, Citizen Capital, Ventech, Axeleo Capital and Alliance Entreprendre. 365Talents enables organisations to create a new map for skills mobility, helping managers uncover the unexpected and untapped, so organisations can move quickly and purposefully – giving people the power to chart their own course for progress. ",spans:[]},{type:a,text:"About UnitedUs ",spans:[{start:d,end:bq,type:c}]},{type:a,text:"UnitedUs is a multi-award winning, proudly independent strategic branding agency based in the heart of Brighton. Made up of a crack team of strategists, creatives, developers and producers we relish a challenge and bring our expertise in navigating complex business landscapes and empowering brands to unite their people, find their purpose, and realise their potential. We work with a diverse global group of ambitious clients from household names to independent game changers - all who want to do or be something different. ",spans:[]},{type:a,text:"Press contact ",spans:[{start:d,end:bq,type:c}]},{type:a,text:"Natalie Burns Strategy Partner, UnitedUs natalie@unitedus.co.uk +44 (0)1273 684416 ",spans:[]},{type:a,text:"Luke Taylor Creative Partner at UnitedUs luke@unitedus.co.uk +44 (0)1273 684416 ",spans:[]},{type:a,text:"Julie Asselin Head of Marketing, 365Talents julie.asselin@365talents.com +33 (0)7 71 56 15 87",spans:[]}]},id:aP,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:rg,type:l,tags:[],lang:f,slug:rh,first_publication_date:ri,last_publication_date:rj,uid:rk,link_type:h,isBroken:g}},{article:{id:mc,type:l,tags:[],lang:f,slug:e_,first_publication_date:hT,last_publication_date:md,uid:e_,link_type:h,isBroken:g}},{article:{id:o_,type:l,tags:[],lang:f,slug:o$,first_publication_date:pa,last_publication_date:pb,uid:pc,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"We're proud to share the press release for our exciting new rebrand, produced in collaboration with the UK creative agency UnitedUs.",spans:[]}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:Hs,uid:Hw,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCWIdBAAACIAxRpj%22%29+%5D%5D",tags:[],first_publication_date:Hu,last_publication_date:Hv,slugs:[Ht],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"What is a skills gap? Test your knowledge",sitename:D,description:"How much is the skills gap costing companies in revenue? What percentage of workers want to learn new skills? Test your knowledge on the skills gap with our quiz.",img:{dimensions:{width:K,height:J},alt:"skills gap",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fee668071-7f63-4bc1-b950-172413202fe0_IMG_Articles_365-effect-cream.png?auto=format,compress",id:xp,edit:{x:d,y:d,zoom:q,background:u}}},id:"seo$a579150b-8f4a-407e-9161-30781b34ea45",slice_type:H,slice_label:e}],hero_title:[{type:F,text:IE,spans:[]}],category_grp:[{category:{id:dD,type:x,tags:[],lang:f,slug:r,first_publication_date:dF,last_publication_date:dG,uid:dE,link_type:h,isBroken:g}},{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:cN,type:t,tags:[],lang:f,slug:aL,first_publication_date:W,last_publication_date:cO,uid:aL,link_type:h,isBroken:g}},{tag:{id:bL,type:t,tags:[],lang:f,slug:aa,first_publication_date:bM,last_publication_date:bN,uid:aa,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:"bridging the skills gap as represented through crystals",copyright:e,url:rd,id:re,edit:{x:d,y:d,zoom:q,background:u}},author:{id:gg,type:I,tags:[],lang:f,slug:gj,first_publication_date:gh,last_publication_date:gi,link_type:h,isBroken:g},p_date:"2022-05-30",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"How much do you know about the skills gap? In other words, how aware are you of how the skills gap has shaped HR over the last five years and the challenges facing HR departments to meet the demands of the present and the future? Of the best practices to prepare and train your workforce with skills development?",spans:[{start:je,end:iz,type:G},{start:nJ,end:so,type:k,data:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}}]},{type:a,text:"The skills gap is affecting companies around the world and it isn't only about business outcomes and the bottom line. It affects the talent experience of the people at your company and your ability to help them chart new courses for their careers. ",spans:[]},{type:a,text:"We've all heard of a skills gap or growing skills gap but do you really understand what that means? ",spans:[]}]},id:"content_text_section$320bf54e-9bbb-4a66-912c-308662353eb6",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"7 questions to test your skills gap knowledge",spans:[{start:d,end:ai,type:c}]},{type:a,text:w,spans:[]},{type:a,text:"1. What percentage of organizations feel they lack the skills to meet new demands? ",spans:[{start:d,end:cR,type:c}]},{type:a,text:"A. 40%\nB. 60%\nC. 80%",spans:[]},{type:a,text:"2. What percentage of workers want to learn new skills?",spans:[{start:d,end:cb,type:c}]},{type:a,text:"A. 77%\nB. 53%\nC. 26%",spans:[]},{type:a,text:"3. How many workers feel supported by their companies' skill development programs?",spans:[{start:d,end:en,type:c}]},{type:a,text:"A. 12%\nB. 34%\nC. 63%",spans:[]},{type:a,text:"4. How much does the skills gap cost companies a year, on average?",spans:[{start:d,end:eZ,type:c}]},{type:a,text:"A. $300,000\nB. $800,000\nC. $1,000,000",spans:[]},{type:a,text:"5. The current skills gap is… ",spans:[{start:d,end:aZ,type:c}]},{type:a,text:"A. the gap between what a candidate says on their resume and what they can actually do\nB. the gap affecting your company right now\nC. the gap between digital and traditional skills\n",spans:[]},{type:a,text:"6. The future skills gap is…",spans:[{start:d,end:aG,type:c}]},{type:a,text:"A. about predicting which employees you can replace with AI\nB. about the skills you need for the Metaverse\nC. about how you prepare for the future\n",spans:[]},{type:a,text:"7. Which skill gap should be your HR priority? ",spans:[{start:d,end:cr,type:c}]},{type:a,text:"A. Current Skills Gap\nB. Future Skills Gap\nC. Both\n",spans:[]},{type:a,text:"Ready to bridge the gap? See how you did.",spans:[]}],image:{dimensions:{width:5184,height:3888},alt:"scrabble titles that spell out \"I am still learning\"",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F619bd6f4-0fce-4c6f-9d85-aa8c2550db43_brett-jordan-w7sIj-M5Xyc-unsplash.jpg?auto=compress,format",id:"ZCWH_RAAACEAxRmQ",edit:{x:d,y:d,zoom:q,background:cM}},caption:[]},id:"content_text_section$110bd54a-3fbc-4402-aa69-efaf03bba279",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Skills gap test answers",spans:[{start:d,end:ap,type:c}]},{type:a,text:w,spans:[]},{type:a,text:"1. C: 80% of organizations feel they lack the skills to meet new demands. ",spans:[{start:d,end:ea,type:c}]},{type:a,text:"This oft-cited little stat comes from a 2018 Gartner report discussing how HR leaders can drive innovation and transformation. Much of this is related to the pressures surrounding digital transformation and a rather, if we’re being honest, pessimistic view of their people: The report also cites 64% of managers who don’t think their employees are able to keep pace.",spans:[{start:bO,end:eB,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2018-09-06-gartner-says-only-20-percent-of-employees-have-the-skills-needed-for-both-their-current-role-and-their-future-career"}}]},{type:a,text:"But as we gently allude to whenever given the opportunity, the 80% of organizations facing this problem may need to take a little responsibility because…",spans:[]},{type:a,text:"2. A: 77% of workers want to learn new skills",spans:[{start:d,end:ai,type:c}]},{type:a,text:"You may be worried about employee retention, but the fact — according to a 2021 report from PwC Global — is that your people are just as worried about job security. 39% think their job will be obsolete in five years.",spans:[{start:dw,end:dv,type:k,data:{link_type:v,url:HG}}]},{type:a,text:"So it’s not surprising that an incredible 77% of workers are eager to learn new skills or even go so far as completely retrain. 74% even see it as a matter of personal responsibility — and while we’d argue that it's just as much your responsibility as HR to help them, it’s heartening to know that the buy-in is already there. ",spans:[]},{type:a,text:"Your people want to develop, they want to help close skills gaps. Are you prepared to help them chart that course?",spans:[{start:aY,end:aq,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}}]},{type:a,text:"3. B: Only 34% of workers feel supported by their companies' skill development programs.",spans:[{start:d,end:cG,type:c}]},{type:a,text:"This is a tough one for anyone who prides themselves on creating a people-centered place of work, according to a 2020 report from MIT and Deloitte. 34% is a little over a third. That means for every three employees you have, only one of them feels supported. Your people value skills as much as you do — but they don’t feel like their companies are able to provide them the opportunities they need or desire to develop.",spans:[{start:eW,end:jY,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww2.deloitte.com\u002Fus\u002Fen\u002Finsights\u002Ffocus\u002Ftechnology-and-the-future-of-work\u002Fimportance-of-investing-in-employees.html?id=us:2el:3pr:4di6363:5awa:6di:MMDDYY:fow&pkid=1005908"}}]},{type:a,text:"Crucially, the report goes on to point out the importance of providing personalized opportunities and offerings:  ",spans:[]},{type:a,text:"\"For many workers, more skills—and even better experiences—without more opportunity is insufficient. If workers don’t value the opportunities they’re offered—if those opportunities don’t speak to their passion, potential, and purpose, for example—they can and will likely leave.\"",spans:[]},{type:a,text:"4. B: The skill gap costs companies a year, on average, $800,000.",spans:[{start:d,end:eU,type:c}]},{type:a,text:"This stat comes from a 2017 CareerBuilder survey in which HR managers reported that long job vacancies, attributed to the skills gap, cost their companies more than $800,000 a year on average. ",spans:[{start:ap,end:bR,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.businessnewsdaily.com\u002F6038-skills-gaps-cost-companies-thousands.html"}}]},{type:a,text:"Now, keep in mind: That figure does not include inflation or the budget-busting effects of the COVID-19 pandemic and the subsequent Great Resignation\u002FRelocation\u002FReshuffle — whatever you want to call it. Which is just to say: The cost of an unaddressed skills gap on  your company is likely even higher. ",spans:[{start:ct,end:eB,type:G}]},{type:a,text:"5. B: The current skills gap is the gap affecting your company right now.",spans:[{start:d,end:cL,type:c}]},{type:a,text:"Okay we admit it: You may face a bit of a skills gap if your recent hire overstated their familiarity with Python or if your company is struggling with digital transformation, but writ large, the current skills gap is simply that: the skills gap facing your company right now, in the present tense, current day. ",spans:[]},{type:a,text:"These are the skills your people need to chart their path today, tomorrow, this week — to do their jobs to the best of their ability and to achieve their (and your!) goals with maximum efficiency and ease.",spans:[]},{type:a,text:"6. C: The future skills gap is about preparing for the future.",spans:[{start:d,end:d$,type:c}]},{type:a,text:"If you answered “A: about predicting which employees you can replace with AI” we need to have a separate chat about AI! The correct answer is, of course, about preparing for the future, in the myriad shapes and forms the future can take. ",spans:[]},{type:a,text:"The other favorite stat of HR professionals — that 80% of jobs that will exist in 2030 don’t exist yet — speaks to just how much is unknown about the future. But even if we don't know how technology will shape our future workplace, we do know how it can help us prepare for that future. ",spans:[{start:xy,end:nC,type:k,data:{id:hy,type:l,tags:[],lang:f,slug:hz,first_publication_date:as,last_publication_date:hA,uid:hB,link_type:h,isBroken:g}}]},{type:a,text:"7. C: Both — HR departments need to solve both skills gaps simultaneously.",spans:[{start:d,end:ea,type:c}]},{type:a,text:"We can’t stress enough how important it is to address both your skills gaps at the same time. Focus too much on the future and you risk the aforementioned cost that comes with a workforce ill-equipped for the tasks at hand. Focus too much on the short-term and you (and your people) will be blindsided by the next wave of skill evolution.",spans:[]},{type:a,text:"Luckily, a people-centered talent experience that leverages the power of AI technology to dynamically map skills and match opportunities in real-time can have a rapid, lasting impact on your employees careers, to retain their talent and plan for the future — bridging both current and future skills gaps at the same time. ",spans:[{start:gr,end:ks,type:k,data:{id:hI,type:ck,tags:[],lang:f,slug:r,first_publication_date:hJ,last_publication_date:hK,uid:hL,link_type:h,isBroken:g}}]},{type:n,text:"Still curious about the skills gap?",spans:[{start:d,end:aS,type:c}]},{type:a,text:"The skills gap is an immense challenge for companies, but you're not alone in this battle and with the right tools and planning, you can not only bridge the current skills gap affecting your company today, but you'll be well on your way to solving your future gap too.",spans:[]},{type:a,text:"Ready to chart a new course for your people at work? To learn more about the skills gap or get started on the solution with our AI-powered talent experience platform, book a demo today.",spans:[{start:d,end:em,type:c},{start:hn,end:hx,type:k,data:{id:IF,type:xq,tags:[],lang:e,slug:r,first_publication_date:e,last_publication_date:e,link_type:h,isBroken:D}}]}]},id:"content_text_section$c207bf66-ee58-436c-91ef-05dcd3cc6b4b",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{article:{id:fR,type:l,tags:[],lang:f,slug:fS,first_publication_date:fT,last_publication_date:fU,uid:fV,link_type:h,isBroken:g}},{article:{id:eF,type:l,tags:[],lang:f,slug:eG,first_publication_date:aK,last_publication_date:eH,uid:eI,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:"cta_section$d0893516-c9b2-4348-aa7d-274787b68439",slice_type:C,slice_label:e}],thumb_title:[{type:o,text:IE,spans:[],direction:b}],thumb_description:[{type:a,text:"The skills gap is affecting companies worldwide and it affects the talent experience of your people just as much as your bottom line. 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Mickey is already the visitors’ idol, so you might as well invest in the other talents!",spans:[]},{type:a,text:"Detect talent by looking beyond appearances. Indeed, investing in sweepers or cast members made it possible to generate more value for the park. To identify high potentials, you need to look further than their academic background or professional experience alone.",spans:[{start:d,end:bj,type:c},{start:ft,end:iv,type:c},{start:fx,end:rJ,type:c}]},{type:a,text:"You must find out what your candidate or employee is passionate about.",spans:[]},{type:j,text:"In what do they invest their time and attention?",spans:[]},{type:j,text:"Have they participated in particularly significant projects?",spans:[]},{type:j,text:"Are they working in parallel on a project with a strong social impact?",spans:[]},{type:j,text:"Are they able to create new connections between people on new projects?",spans:[]},{type:j,text:"How do they behave in a team? Are they more of a leader or a follower?",spans:[]},{type:a,text:"Analyze. Question. Follow.",spans:[]},{type:a,text:"Cross-assessment tools can be useful. It is also helpful to have a platform accessible to all your HR teams, centralizing all the information of each of your employees. ",spans:[]},{type:o,text:"7 signs of a hidden gem",spans:[]},{type:a,text:"To identify a talent, you need to know exactly what you are looking for. In this respect, some signs are quite evocative:",spans:[]},{type:j,text:"Outstanding (and remarkable) performance in daily work",spans:[{start:d,end:aE,type:c},{start:aY,end:aG,type:G}]},{type:j,text:"A sense of responsibility",spans:[{start:ed,end:aC,type:c}]},{type:j,text:"Commitment beyond your expectations",spans:[{start:d,end:aW,type:c}]},{type:j,text:"A strong team spirit involving a collective vision",spans:[{start:q,end:ab,type:c}]},{type:j,text:"Very rapid adaptability",spans:[{start:aE,end:ap,type:c}]},{type:j,text:"A leader’s charisma (or a profile that tends to be an expert, focused on production)",spans:[{start:ab,end:fY,type:G}]},{type:j,text:"An ability to inspire the people around them",spans:[{start:ed,end:V,type:c}]},{type:n,text:w,spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Talent retention: Facebook treats and challenges",spans:[]},{type:a,text:"First, don’t be afraid of going “the extra mile” with your identified talents. Be careful, of course, not to display favoritism that could create conflicts, but it helps to show your appreciation. You may want to give them some well-earned benefits based on their performance or if they achieve common goals for an entire team, you can give them an exceptional bonus. In addition to financial benefits, play with flexibility: working conditions, hours, equipment, etc.",spans:[]},{type:a,text:"By proving to them that you care about your talents every day, they will feel valued. Valued employees tend to perform better and are more likely to develop an emotional bond that will enable them to see a future with your company.",spans:[]},{type:a,text:"Unfortunately, this is not always enough. It would be too easy.",spans:[]},{type:a,text:"When we talk about talents, the potential for growth inevitably also comes into play. Your employees must therefore feel they are constantly improving and challenged by their managers (with all due care, of course).",spans:[]},{type:a,text:"As well as entrusting them with new strategic projects for the company, you could also work on coaching, mentoring, exclusive training and more detailed monitoring of their upskilling.",spans:[]},{type:a,text:"Boredom must be avoided at all costs. Christian Bourion, a specialist on this topic, has written a book on the subject of Bore-Out. He believes that 30% of French employees are victims of boredom at work. Some ideas to avoid this:",spans:[{start:gR,end:el,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.amazon.fr\u002FBORE-OUT-SYNDROM-Quand-lennui-travail\u002Fdp\u002F2226320113\u002Fref=asc_df_2226320113\u002F?tag=googshopfr-21&linkCode=df0&hvadid=228847829643&hvpos=1o1&hvnetw=g&hvrand=12463689508033217047&hvpone=&hvptwo=&hvqmt=&hvdev=c&hvdvcmdl=&hvlocint=&hvlocphy=9060749&hvtargid=pla-454785043085&psc=1"}}]},{type:j,text:"Encourage your employees to train",spans:[]},{type:j,text:"Monitor markets, research, read and share information",spans:[]},{type:j,text:"Work on new cross-functional projects with other teams and departments",spans:[]},{type:a,text:"Facebook was one of the first companies to assign a monetary value to its employees. A purely capitalist and greedy idea? Not really. The company describes it as a “quantified approach to talent management.”",spans:[{start:bP,end:fY,type:c},{start:f$,end:qR,type:G}]},{type:a,text:"It all starts with a six-week long onboarding process. For one and a half months, the newly arrived employee can work on many projects before choosing the one that suits them most afterwards. This long and complete process can also create a real sense of belonging. ",spans:[{start:ac,end:bk,type:c},{start:rZ,end:nO,type:c}]},{type:a,text:"And when the value of an employee reaches its peak, $1 million for some engineers, for example, Facebook hires.",spans:[]},{type:a,text:"Each talent then feels valued (also in the monetary sense of the term!). They work on what they love and, most importantly, they are at the center of Facebook's overall project.",spans:[{start:d,end:aZ,type:c}]}]},id:"content_text_section$a3b60b67-179d-4951-b42f-6192c4514d0c",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"How to build a talent management policy in 3 steps",spans:[]},{type:a,text:"Let's move on to how this rolls out on the practical level.",spans:[]},{type:a,text:"As you will have understood, identifying and supporting your talents requires real efforts and a fundamental strategy to be effective.",spans:[{start:ai,end:eJ,type:c}]},{type:a,text:"As we have mentioned, there are roughly four pillars or principles of talent management: ",spans:[]},{type:j,text:"Detect the best (outside your company): Work on your employer brand.",spans:[{start:d,end:au,type:c}]},{type:j,text:"Attract talent: Rethink your recruitment processes to stand out from your competitors and make those processes sexier ",spans:[{start:d,end:au,type:c}]},{type:j,text:"Develop their skills and expertise: Skills development will necessarily involve your internal training offer, and the creation of new and strategic projects for the company, to be entrusted to your best talents. Your goal is to get your best talent to make rapid progress through practice.",spans:[{start:d,end:a_,type:c},{start:im,end:dH,type:c}]},{type:j,text:"Build loyalty: Loyalty is a long-term challenge. It takes time, being the result of a multitude of actions: good internal communications, management by meaning, responsibility, highlighting of talents, etc.",spans:[{start:d,end:au,type:c}]},{type:o,text:"1. Planning",spans:[]},{type:a,text:"All good strategies require preparation. Talent management policy is no exception.",spans:[]},{type:a,text:"Above all, you must define your talent criteria. Is it charisma? Adaptability and flexibility? Or (over)performance in their position?",spans:[{start:ab,end:cr,type:c}]},{type:a,text:"There are as many criteria as there are talents. They are also strongly related to your company’s vision and how it works.",spans:[{start:cH,end:gE,type:c}]},{type:a,text:"If we talk about talent outside the company, we will now have to think about the best ways to identify it: ",spans:[]},{type:j,text:"What are acquisition levers need to be activated?",spans:[]},{type:j,text:"How to use LinkedIn to learn how to detect potential talent",spans:[]},{type:j,text:"How do you approach that talent? What kind of stance should I take?",spans:[]},{type:j,text:"What arguments should be put forward?",spans:[]},{type:j,text:"What form should the interview process take?",spans:[]},{type:j,text:"What is your negotiating margin on this type of profile?",spans:[]},{type:a,text:"As to valuation and development, we need to go into more detail…",spans:[]},{type:o,text:"2. Promoting",spans:[]},{type:a,text:"Alongside your external research, the greatest value is already found in your employees. Efforts to detect them will be much lower (costs, time, etc.)",spans:[{start:bg,end:cG,type:c}]},{type:a,text:"The answer to the question of valuing talent internally may not surprise you... and yet training is the key factor.",spans:[]},{type:a,text:"It challenges and unlocks talent potential. New skills are acquired, while others are perfected. ",spans:[]},{type:a,text:"What your employees are looking for is ultimately quite simple:",spans:[]},{type:j,text:"upskilling in new areas of expertise",spans:[]},{type:j,text:"improving current achievements",spans:[]},{type:j,text:"progress in soft skills.",spans:[]},{type:a,text:"And that is convenient as it is exactly what you also expect from your employees.",spans:[]},{type:o,text:"3. Developing",spans:[]},{type:a,text:"These opportunities include new ways of working:",spans:[]},{type:j,text:"Flexible working: remote, autonomous organization of working hours, etc.",spans:[{start:d,end:$,type:c}]},{type:j,text:"Internal mobility and new challenges",spans:[{start:d,end:U,type:c}]},{type:a,text:"This last point, which we discussed in one of our last articles, is a key topic for the future. Few companies have actually implemented an internal mobility strategy. And yet it is extremely popular with employees in all companies.",spans:[]}]},id:xX,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Turning talent management into talent experience",spans:[]},{type:a,text:"To manage talent effectively, managers need to become mentors rather than supervisors. You must be ready to put in the necessary efforts and challenge your talents so that they may excel.",spans:[{start:aZ,end:cJ,type:c}]},{type:a,text:"They like challenge and difficulty, because this is where they make the most progress! But above all, you need to build a talent management strategy from which a dedicated policy emerges.",spans:[{start:d,end:bg,type:c},{start:hO,end:g$,type:c}]},{type:a,text:"It must be part of the overall corporate objectives. Your role is also to identify the reasons why your employees remain in your company.",spans:[{start:cL,end:iC,type:c}]},{type:a,text:"The answers can be excellent levers for attracting new talent.",spans:[]},{type:a,text:"More than ever, feeling involved and useful, while having the impression of participating in a more comprehensive project is a fundamental and vigorous trend.",spans:[]}]},id:"content_text_section$83da1cb5-a916-41ea-a0ea-4fd3a7427c4c",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:Hl,spans:[]}],content:[{type:a,text:Hm,spans:[]},{type:a,text:Hn,spans:[]},{type:a,text:Ho,spans:[]},{type:a,text:Hp,spans:[]},{type:a,text:Hq,spans:[]},{type:a,text:hV,spans:[{start:d,end:bk,type:k,data:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}}]}]},id:"content_text_section$35e80db5-c8cf-4699-b1fe-77072b0a99c7",slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:cQ,height:ds},alt:nu,copyright:e,url:dt,id:du,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:eh,spans:[]}],text:[{type:a,text:Iw,spans:[]}],btntxt:[{type:a,text:cE,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:fA,type:l,tags:[],lang:f,slug:fB,first_publication_date:fC,last_publication_date:fD,uid:fE,link_type:h,isBroken:g}},{article:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}},{article:{id:eo,type:l,tags:[],lang:f,slug:ep,first_publication_date:a$,last_publication_date:eq,uid:er,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:_,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[{type:o,text:"3 pillars of talent management, explained",spans:[]}],thumb_description:[{type:a,text:"The concept of talent has changed and we, like many, believe talent can be expressed in different ways. 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Here we give you the definition, steps for implementation and even a fun infographic!",img:{dimensions:{width:az,height:aB},alt:"swp guide",copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65b90601615e73009ec41249_Card-Transformmobilitiesintoacultureofcareeragility.png?auto=format,compress",id:"ZbkGAWFecwCexBJJ",edit:{x:d,y:d,zoom:q,background:u}}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"6 stages of strategic workforce planning",spans:[]}],category_grp:[{category:{id:bH,type:x,tags:[],lang:f,slug:af,first_publication_date:bI,last_publication_date:bJ,uid:af,link_type:h,isBroken:g}},{category:{id:ce,type:x,tags:[],lang:f,slug:r,first_publication_date:cg,last_publication_date:ch,uid:cf,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:ex,type:t,tags:[],lang:f,slug:aT,first_publication_date:bp,last_publication_date:bp,uid:aT,link_type:h,isBroken:g}},{tag:{id:cw,type:t,tags:[],lang:f,slug:ao,first_publication_date:ad,last_publication_date:cx,uid:ao,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:vX,id:vY,edit:{x:d,y:d,zoom:q,background:u}},author:{id:eL,type:I,tags:[],lang:f,slug:eM,first_publication_date:bv,last_publication_date:bv,link_type:h,isBroken:g},p_date:"2022-05-11",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The need to identify the skills of tomorrow and the management of uncertainty are key issues for human resource departments, and it is here that strategic workforce planning (also known as “strategic management of human capital,” but we prefer not to call our people “capital”) comes most strongly into play. ",spans:[],direction:b},{type:a,text:"Strategic workforce planning (SWP) allows you to anticipate, plan and ensure that the right people are in the right place at the right time. It’s a major asset in leveraging HR for solving your company's strategic challenges. ",spans:[{start:d,end:dz,type:c}],direction:b},{type:a,text:"In this guide, we will go into detail to give you ways to apply SWP to your structure. We'll cover:",spans:[],direction:b},{type:j,text:"The definition and objective(s) of strategic workforce planning",spans:[],direction:b},{type:j,text:"Why is SWP crucial for companies today",spans:[],direction:b},{type:j,text:"The differences between SWP and other HR approaches",spans:[],direction:b},{type:j,text:"The 6 stages of a successful SWP approach",spans:[{start:d,end:bQ,type:c}],direction:b},{type:j,text:"And just for fun, Maslow’s Pyramid of HR Needs for strategic workforce planning",spans:[],direction:b},{type:n,text:IG,spans:[],direction:b},{type:a,text:"Let’s start with a concrete definition of SWP: “Having the right number of people, with the right skills, in the right place at the right time, in order to meet the strategic objectives of the organization.”",spans:[{start:cr,end:qR,type:G}],direction:b},{type:a,text:"The approach itself is based on four criteria:",spans:[],direction:b},{type:a,text:"1. Size",spans:[{start:d,end:cC,type:c}],direction:b},{type:a,text:"The size criterion concerns the number of job offers: too many offers and the whole company is slowed down. In contrast, offering few offers comes down to understaffing. The objective is to have (1) little friction, (2) no vacancies and (3) no overstaffing.",spans:[{start:cy,end:eb,type:c},{start:gK,end:pe,type:c}],direction:b},{type:a,text:"2. Form",spans:[{start:d,end:cC,type:c}],direction:b},{type:a,text:"Form means knowledge of the skills required to meet current and future needs. This criterion takes into account key skills and replacement management.",spans:[{start:eS,end:gE,type:c},{start:jJ,end:dJ,type:c}],direction:b},{type:a,text:"3. Cost",spans:[{start:d,end:cC,type:c}],direction:b},{type:a,text:"Achieving the “right cost” requires understanding the balance of employee costs. To achieve this, there are two factors: cost efficiency and reasonable cost.",spans:[{start:gX,end:gx,type:c},{start:cS,end:hb,type:c}],direction:b},{type:a,text:"4. Agility",spans:[{start:d,end:aW,type:c}],direction:b},{type:a,text:"Agility is demonstrated by a workforce that is flexible and knows how to adapt to changing market needs. ",spans:[],direction:b},{type:a,text:"The golden rules to be followed:",spans:[],direction:b},{type:j,text:"Agility",spans:[],direction:b},{type:j,text:"Resilience",spans:[],direction:b},{type:j,text:"Flexibility",spans:[],direction:b},{type:a,text:"To make a SWP strategy effective and sustainable, there must be a balance between all these factors.",spans:[],direction:b},{type:n,text:"Why is strategic workforce planning important?",spans:[],direction:b},{type:a,text:"Strategic workforce planning aims to address future issues related to employee management and is becoming increasingly crucial for several reasons:",spans:[],direction:b},{type:L,text:"Cost reduction: Companies are forced to adapt to competition quickly and intelligently, or risk disappearing. With this in mind, outsourcing is on average more expensive but not necessarily more productive to meet strategic needs.",spans:[{start:d,end:$,type:c}],direction:b},{type:L,text:"Demographic changes: A dynamic workforce close to retirement age poses other problems, such as training challenges, the lack of skills sought and probably mass departures.",spans:[{start:d,end:V,type:c}],direction:b},{type:L,text:"Talent management: Dynamic talents in your company are your first competitive advantage. It’s essential to take good care of them!",spans:[{start:d,end:ac,type:c},{start:an,end:aq,type:c}],direction:b},{type:L,text:"Need for flexibility: Speed and disruption are essential ingredients for implementing an innovation approach. To grow and remain competitive, they must be an integral part of the business. We can also see the importance of this component in the constant increase in income generated by new market players. The message is innovate or disappear.",spans:[{start:d,end:ar,type:c}],direction:b},{type:n,text:"How is strategic workforce planning different than… ?",spans:[],direction:b},{type:a,text:"Job and Skills Management and Forecasting (GPEC)",spans:[{start:d,end:bR,type:c}],direction:b},{type:a,text:"In France, Jobs and Skills Management and Forecasting (GPEC) provides a diagnosis of the jobs and skills present within the company. Subsequently, HR measures are taken to support their development. Jobs and Skills Management and Forecasting works with your employees on a daily basis. Strategic Workforce Planning, on the other hand, is not connected to the individual development of employees and the purpose of SWP is to establish a strategy of long-term anticipation.",spans:[{start:aE,end:eB,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Ffr\u002Fressources\u002Fcomment-operationnaliser-gpec",target:R}},{start:399,end:uX,type:c},{start:uM,end:HT,type:c}],direction:b},{type:a,text:"People Analytics",spans:[{start:d,end:$,type:c}],direction:b},{type:a,text:"The people analytics approach is based on data mining to support talent management. The purpose is to continually analyze the relationships between what motivates employees and the company’s results. In contrast, SWP takes a longer term vision and specifically targets strategic requirements. People Analytics is therefore a tool on which HR can rely to implement SWP. ",spans:[{start:ka,end:f_,type:c},{start:le,end:wJ,type:c}],direction:b},{type:a,text:"Although People Analytics and Jobs and Skills Management and Forecasting should not be confused with Strategic Workforce Planning, they are complementary practices to support HR needs.",spans:[],direction:b}]},id:aP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"6 stages of a successful SWP approach",spans:[]},{type:a,text:"Last year, Neelie Verlinden, Content Creator and Co-Founder of the AIHR Digital platform, shared an action plan to effectively steer SWP. ",spans:[{start:gB,end:dK,type:k,data:{link_type:v,url:"https:\u002F\u002Fharver.com\u002Fblog\u002Fstrategic-workforce-planning\u002F"}}]},{type:a,text:"Here is our version:",spans:[]},{type:o,text:"1. Consider your company’s strategic objectives",spans:[]},{type:a,text:"Taking into account the alignment of the company’s objectives with the project is the first key factor for success. In this way you can clearly demonstrate the relevance of your approach, involve all stakeholders from the beginning and avoid obstacles in future steps.",spans:[]},{type:a,text:tP,spans:[{start:d,end:aJ,type:c}]},{type:a,text:"– What does my organization want to do?",spans:[]},{type:a,text:"– What are my company’s short-, medium- and long-term objectives?",spans:[]},{type:a,text:"– What skills do I need to achieve these goals?",spans:[]},{type:o,text:"2. Analyze your current workforce",spans:[]},{type:a,text:"The need for SWP comes directly from your employees. You must have an updated overview of all the skills in motion in the company. To succeed in this stage, skills mapping, People Analytics and Jobs and Skills Management and Forecasting are valuable tools to draw on. For example, you can build on your employees’ demographic data, their level of seniority and their ambitions to further your plan.",spans:[]},{type:a,text:"There are two ways to consider the analysis of your workforce, in terms of quality and quantity.",spans:[]},{type:j,text:"Quality: Assess employees on their current performance and future potential.",spans:[{start:d,end:aD,type:c}]},{type:j,text:"Quantity: Quantify your workforce then segment it, taking into account recruitment, turnover and internal mobility.",spans:[{start:d,end:aD,type:c}]},{type:a,text:tP,spans:[{start:d,end:aJ,type:c}]},{type:a,text:"– What is the current diagnosis of my workforce in terms of quality?",spans:[]},{type:a,text:"– What skills are already present in the company?",spans:[]},{type:a,text:"– Who are the most high performing employees in the company?",spans:[]},{type:a,text:"– What is their potential?",spans:[]},{type:o,text:"3. Identify the future need for skills",spans:[]},{type:a,text:"Now that you have a clear vision of skills mapping for your employees and their needs, you can start to think about the next step: identifying the skills you will need in the future.",spans:[{start:a_,end:cq,type:k,data:{id:jR,type:al,tags:[],lang:f,slug:jS,first_publication_date:jT,last_publication_date:jU,uid:jV,link_type:h,isBroken:g}}]},{type:a,text:tP,spans:[{start:d,end:aJ,type:c}]},{type:a,text:EA,spans:[]},{type:a,text:"– What skills should be provided in the medium and long term?",spans:[]},{type:o,text:"4. Create multiple scenarios",spans:[]},{type:a,text:"Identifying skill needs in line with business objectives does not guarantee that everything will go well. You cannot predict the future and it is for this reason that weighing up several scenarios will help you to understand the uncertainty.",spans:[]},{type:a,text:"Take, for example, the COVID-19 pandemic. Lockdowns around the globe opened the eyes of many companies who were previously reluctant to implement regular work from home policies. They were forced to accept that this practice enabled businesses to keep running amidst health restrictions. With the SWP applied to this example, you can already anticipate several types of impacts of working from home on your structure:",spans:[]},{type:j,text:"The impact on management methods: Managers must learn to unite, motivate and involve employees remotely. To do this, they will need to be supported and trained so that they can apply these new management methods.",spans:[{start:d,end:bg,type:c}]},{type:j,text:"The impact on soft skills: How can soft skills remain impactful when they can no longer be developed in person? What is the risk for work organization?",spans:[{start:d,end:aq,type:c}]},{type:j,text:"The impact on demotivation: It is undeniable that some employees are reluctant to return to the office, so how can we limit this type of situation occurring? What measures need to be introduced for demotivated employees?",spans:[{start:d,end:aG,type:c}]},{type:j,text:"The impact on informal relations: informal discussions between employees contribute greatly to innovation and creativity in the company, which is how ideas emerge. How can we preserve this dynamic?",spans:[{start:d,end:aU,type:c}]},{type:a,text:"Once the various impacts have been identified, the aim is to determine their influence on the company. Always referring to the COVID example, if no action is taken to limit the impact of remote work, what is the risk for the company in terms of turnover? Which department will be most affected?",spans:[{start:bz,end:fZ,type:c}]},{type:a,text:"Imagining several scenarios means taking into account unexpected events.",spans:[]},{type:o,text:"5. Use external expertise",spans:[]},{type:a,text:"Strategic Workforce Planning requires different sorts of expertise, especially to identify skills missing in the company. To help you, get the support of tools and partner companies who can bring value to all stages of the project. ",spans:[{start:en,end:gX,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.365talents.com\u002Ffr\u002Fressources\u002Fmaitriser-toutes-les-competences-de-vos-collaborateurs"}}]},{type:a,text:"For example, an expert in Strategic Workforce Planning can provide key methodology to carry out relevant scenarios and a solution that provides a dynamic skills framework with a real-time view of company talent will help you analyze your workforce effectively.",spans:[]},{type:a,text:"SWP is clearly not an easy task, especially when agility and digital transformation are not part of the corporate culture. A partner solution can be useful for all or part of the project and help you keep to your schedule and achieve your objectives.",spans:[]},{type:a,text:"As part of the impact of working from home, an SWP expert will be able to support you in implementing HR solutions to tackle your problem:",spans:[]},{type:j,text:"Train managers in new development methods",spans:[]},{type:j,text:"Promote soft skills with new working methods",spans:[]},{type:j,text:"Take corrective measures for reluctant employees such as a charter to encourage them to return to the workplace.",spans:[]},{type:j,text:"Implement tools that maintain informal communication.",spans:[]},{type:o,text:"6. Analyze, advise and adapt",spans:[]},{type:a,text:"Once the project has been launched, your mission is still not complete. SWP is based on principles of agility and must therefore be managed using the famous “test and learn” methodology. In other words, instead of implementing a set-in-stone process, you learn continuously and adapt your approach.",spans:[]},{type:a,text:"To carry out an approach in line with an ever-changing environment, adopt solutions that are easily integrated into your existing tools and allow you to build on all the data. You can refer to these indicators to adapt your Strategic Workforce Planning and always keep one step ahead!",spans:[{start:j_,end:sm,type:k,data:{id:mX,type:al,tags:[],lang:f,slug:mY,first_publication_date:mZ,last_publication_date:m_,uid:m$,link_type:h,isBroken:g}}]}]},id:cI,slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:n,text:"Maslow’s pyramid of needs for strategic workforce planning",spans:[]},{type:a,text:"Are you familiar with Maslow’s Pyramid of Needs? In 1943, American psychologist Abraham Maslow published an article entitled “A Theory of Motivation.” This publication disrupted the world of work by prioritizing human needs on five levels:",spans:[]},{type:j,text:"Physiological needs: biological and physical needs such as breathing, sleeping, eating, drinking, etc.",spans:[{start:d,end:ab,type:c}]},{type:j,text:"Safety needs: needs related to the safety of the body, employment, resources, morality, etc.",spans:[{start:d,end:aJ,type:c}]},{type:j,text:"Need for belonging: friendship, family and intimacy, etc.",spans:[{start:d,end:aR,type:c}]},{type:j,text:"Need for respect: self-esteem, trust, success, respect for others",spans:[{start:d,end:$,type:c}]},{type:j,text:"Need for self-fulfillment: the need to achieve, to highlight one’s potential and to flourish.",spans:[{start:d,end:aC,type:c}]},{type:a,text:"The choice to model this information in pyramid form is important, since Maslow argued that we start with physiological needs and move towards the final stage: self-fulfillment. It is a process.",spans:[]},{type:o,text:"Understanding your SWP needs",spans:[]},{type:a,text:"To help you understand your organization even better, we’ve applied Maslow’s model to strategic workforce planning. ",spans:[]},{type:j,text:"Physiological needs = Workforce and payroll. The first essential building block of your SWP is the need to know your workforce and payroll costs well because they are also part of your SWP equation.",spans:[{start:d,end:ai,type:c}]},{type:j,text:"Safety needs = Corporate strategy. The second building block is part of the SWP's fundamentals: knowledge of the corporate strategy and a strategic plan to be operationalized in terms of HR.",spans:[{start:d,end:aS,type:c}]},{type:j,text:"Belonging = Internal skills. It is from the third level that things get tougher for most companies and equates to real knowledge of all the internal skills of each employee. Often, companies use fixed frames of reference that rarely reflect reality since they are rapidly obsolete.",spans:[{start:d,end:aG,type:c}]},{type:j,text:"Respect = Internal agility capabilities. This is the fact of whether the company has the means to implement a good internal mobility policy and relevant upskilling plans. The best tool for this is what is called a Talent Marketplace to build on internal skills.",spans:[{start:d,end:bO,type:c}]},{type:j,text:"Self-fulfillment = Strategic workforce plan. 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Your guide to HRM benefits and types",sitename:D,description:IH,img:{}},id:"seo$9c07fe4f-6b83-48a3-b2d1-5192f3a1dcb3",slice_type:H,slice_label:e}],hero_title:[{type:F,text:II,spans:[]}],category_grp:[{category:{id:bS,type:x,tags:[],lang:f,slug:r,first_publication_date:bT,last_publication_date:bU,uid:bV,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}},{tag:{id:bm,type:t,tags:[],lang:f,slug:Y,first_publication_date:bn,last_publication_date:bo,uid:Y,link_type:h,isBroken:g}},{tag:{id:mm,type:t,tags:[],lang:f,slug:fF,first_publication_date:cu,last_publication_date:mn,uid:fF,link_type:h,isBroken:g}},{tag:{id:fk,type:t,tags:[],lang:f,slug:b$,first_publication_date:W,last_publication_date:fl,uid:b$,link_type:h,isBroken:g}},{tag:{id:ei,type:t,tags:[],lang:f,slug:dQ,first_publication_date:cu,last_publication_date:ej,uid:ek,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:pi,id:pj,edit:{x:d,y:d,zoom:q,background:u}},author:{id:fe,type:I,tags:[],lang:f,slug:cz,first_publication_date:ff,last_publication_date:fg,link_type:h,isBroken:g},p_date:"2022-05-09",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Is a job open or newly created at your company? Before embarking on the long, tedious and costly process of external recruitment, why not consider looking within? The hidden gem you are looking for may already be right there in your organization! Saving time and money while retaining the talent you’ve invested in and developed — that’s the beauty of internal mobility.",spans:[]},{type:n,text:"What is internal mobility?",spans:[]},{type:a,text:"Internal mobility is the movement of talent within an organization, that is to say, the opportunity for an employee to change position or move within their company. Either the employer or the employee can initiate internal mobility and its implementation is the result of a collaborative conversation between the two parties. ",spans:[{start:d,end:f$,type:c}]},{type:a,text:"There are three types of mobility:",spans:[{start:d,end:bg,type:c}]},{type:j,text:"Lateral: The employee changes roles but keeps their status and hierarchical level. ",spans:[{start:d,end:bf,type:c}]},{type:j,text:"Vertical: The employee moves up the hierarchy and into a position with greater responsibilities. This is a promotion.",spans:[{start:d,end:aD,type:c}]},{type:j,text:"Geographical: The employee moves nationally or internationally, this mobility can be combined with the two other mobilities: lateral or vertical.",spans:[{start:d,end:aJ,type:c}]},{type:o,text:"Internal mobility ≠ change of position",spans:[]},{type:a,text:"Do you have a one-off, in-house project and do not know which employee would be able to best meet the challenge? Internal mobility is not always synonymous with a change of position. It can also be a way to find the ideal talent in your workforce. ",spans:[{start:eW,end:ix,type:c}]},{type:a,text:"For example, if you need to create an in-house podcast, there may be a person in your workforce who knows all about audio editing. However, this is not necessarily part of their skills identified at the time of recruitment, especially if their job is not connected to this field. But you can still succeed in finding this editing expert, especially if your company uses an Internal Talent Marketplace.",spans:[{start:373,end:Hg,type:k,data:{id:iN,type:l,tags:[],lang:f,slug:iO,first_publication_date:eE,last_publication_date:iP,uid:iQ,link_type:h,isBroken:g}}]},{type:a,text:"Now let’s dive a little deeper into the differences between internal mobility and external recruitment.",spans:[]}]},id:"content_text_section$9546f79d-021f-49d2-9f71-923cc47175dd",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Pros and cons of internal vs. external recruitment",spans:[]},{type:a,text:"With a precise and up-to-date view of skills, internal mobility is a means of retaining your employees and limiting talent leakage. In return, you will have to ensure that the offer highlighted is attractive, rewarding and comes with clear objectives.",spans:[{start:ai,end:fy,type:c}]},{type:a,text:"In theory, internal mobility is ideal, since it makes it possible to take advantage of the experience of your talents internally. But in practice, external recruitment often takes precedence and, to be fair, external recruitment does allow you to expand your pool of candidates and can result in a faster recruitment process in terms of required skills, knowledge and experience. ",spans:[{start:lj,end:vs,type:c}]},{type:a,text:"The choice of internal mobility or recruitment should take into account several criteria that make up the recruitment context: the age pyramid, the turnover rate and the corporate culture. An aging pyramid encourages recruitment outside the company, to target talents that are far from retirement age. On the other hand, a high turnover rate can reflect a talent retention and employee satisfaction problem that may be solved with a stronger culture of internal mobility.",spans:[]},{type:a,text:"In order to make the right choice, it’s up to you, the HR manager, to clearly identify the manager's needs. To streamline the process, you must keep them informed at each stage and your choice to recruit externally or internally must be justified. In this way, you focus on transparency and avoid any potential frustration.",spans:[]}]},id:"content_text_section$a1ee78dd-f8fe-441d-be89-cf92b477ed10",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"The benefits of internal recruitment",spans:[]},{type:a,text:"Recruit faster",spans:[{start:d,end:bq,type:c}]},{type:a,text:"As an HR manager, you have a cross-company vision of all your employees’ expertise, skills and professional projects. With an Internal Talent Marketplace, you can connect up this information to make attractive offers to your employees.",spans:[]},{type:a,text:"Minimize risk",spans:[{start:d,end:aJ,type:c}]},{type:a,text:"In principle, current employees are aligned with your company's values, and this is a huge advantage that can save you a lot of time. Also, you already know their strengths and weaknesses. Mobilizing someone who is already employed in the company allows you to sidestep the adjustment period.",spans:[]},{type:a,text:"Value your employees",spans:[{start:d,end:ab,type:c}]},{type:a,text:"By prioritizing existing employees, you recognize their value and potential. This type of approach strengthens the sense of belonging and motivation. Moreover, employees of companies with dynamic internal mobility policies remain on average twice as long.",spans:[{start:le,end:lx,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.linkedin.com\u002Fbusiness\u002Ftalent\u002Fblog\u002Ftalent-strategy\u002Fwhere-internal-mobility-is-most-common"}}]}]},id:"content_text_section$c35e46a0-f8f0-4de4-a6fb-19da46013eca",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"The disadvantages of internal recruitment",spans:[]},{type:a,text:"Training time",spans:[{start:d,end:aJ,type:c}]},{type:a,text:"Even if your employees are familiar with the company’s values, they do not necessarily have all the skills to perform the job. This is especially the case of internal promotion and when the employee becomes a manager for the first time. To address this, it is important to build training plans to improve your employees’ capabilities.",spans:[]},{type:a,text:"Missing out on potential talent",spans:[{start:d,end:at,type:c}]},{type:a,text:"Renewal is good! And if your organization struggles to renew itself, onboarding people from different projects is an advantage. When you exclude the possibility of recruiting externally, you can miss out on the right person. ",spans:[]},{type:a,text:"Team politics",spans:[{start:d,end:aJ,type:c}]},{type:a,text:"You will need to be transparent to avoid discontent and jealousy regarding mobility. Standardize your offers and communicate with managers to remedy this.",spans:[]}]},id:"content_text_section$52bfaf21-0a11-4b7e-9dbd-025a69dd4a61",slice_type:p,slice_label:e},{variation:S,version:i,items:[{}],primary:{bgcolor:ak,title:[{type:a,text:ug,spans:[]}],content:[{type:a,text:rn,spans:[]},{type:a,text:ro,spans:[]},{type:a,text:rp,spans:[{start:d,end:em,type:c}]},{type:a,text:rq,spans:[{start:d,end:dU,type:c}]},{type:a,text:rr,spans:[{start:d,end:cS,type:c}]},{type:a,text:rs,spans:[]},{type:a,text:rt,spans:[]},{type:a,text:hV,spans:[{start:d,end:bk,type:k,data:{id:dV,type:aH,tags:[],lang:f,slug:dW,first_publication_date:dX,last_publication_date:dY,uid:bu,link_type:h,isBroken:g}}]}]},id:"content_text_section$5842f38f-7ab7-418b-9f2e-4c1ad422d128",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:o,text:"The benefits of external recruitment",spans:[]},{type:a,text:"Anticipate your skills requirements",spans:[{start:d,end:aS,type:c}]},{type:a,text:"External recruitment may provide new expertise that is currently missing in the company. You are able to take a step back on how the company operates, optimize your performance and anticipate the necessary innovations.",spans:[]},{type:a,text:"Choice!",spans:[{start:d,end:cC,type:c}]},{type:a,text:"Compared to internal recruitment, you have access to more applications; in this way, you increase the chances of finding that rare gem.",spans:[]},{type:a,text:"Reduce training costs",spans:[{start:d,end:V,type:c}]},{type:a,text:"In almost 100% of cases, the person you intend to recruit has all the skills needed to perform the job. In addition, if you choose an individual from the same business sector as your company, onboarding will be even faster. You don’t have any additional training costs to bear.",spans:[]},{type:a,text:"Communicate positively about your company",spans:[{start:d,end:bQ,type:c}]},{type:a,text:"A company that recruits is a company that is growing! This growth marker can convey a reassuring message and strengthen your employer brand.",spans:[]}]},id:"content_text_section$f82647da-17c3-43ea-8ae6-075161a7b55d",slice_type:p,slice_label:e},{variation:M,version:i,items:[{}],primary:{content:[{type:o,text:"The disadvantages of external recruitment",spans:[]},{type:a,text:"Time and the financial cost",spans:[{start:d,end:aq,type:c}]},{type:a,text:"External recruitment can quickly become time-consuming. It takes more time in terms of process: you need to post the job offer, sort the applications and follow up.",spans:[]},{type:a,text:"Costs associated with recruitment",spans:[{start:d,end:aU,type:c}]},{type:a,text:"If you don’t have the in-house skills to recruit, you will need to use a recruitment firm.",spans:[]},{type:a,text:"The new employee’s onboarding time",spans:[{start:d,end:bg,type:c}]},{type:a,text:"Onboarding is a decisive step in employee loyalty. In the case of a new recruitment, this adaptation time can be quite long.",spans:[]}],image:{dimensions:{width:wD,height:485},alt:IJ,copyright:e,url:"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Ff4e4fa63-1806-47f3-a3cc-d00303a1594f_img-en-article-Internal+Mobility+vs+External+Recruitment+Grid.png?auto=compress,format",id:"ZDkI0hAAACAAg19G",edit:{x:d,y:d,zoom:q,background:u}},caption:[{type:a,text:IJ,spans:[]}]},id:"content_text_section$3a6664e9-2661-4138-a4fe-28e13c95073c",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"As you can see in the table above, no option stands out as the best. As is often the case with comparisons of HR practices, everything depends on your objective! For example, if employee retention is your ultimate goal, prioritizing employees who are already in the company is the best solution.",spans:[]},{type:a,text:"However, even when hiring outside your organization is the right solution for your needs, a culture of internal mobility can benefit your external recruitment efforts as well.",spans:[]}]},id:"content_text_section$5cc28d43-f5a0-4919-a210-7e0c18fc1239",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Why promote a culture of internal mobility",spans:[]},{type:o,text:"1. A culture of internal mobility attracts talent",spans:[]},{type:a,text:"There will always be times and open positions where you simply can’t avoid hiring externally, but even then, a demonstrable culture of internal mobility can provide a decisive advantage in making sure you’re attracting the very best new talent to your company.",spans:[]},{type:a,text:"Employee pay has always been an important factor in employee motivation, but in recent years, a new value has become a key driver for employee satisfaction: development prospects. Jobs without opportunities do not inspire the new generation. ",spans:[{start:iw,end:lJ,type:c}]},{type:a,text:"If you are seen to be a company that promotes internal mobility, ambitious talents will know that with you, their work and skills will be valued and taken into account when a position opens. ",spans:[]},{type:a,text:"And then, what better than the prospect of a promotion to remain motivated, even in times of adversity? ",spans:[{start:at,end:ea,type:c}]},{type:a,text:"It’s also a win-win for employees who would like to try out a new career and are offered a type of job that suits them, without them having to leave the company!",spans:[{start:aY,end:ac,type:c}]},{type:a,text:"Thanks to internal mobility, not only does your structure become more attractive, but also your turnover rate tends to decrease! And that’s good for promoting your employer brand!",spans:[{start:bP,end:dH,type:c},{start:hv,end:dr,type:c},{start:dJ,end:hx,type:c}]},{type:o,text:"2. A culture of internal mobility shows employees more possibilities",spans:[]},{type:a,text:"Offering internal mobility is also a way of helping employees reflect about their pathway in the company, enabling them to develop and take on responsibilities. ",spans:[{start:bj,end:gd,type:c}]},{type:a,text:"It’s also an opportunity for them to discover professions that they may not have even considered but which match their skills and appetite. The magic of job matching using artificial intelligence can encourage them towards internal job offers. ",spans:[{start:ef,end:kx,type:c},{start:gb,end:lJ,type:k,data:{id:kA,type:l,tags:[],lang:f,slug:r,first_publication_date:kB,last_publication_date:kC,uid:kD,link_type:h,isBroken:g}}]},{type:a,text:"With geographical mobility, employees even have the opportunity to change workplace while continuing to perform the same functions in the same company.",spans:[{start:gF,end:an,type:c}]},{type:o,text:"3. A culture of internal mobility offers easier onboarding",spans:[]},{type:a,text:"From a structural point of view, developing an employee internally makes onboarding easier. Indeed, they are already familiar with the corporate culture and, more generally, the working environment. They will therefore be operational and efficient much faster than a newcomer. ",spans:[{start:cL,end:dU,type:c},{start:hH,end:nI,type:c}]},{type:a,text:"And then, by mobilizing an employee already in your organization, you avoid any unpleasant surprises: you already know this person, and you know how to collaborate intelligently with them.",spans:[{start:eZ,end:eK,type:c}]},{type:o,text:"4. A culture on internal mobility is a culture of employee support",spans:[]},{type:a,text:"In times of crisis, such as the recent health, social and economic crises, a culture of internal mobility can offer support for employees. Your team may be more cautious due to current events or postponing their desire to change companies. Under these conditions, they will tend to seek a change in their professional situation internally rather than try to see if the grass is greener on the other side.",spans:[{start:r_,end:338,type:c}]},{type:o,text:"5. A culture of internal mobility saves time and money",spans:[]},{type:a,text:"And last but not least, a decisive argument: the financial aspect. ",spans:[{start:ai,end:dx,type:c}]},{type:a,text:"It’s no secret that recruitment represents a significant financial cost (and time spent) for the company. You spend time setting up your recruitment processes, sourcing and selecting the rare gem. There are also the possible costs of the services of recruitment firms, the posting of offers on social networks or job boards.",spans:[{start:ab,end:dL,type:c}]},{type:a,text:"Not to mention the possibility of a failed recruitment that would multiply everything by two or more.",spans:[]},{type:a,text:"The pool of your internal candidates is admittedly smaller but it is also easier to mobilize. They are easy to contact, and sometimes even make the first move themselves!",spans:[{start:d,end:cP,type:c}]},{type:a,text:"The HR Online study also reveals that internal mobility costs 50% less than external recruitment. ",spans:[{start:eb,end:ac,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.capital.fr\u002Fvotre-carriere\u002Fles-secrets-de-la-mobilite-interne-par-ceux-qui-y-sont-arrives-1329438"}}]},{type:a,text:"In short, creating a culture of internal mobility means:",spans:[{start:d,end:cj,type:c}]},{type:j,text:"attracting retaining talent",spans:[]},{type:j,text:"showing employees the world of possibilities",spans:[]},{type:j,text:"providing support during times of crisis",spans:[]},{type:j,text:"saving time & money",spans:[]}]},id:"content_text_section$a5a1c55d-5d34-4776-8380-704292086ca6",slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What does internal mobility change for the employee?",spans:[]},{type:a,text:"Internal mobility, for an employee, means changing jobs or moving within their company. 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As HR professionals, you know better than anyone that this can be a matter of employee motivation, performance and commitment. ",spans:[{start:cb,end:im,type:k,data:{id:xR,type:l,tags:[],lang:f,slug:xS,first_publication_date:xT,last_publication_date:xU,uid:xV,link_type:h,isBroken:g}}]},{type:a,text:"But done successfully, upskilling allows everyone to flourish while considerably improving employee value and empowering employee ownership of their career paths.",spans:[]},{type:a,text:"Here’s how you can help your team upskill successfully. ",spans:[]}]},id:tQ,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"1. (Re)define and support the manager role",spans:[]},{type:a,text:"Improving employee skills is not something that can be improvised and it is not something HR can do alone. ",spans:[]},{type:a,text:"It is essential to support managers in this adventure, which can be a real challenge for both parties. 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It is essential to know each person’s strengths and weaknesses in order to implement a consistent and customized action plan. ",spans:[{start:bR,end:cP,type:k,data:{id:jR,type:al,tags:[],lang:f,slug:jS,first_publication_date:jT,last_publication_date:jU,uid:jV,link_type:h,isBroken:g}}]},{type:a,text:"To do this, you can use a skills reference base and\u002For an individual record of professional achievements to effectively assess their levels. It is also an opportunity to identify potential, previously undetected talents. In this phase, it is important not to neglect soft skills, which can include the employee’s values and behaviors.",spans:[]}]},id:xP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"3. Set clear expectations, goals and milestones",spans:[]},{type:a,text:"It is essential that employees know exactly what is expected of them in this upskilling process. 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The employee and manager can have access to the same tool and will be able to enter the relevant information throughout the process. Don’t hesitate to integrate digital tools to facilitate the upskilling process. Ideally, you want to opt for skills management platforms.",spans:[]},{type:a,text:"And this is what 365Talents allows: employees can declare their skills themselves. Their managers, meanwhile, find all the skills of their team on the platform and can manage, assess and complete these skills and propose upskilling based on what the tool reveals.",spans:[]}]},id:t_,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"5. Create a system to chart progress",spans:[]},{type:a,text:"The assessment system must be precisely explained to the employee and include:",spans:[]},{type:j,text:"Focus skills, i.e., what skills will be assessed",spans:[]},{type:j,text:"Expected deliverables, i.e., what will be used to assess the skill",spans:[]},{type:j,text:"Resources, i.e., what is at their disposal to achieve the objectives",spans:[]},{type:j,text:"Schedule, i.e., the time available to achieve the objective",spans:[]},{type:a,text:"You may also want to set up an autonomy grid in which the skills to be reviewed are listed and classified into either tasks to be mastered or families of skills. 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ITMs have become popular because they help companies to improve their employee engagement, find new talent and gain access to the wider pool of skills within the company.",spans:[{start:cy,end:aZ,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}}]},{type:a,text:"Sometimes referred to as talent management systems, an ITM is the backbone of any worthwhile HR ecosystem, allowing HR teams to get more value out of it while keeping expenses low. ",spans:[]},{type:a,text:"Unfortunately, most ITMs and talent management systems lack the capabilities to meaningfully address:",spans:[]},{type:j,text:"Personalized employee development plans and learning",spans:[]},{type:j,text:"Employee engagement and collaboration",spans:[{start:d,end:ac,type:k,data:{id:iD,type:l,tags:[],lang:f,slug:iE,first_publication_date:iF,last_publication_date:iG,uid:iH,link_type:h,isBroken:g}}]},{type:j,text:"Modern performance management",spans:[]},{type:j,text:"Skills intelligence",spans:[]},{type:a,text:"As a result, they too often suffer from low adoption and have a limited impact because their approach isn't aligned with what an employee expects from the modern workplace.",spans:[]}]},id:tQ,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:IP,spans:[],direction:b},{type:a,text:"When considering your options for talent management and the various internal talent marketplace solutions on the market, there are philosophical and practical questions to consider.",spans:[],direction:b},{type:a,text:"Practically, you should consider questions of quality of technology, ease of integration with your existing tools and user experience as well as other \"nice to haves\" that go along SaaS solutions. 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To what degree are you prioritizing your people's experience?",spans:[],direction:b},{type:a,text:"If you are looking for something replace your current HCM suite, run paychecks and administrative activities, manage one-off mobility moves and offer quick fixes for HR workflows and you're not particularly concerned about employee engagement, adoption or retention, you'll likely find what you're looking for with anything described as a talent management solution. You can focus on the practical questions.",spans:[],direction:b},{type:a,text:"However, if you are instead driven by creating a positive employee experience that promotes engagement through empowering your people to take control of their professional paths while equipping your HR teams with a tool specifically focused on the ability to identify, allocate and develop skills for strategic workforce planning, we might suggest you look instead to talent experience solutions.",spans:[{start:vp,end:wy,type:c}],direction:b}]},id:tR,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"What is a talent experience solution?",spans:[]},{type:a,text:"Taking into consideration how the world of work and talent management has changed, talent experience solutions help employees to find purpose at work while allowing HR to meet and prepare for the skills and talent challenges of today and tomorrow.",spans:[]},{type:a,text:"Thanks to AI-based technologies, talent experience solutions allow your people to effectively express their professional ambitions and find the relevant opportunities. They enable you to find out what capabilities are most needed and then encourage your people to develop them,  empowering the employee by decentralizing the career path.",spans:[]},{type:a,text:"Talent experience can be seen as a type of internal talent marketplace, as it still serves the fundamental purpose of matching talent and opportunity. However, it focuses more on the employee journey — not just automating HR. Built for today's employee-centered workplace, talent experience tech connects management, culture, development and collaboration to the interests and ambitions of your people. ",spans:[]}]},id:xP,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Why choose talent experience?",spans:[]},{type:a,text:"Talent experience platforms like 365Talents enable a strong alignment between employee ambition and company goals. 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It is also how you can create a gig economy inside your company by using matching algorithms, predictive analytics and user feedback to connect employees and opportunities adapted to their skills and preferences.",spans:[]},{type:a,text:"In sum, a talent experience option allows your company to become a more democratic, inclusive and resilient people-first organization through empowering your employees with a decentralized approach to talent mobility.",spans:[]}]},id:tS,slice_type:p,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"Back to the practical: What is skills intelligence?",spans:[]},{type:a,text:"Once you have decided whether a talent experience soluton is right for you, it is, of course, important to return to those practical questions of technology, data security and integration. ",spans:[]},{type:a,text:"Artificial intelligence is a word you will hear a lot in your research and it's of the utmost importance you understand what your provider means by AI. Some AI are very simple algorithms; some are award-winning technologies customized to the industry or even (like 365Talents) the client.",spans:[]},{type:a,text:"At 365Talents, we've created an artificial intelligence to allow employees to define their skills and ambitions in their own words, on their own terms. The AI handles all the linguistic challenges to ensure skills are well-mapped free of bias and, in turn, to propose relevant opportunities for trainings, projects or job openings based on the employee’s self-declared interests. This continuously improves the employee’s profile for better matching and your, as HR, view on your internal skills. 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the current ever-increasing wave of flexibility in the job market, nothing lasts forever: expectations and talents sought-after by employers are constantly evolving in line with technological advancements and new emerging markets.",spans:[]},{type:a,text:"In a world that is increasingly influenced by automation, Artificial Intelligence and big data, companies expect continuous improvement and real added value from their employees in order to stand out from the crowd and stay competitive on the market.",spans:[]},{type:a,text:"For this article, we were inspired by the report “The Future of Work” produced by the World Economic Forum in 2018, for which 350 managers from 15 countries and 9 industries were interviewed in order to uncover what the most sought after professional skills by employers will be by 2020.",spans:[{start:cq,end:dy,type:k,data:{link_type:v,url:"http:\u002F\u002Fwww3.weforum.org\u002Fdocs\u002FWEF_Future_of_Jobs_2018.pdf",target:R}}]},{type:a,text:"Without further ado, 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logical theories is a key talent sought after by many employers.",spans:[]},{type:a,text:"For the professionals in question, critical thinking therefore consists of differentiating opinion from fact and being able to process a significant flow of information by drawing tangible, useful elements from this, which will be able to support decision-making.",spans:[]},{type:a,text:"In light of the various technical and technological challenges being faced by companies, critical thinking also enables employees to stand out from the crowd by identifying obstacles and solutions that will contribute to company development: without a doubt, it will be an essential talent for the high-responsibility roles of the future.",spans:[]},{type:n,text:"#3 Creativity",spans:[]},{type:a,text:"Strangely enough, the development of Artificial Intelligence and increasing automation of work does not mean that companies are overlooking the human aspect: in fact, it’s the opposite.",spans:[]},{type:a,text:"To illustrate this point, it is important to note that according to the same study by the 2015 World Economic Form, creativity only came in 10th place on the ranking of the most sought-after professional skills back then.",spans:[{start:gY,end:hO,type:k,data:{link_type:v,url:"http:\u002F\u002Freports.weforum.org\u002Ffuture-of-jobs-2016\u002F",target:R}}]},{type:a,text:"For 2020, this talent has now entered the top 3, which is proof that employers placing great significance on this for the development of their company.",spans:[]},{type:a,text:"As new technologies based on AI and Big Data are being developed, there are also new fields of application emerging with various new associated issues, which relate to technical development, marketing or even market uptake.",spans:[]},{type:a,text:"To face these new challenges, companies are therefore looking for creative talent, who will be able to apply their intelligence for the purpose of resolving complex problems or of creating new products, which will be marketed in the future.",spans:[]}]},id:aP,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:ay,height:Jl},alt:mk,copyright:e,url:Jm,id:Jn,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:mk,spans:[]}],text:[{type:a,text:rl,spans:[]}],btntxt:[{type:a,text:IA,spans:[]}],btnlnk:{id:oW,type:aH,tags:[],lang:f,slug:oX,first_publication_date:ez,last_publication_date:oY,uid:oZ,link_type:h,isBroken:g}},id:"cta_section$7186af14-aa58-4efb-8ad8-4c66d9f4036d",slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"#4 Empathy and emotional intelligence",spans:[]},{type:a,text:"Empathy and emotional intelligence are two extremely useful talents, enabling strong, productive relationships to be formed.",spans:[]},{type:a,text:"Within your professional environment, these two attributes will determine the quality of your interactions with your colleagues, your supervisors and your clients: they are the direct reflection of your human qualities, which will be able to bring a real competitive advantage to the development of client relationships and well-being at work.",spans:[]},{type:a,text:"In a professional world where engagement is increasingly lacking (70% of professionals do not feel engaged by their work in the United States, Source), empathy and the ability to listen may prove to be crucial for the capacity to make decisions and resolve conflicts: two other abilities that are extremely sought-after in high-responsibility roles.",spans:[{start:eZ,end:dJ,type:G},{start:gA,end:dJ,type:k,data:{link_type:v,url:"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fmikekappel\u002F2018\u002F01\u002F04\u002Fhow-to-establish-a-culture-of-employee-engagement\u002F",target:R}}]},{type:n,text:"#5 Resilience",spans:[]},{type:a,text:"Success and failure typically come hand in hand in professional life: it is normal to experience both and to get used to this.",spans:[]},{type:a,text:"However, the ability to withstand failures and to learn from mistakes is a skill that is significantly more difficult to gain, which demonstrates actual experience and good stress management: it is often times of difficulty that uncover employees’ talent (or incompetence) the most.",spans:[{start:rA,end:qr,type:G}]},{type:a,text:"For many employers, failures are therefore very revealing when it comes to identifying an employee’s abilities and skills: failure must be able to be seen as a test aiming to demonstrate their ability to bounce back and to learn good lessons.",spans:[]},{type:n,text:"#6 Coordination, organisation and flexibility",spans:[]},{type:a,text:"Knowing how to organise and evolve in a changing environment is one of the most sought-after talents on the job market.",spans:[]},{type:a,text:"As such, the increasing flexibility of the world of work and the integration of new talents, sometimes freelance or remote workers, into teams has redefined the standard form of a work team: it is now necessary to be able to manage teams remotely and to coordinate efforts across several time zones and continents.",spans:[]},{type:a,text:"In order to compete, employees of tomorrow will therefore have to demonstrate excellent organisational skills in order to coordinate the efforts of dispersed teams: it will consequently be a case of prioritising tasks to achieve collective success.",spans:[]},{type:a,text:"According to companies, organisational skills will also be synonymous with the sense of autonomy required in high-responsibility roles where your decisions will have a direct impact on the development of the company in question: it will therefore be important to be able to demonstrate the ability to handle complex problems independently, as we discussed in our first point.",spans:[]},{type:n,text:"#7 Negotiating skills",spans:[]},{type:a,text:"Contrary to our initial assumptions, negotiation does not just relate to professions classed as commercial: it is a cross-functional skill, which can be used to manage the following relationships:",spans:[]},{type:j,text:"Employee to Employee",spans:[{start:d,end:ab,type:G}]},{type:j,text:"Employee to Employer",spans:[{start:d,end:ab,type:G}]},{type:j,text:"Employee to Third Parties",spans:[{start:d,end:aC,type:G}]},{type:a,text:"In any case, the ability to negotiate to establish a position of strength and safeguard an objective is a key talent, which can make all the difference between one employee and another: it is a communication tool that undeniably needs to be developed.",spans:[]},{type:a,text:"Moreover, the current context of extreme competition brought about by many emerging startups and new technologies is very likely to pose new challenges for most companies: these survival challenges will therefore naturally attract candidates who are well-versed in negotiation for whom debating skills are weapons that must be used.",spans:[]},{type:n,text:"#8 Desire to learn and develop new skills",spans:[]},{type:a,text:"As we said in our article on the evaluation of talents, it is crucial for employees and staff to be able to continually learn and develop their professional skills in their current role.",spans:[{start:bq,end:bk,type:c}]},{type:a,text:"Interestingly, the ability to update talents actually constitutes a professional skill in itself: this shows employers your desire to get to grips with challenges and the technologies of the future and demonstrates your current relevance on the job market.",spans:[]},{type:a,text:"If the emergence of various new tools and technologies may scare certain candidates, it stands to reason that employees who manage to continuously improve themselves benefit from better development opportunities within their company or elsewhere: it is an extremely positive sign for employers.",spans:[]},{type:a,text:"Even though sought-after technical skills may vary significantly from one industry to another, here is a list of 7 talents that are amongst the most desirable on the market:",spans:[{start:d,end:hm,type:c}]},{type:j,text:"Mastery of CRM tools",spans:[]},{type:j,text:"Data modelling and analysis (big data and data science)",spans:[]},{type:j,text:"Mastery of project management tools",spans:[]},{type:j,text:"Mastery of cloud-based tools and databases",spans:[]},{type:j,text:"Professional writing skills",spans:[]},{type:j,text:"Mastery of one or more programming languages",spans:[]},{type:j,text:"Mastery of social networks and promotional tools",spans:[]},{type:a,text:"Of course, it is obvious that mastering all these technical skills to their full extent seems difficult to achieve: it is being able to combine your current talents with new technical skills that will be useful in your career and for your company.",spans:[]},{type:n,text:"#9 Business sense and knowledge of the company",spans:[]},{type:a,text:"With the increasing development of horizontal or semi-horizontal organisations, many employees and staff now have to be able to collaborate with different departments (sometimes remotely) as part of their duties: increasingly there is a pronounced cross-functional approach in the way in which work is carried out within companies.",spans:[{start:ja,end:fW,type:G}]},{type:a,text:"Conscious of this challenge, employers therefore now expect that their employees will possess knowledge (even if it is basic) of the operation of their company and good business practices: every employee can potentially be a real ambassador for their company and it is therefore important that they can communicate externally.",spans:[{start:eA,end:lv,type:G}]},{type:n,text:w,spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:av,version:i,items:[{}],primary:{img:{dimensions:{width:ay,height:Jl},alt:mk,copyright:e,url:Jm,id:Jn,edit:{x:d,y:d,zoom:q,background:u}},title:[{type:n,text:mk,spans:[]}],text:[{type:a,text:"We believe that skills hold the power to transform the value of HR from talent management into transversal employee-centered, strategic leaders making not only a business impact, but also an impact on the lives of their people. ",spans:[]},{type:a,text:rl,spans:[]}],btntxt:[{type:a,text:"Download now",spans:[]}],btnlnk:{id:oW,type:aH,tags:[],lang:f,slug:oX,first_publication_date:ez,last_publication_date:oY,uid:oZ,link_type:h,isBroken:g}},id:eg,slice_type:C,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:n,text:"#10 Knowledge and abilities for processing data",spans:[]},{type:a,text:"The explosion in the amount of data and the emergence of new tools based on big data are bringing us closer and closer in what we are calling a “data-driven world” where data has a key role in decision-making processes.",spans:[]},{type:a,text:"However, the human role is far from having disappeared and companies are therefore looking for candidates capable of analysing this data flow in order to draw tangible, actionable conclusions for the company.",spans:[]},{type:a,text:"Contrary to popular opinion, it is not just “data science” candidates or engineers who will be affected by this prerequisite: employees from all departments will be increasingly required to use tools based on AI or big data and it is therefore imperative for them to understand how these work.",spans:[]},{type:n,text:"#11 Oral and written communication skills",spans:[]},{type:a,text:"At a time when digital communication, new tools (such as Slack and intercom, etc.) and acronyms have revolutionized our approach to communication, employers are seeking talent with strong oral and written communication skills.",spans:[{start:cv,end:ho,type:G}]},{type:a,text:"For companies, communication challenges are clearly very significant: we are reverting back to human communication at all levels and in all business sectors, whether it relates to physical or virtual presence.",spans:[]},{type:a,text:"In real terms, oral and written communication skills can make a huge 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And it applies to HR too ; especially to the way talents are managed. And that’s why we are launching #RebootTalents.",spans:[{start:me,end:em,type:c}]},{type:n,text:"A new era of Talent Management is needed",spans:[]},{type:a,text:"As we explained in our latest blogpost Why our mission is more important than ever, we truly believe that the Internal Talent Marketplace is the fastest and best way for HR professionals to quickly identify, find and allocate talents.",spans:[{start:ba,end:en,type:k,data:{id:mc,type:l,tags:[],lang:f,slug:e_,first_publication_date:hT,last_publication_date:md,uid:e_,link_type:h,isBroken:g}},{start:jh,end:iC,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}}]},{type:a,text:"HR managers cannot rely on lengthy and complicated processes in such a crisis. 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In all cases, there will be a real need for digitalization (for example, event organizers will have to find new ways to offer experiences remotely like virtual visits, online webinars, etc. HR Managers will be looking for the right skills to fast-track these projects internally).",spans:[]},{type:a,text:" For the second category, the #RebootTalents is more on re-allocating the rightly skilled workforce on the departments that are still in high demand, whilst offering reskilling and upskilling to the other departments that are not.",spans:[{start:is,end:jZ,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}}]},{type:a,text:"For the last category, the RebootTalents takes a different meaning. There, it is more about how to reply to a sudden high demand and organise the business to meet market expectations. Network providers or any supermarket with takeaway facilities had to rethink their processes and move fast into a model that might be their new norm. Their HR departments had to adapt rapidly their teams and talents. For the ones who didn’t, they lost a great opportunity to win market shares and make a difference.",spans:[]},{type:n,text:"Prepare the future for your business, but don’t forget your employees.",spans:[]},{type:a,text:"In hard times like the one we are experiencing, it is often when companies focus on their survival and tend to put the employee experience on the side. 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SWP is increasingly coming back into the HR sphere as companies are increasingly facing drastic changes or aggressive disruptions in their industries. Over the last 10 years, several upheavals have taken place. 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The evidence is in the examples of companies that have become study cases. The most striking case is -amongst others- Kodak, which was unable to make the shift to digital in time by sticking to its root skills for photography. Or the American giant Toys’R’Us, which disappeared due to the lack of consideration for e-commerce.",spans:[],direction:b},{type:a,text:"These companies could have avoided an unfortunate end by analyzing their market, and especially by putting themselves into Strategic Workforce Planning.",spans:[{start:dH,end:j$,type:c}],direction:b},{type:n,text:"Strategic Workforce Planning definition",spans:[],direction:b},{type:a,text:"The Strategic Workforce Planning (SWP) is a strategic tool covering 3 main axes:",spans:[],direction:b},{type:j,text:"As a decision-making tool, the objective is to assist organizations in the  management of their transformation.",spans:[{start:gF,end:aC,type:c}],direction:b},{type:j,text:"A tool which help anticipate changes in the profiles\u002Fcareers and skills of the entire workforce.",spans:[{start:aR,end:bs,type:c}],direction:b},{type:j,text:"A planning tool to outline skills required in the future",spans:[{start:ed,end:$,type:c}],direction:b},{type:a,text:"In a nutshell, Strategic Workforce Planning is:",spans:[{start:au,end:bP,type:c}],direction:b},{type:a,text:"SWP is about having the right number of people, with the right skills at the right place, at the right time, to meet both people and organizations’ strategic objectives.",spans:[{start:V,end:ge,type:c}],direction:b},{type:n,text:"What are the differences between SWP and EPM?",spans:[],direction:b},{type:a,text:"As a reminder, the EPM – Enterprise Performance Management (Management and Forecasting of Jobs and Skills) diagnoses the jobs and skills present within the company, and implements HR measures to assist with their employees career evolution.",spans:[{start:gR,end:hE,type:c}],direction:b},{type:a,text:"The Strategic Workforce Planning, on the other hand, is uncorrelated to the employee development and really helps in forecast purpose. ",spans:[{start:cH,end:n_,type:c}],direction:b},{type:a,text:"EPM is more a matter of daily execution, whereas Strategic Workforce Planning proposes a long-term anticipation strategy and is designed to help the company achieve its strategic objectives. ",spans:[],direction:b},{type:a,text:"Strategic Workforce Planning and EPM remain complementary HR practices. SWP is based on EPM to define the need for evolution and transformation at the finest level of the organisation: its employees. ",spans:[{start:cH,end:gb,type:c}],direction:b}]},id:"content_text_section$85aa8b20-ab60-4796-a604-1d5abfe43f8d",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"Market knowledge alone is not enough to make informed choices for your strategy, if you do not know precisely the state of the forces available in your organization.",spans:[]}],name:[{type:a,text:"Gary Becker",spans:[]}],job:[{type:a,text:"Economist",spans:[]}]},id:"quote_section$89d10aaa-9958-4b02-9cd6-054a754dee08",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"☕️ The 3 steps for a good Workforce planning and its key ingredient: skills",spans:[{start:d,end:cF,type:c}]},{type:a,text:"In order to identify the existing, it is necessary to know the skills of the company. An up-to-date skills repository is therefore vital ! Without this reference system, it is impossible to measure the gaps between today’s skills and those needed for tomorrow.",spans:[]},{type:a,text:"To find out how to know all the skills of a company, more information via the guide to implement your new HR solution, that you can download for free.",spans:[{start:ea,end:eJ,type:k,data:{id:fa,type:l,tags:[],lang:f,slug:dZ,first_publication_date:fb,last_publication_date:fc,uid:fd,link_type:h,isBroken:g}}]},{type:n,text:"Building your strategy",spans:[]},{type:a,text:"Depending on the skills gaps detected, HR can decide to implement more operational actions that flow from the strategy. HR has several levers at their disposal:",spans:[]},{type:o,text:CA,spans:[{start:d,end:aM,type:k,data:{id:fo,type:al,tags:[],lang:f,slug:fp,first_publication_date:fq,last_publication_date:fr,uid:fs,link_type:h,isBroken:g}}]},{type:a,text:"What type of trainings will be offered to employees to develop  new key skills?",spans:[]},{type:o,text:"Wages",spans:[]},{type:a,text:"Are the company’s employees wages compatible or aligned with Workforce Planning results?",spans:[]},{type:o,text:"Geographical mobility",spans:[]},{type:a,text:"Are there geographical mobilities to be proposed? Which regions of the world are priorities for the company’s development?",spans:[]},{type:o,text:xQ,spans:[{start:d,end:U,type:k,data:{id:ps,type:al,tags:[],lang:f,slug:pt,first_publication_date:pu,last_publication_date:pv,uid:pw,link_type:h,isBroken:g}}]},{type:a,text:"How do you put internal talent in motion? 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We believe that any static tool or dated skills referential will not help. Companies will not have the 6-9 months required to build yet another skills referential. Our dynamic approach and AI native platform is the fastest way to help companies identify, find and reallocate skills.",spans:[{start:ju,end:AJ,type:c}]}]},id:"content_text_section$6d372f64-1bf0-4f64-a42e-a9a571886685",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"A global retail company has to accelerate its e-commerce marketplace capacity to recover and succeed after Covid. Key capabilities for such a strategic project are Digital and Supply Chain skills. With limited resources due to the existing situation and for at least 18 months, turning to 100% internal resources is a no-brainer. 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It uses our powerful AI to matches all skills from collaborators with the job\u002Fmissions opened.",spans:[]}]},id:cI,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"A leading investment bank is working on a global skills reallocation plan to reconfigure its whole organization capabilities in a few months. Empowering HRs, managers, and employees on such a massive transformation project can only be a mix of leading changement management and agile digital platform. This is where the Internal Talent Marketplace comes. ",spans:[]}],name:[],job:[]},id:"quote_section$7bd3310c-3696-4352-9b26-5036fedb0d24",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"For the internal talent marketplace to be successful, here are a few quick wins:",spans:[]},{type:a,text:"Find the skills you need. Fast.",spans:[{start:d,end:at,type:c}]},{type:a,text:"If you have identified the key skills needed for a specific project, but do not have yet the right profile in your pool because you just launched your internal marketplace, you can fast-track your skillset building. You just need to let the AI know about these specific and utmost necessary skills and it will ask to all your collaborators if they do have these skills. Your collaborators just have reply to this push with a “yes” or “no”. If they have the required skills, they can declare how well they master it. So you can assess quickly how prepared your teams are to kickstart these particular projects.",spans:[]},{type:a,text:"An open platform for all that will break silos.",spans:[{start:d,end:cr,type:c}]},{type:a,text:"If the talent marketplace is used only by a portion (an entity of your group, or just a department), you are missing out. 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The reason? Employees are still reticent to take a step back and consider what’s important to recruiters nowadays and they are still short-sighted when it comes to understanding what Talent is. ",spans:[{start:fu,end:pn,type:c}]},{type:a,text:"But this isn’t the only explanation. In fact, to be able to demonstrate or showcase new “soft skills”, the employee must be able to and know how to record the different qualities used and the key factors in their success on all fronts in relation to their different experiences in the field and in real time.",spans:[]},{type:a,text:"The 365Talents platform integrates with everyday tools (company social networks and other digital workplace components) made available by HR or Communications departments. 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The data collected provide tangible elements based on which employees can choose whether or not to build their talent progressively by inputting specific experiences to demonstrate their technical and behavioural talents, which are increasingly being sought after when it comes to the selection of candidates by client companies. Then, it is the art of compiling them to create a clear, engaging profile that makes the difference!",spans:[]}]},id:xX,slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:cA,type:l,tags:[],lang:f,slug:ax,first_publication_date:cp,last_publication_date:cB,uid:ax,link_type:h,isBroken:g}},{article:{id:hh,type:l,tags:[],lang:f,slug:hi,first_publication_date:hj,last_publication_date:hk,uid:hl,link_type:h,isBroken:g}},{article:{id:ih,type:l,tags:[],lang:f,slug:ii,first_publication_date:ez,last_publication_date:ij,uid:ik,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[],btnlnk:{link_type:ah}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"This notion doesn’t just apply to recruiters and HR departments, who are invited to see past CVs and take soft skills and the ability to collaborate into account ...",spans:[]}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:IY,uid:Ja,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZBzzvBAAACMApZJX%22%29+%5D%5D",tags:[],first_publication_date:I_,last_publication_date:I$,slugs:[IZ,nv],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:e,title:"365Talents named “Cool Vendor” by Gartner in 2019 - 365Talents",sitename:e,description:"The only French vendor with this international accolade for improvement of the employee experience nominated by Gartner.",img:{}},id:aw,slice_type:H,slice_label:e}],hero_title:[{type:F,text:"365Talents named “Cool Vendor” by Gartner in 2019",spans:[]}],category_grp:[{category:{id:gl,type:x,tags:[],lang:f,slug:cs,first_publication_date:gm,last_publication_date:gn,uid:cs,link_type:h,isBroken:g}}],tag_grp:[{tag:{id:bh,type:t,tags:[],lang:f,slug:am,first_publication_date:W,last_publication_date:bi,uid:aX,link_type:h,isBroken:g}}],hero_img:{dimensions:{width:K,height:J},alt:e,copyright:e,url:Jx,id:Jy,edit:{x:d,y:d,zoom:q,background:u}},author:{id:mq,type:I,tags:[],lang:f,slug:r,first_publication_date:mr,last_publication_date:ms,link_type:h,isBroken:g},p_date:"2019-07-02",u_date:e,aside_n_title:[{type:E,text:P,spans:[]}],aside_n_text:[{type:a,text:ae,spans:[]}],aside_n_form:N,aside_n_quote:[{type:a,text:O,spans:[]}],author_display:g,slices3:[{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"The only solution “made in France” with this international accolade for improvement of the employee experience.",spans:[{start:d,end:dK,type:c}]},{type:a,text:"Paris, 22 June 2019 – 365Talents, the Artificial Intelligence solution enabling internal skills to be detected, mobility to be revolutionized and training to be evaluated, has just been named by Gartner as “Cool Vendor” for human capital management and improvement of the employee experience (Cool Vendors in Human Capital Management 2019). 365Talents is the only Internal Talent Marketplace solution recognized under this rating and the only French solution! All this comes just a year after its first capital-raising campaign, which led to the company’s start-up in England, Singapore and the Nordic countries. 365Talents is delighted to see its solution being globally commended for its impact on the great challenges of HR transformation: the employee experience, employee development opportunities and new management methods geared towards leadership.",spans:[{start:ar,end:458,type:c}]}]},id:aP,slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"\"365Talents provides a platform and a workflow enabling the creation of an Internal Talent Marketplace, which in turn leads to a more personalized experience for employees. This is crucial for dynamic, networked, innovative organisations that want to succeed in their work and get results.\"",spans:[]}],name:[{type:a,text:"Helen Poitevin",spans:[]}],job:[{type:a,text:"VP Analyst @ Gartner",spans:[]}]},id:"quote_section$22d901b7-58c1-4daf-85d5-578f5f242039",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"According to Loïc Michel, CEO & Co-founder of 365Talents:",spans:[]}]},id:"content_text_section$7ad5d3a0-a500-4ee5-b930-2abed2c59543",slice_type:p,slice_label:e},{variation:aN,version:i,items:[{}],primary:{quote:[{type:a,text:"Above all, being named Cool Vendor means being among the world's most innovative software companies in our field. It means providing a new experience and having an impact on business thanks to technologies that did not previously exist. In more general terms, it means being among the solutions that are challenging a market. We're very proud of this recognition for 365Talents, as we appear among the world's 4 most innovative solutions for improvement of the employee experience. We're the only French innovation with this rating and the only Internal Talent Marketplace solution recognized by Gartner",spans:[]}],name:[],job:[]},id:"quote_section$b0d4da4d-99c8-4f8e-8970-9bbd5001e897",slice_type:aO,slice_label:e},{variation:m,version:i,items:[{}],primary:{content:[{type:a,text:"Gartner does not endorse any vendor, product or service depicted in our research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose. Gartner “Cool Vendors in Human Capital Management 2019” by Jason Cerrato, Amanda Grainger, Jeff Freyermuth, Helen Poitevin, Ron Hanscome and John Kostoulas, May 2019.",spans:[]},{type:a,text:"Learn more about 365Talents",spans:[{start:d,end:aq,type:k,data:{id:lz,type:ck,tags:[],lang:f,slug:am,first_publication_date:lA,last_publication_date:lB,uid:am,link_type:h,isBroken:g}}]}]},id:"content_text_section$b4209dbe-fb45-4192-9d6a-7d2bc72775a4",slice_type:p,slice_label:e}],suggested_title:[{type:n,text:Z,spans:[]}],suggested_grp:[{article:{id:mc,type:l,tags:[],lang:f,slug:e_,first_publication_date:hT,last_publication_date:md,uid:e_,link_type:h,isBroken:g}},{article:{id:tV,type:l,tags:[],lang:f,slug:tZ,first_publication_date:tX,last_publication_date:tY,uid:tW,link_type:h,isBroken:g}},{article:{id:o_,type:l,tags:[],lang:f,slug:o$,first_publication_date:pa,last_publication_date:pb,uid:pc,link_type:h,isBroken:g}}],slices5:[],slices6:[{variation:m,version:i,items:[{}],primary:{title:[{type:n,text:Q,spans:[]}],btntxt:[{type:a,text:gZ,spans:[]}],btnlnk:{id:y,type:s,tags:[],lang:f,slug:s,first_publication_date:z,last_publication_date:A,uid:B,link_type:h,isBroken:g}},id:aA,slice_type:C,slice_label:e}],thumb_title:[],thumb_description:[{type:a,text:"365Talents is now the only solution “made in France” with this international accolade for employee experience improvement.",spans:[]}],thumb_linktxt:[{type:a,text:X,spans:[]}]}},{id:lP,uid:lR,url:e,type:l,href:"https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCLuMBAAACMAwLtI%22%29+%5D%5D",tags:[],first_publication_date:aK,last_publication_date:lQ,slugs:[],linked_documents:[],lang:f,alternate_languages:[],data:{slices:[{variation:m,version:i,items:[{}],primary:{indexing:D,title:"Reducing your turnover: Tips for retaining talent",sitename:D,description:"Companies are facing a crucial challenge of retaining talent as employee expectations of their workplace change. 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Meaning, fulfillment and quality of life at work are some of the qualities employees seek in their workplaces. Human resources departments therefore have to adapt to these new priorities to avoid too high a turnover. ",spans:[]},{type:a,text:"According to the Harvard Business Review, in order for your HR actions to fundamentally improve your employees’ performance and well-being, you have to manage HR risks. ",spans:[{start:U,end:bO,type:k,data:{link_type:v,url:"http:\u002F\u002Fwww.hbrfrance.fr\u002Fchroniques-experts\u002F2015\u002F10\u002F8624-les-risques-rh-un-probleme-trop-souvent-sous-estime\u002F",target:R}}]},{type:n,text:"What are HR risks?",spans:[]},{type:a,text:"Too often reduced to the notion of psychosocial risks, there HR risks. The best-known issue of turnover is among them — and it can be very costly when you combine the annual salary for an equivalent position and the costs of the recruitment process (sourcing and promoting vacancies, screening applications, conducting interviews, selecting the candidate, negotiating, etc.) and the integration process (administrative procedures, introduction to the teams and training).",spans:[{start:cF,end:dv,type:c}]},{type:a,text:"So how do you reduce your turnover?",spans:[{start:d,end:aS,type:c}]},{type:a,text:"To set yourself apart and convince your internal talent to stay by your side, you have to start by measuring and analysing your current turnover. Once the preliminary work has been completed, this is the point where you implement appropriate corrective actions. ",spans:[]},{type:a,text:"Let's look at these, one by one.",spans:[]},{type:n,text:"How do you calculate your company’s turnover?",spans:[]},{type:a,text:"Turnover is an indicator of how healthy your company is. Our friend Google defines it in (just) 7 words as the“replacement rate of staff at a company.\"",spans:[{start:eQ,end:dB,type:G},{start:hW,end:dK,type:G}]},{type:a,text:"The reality is a bit more complex. ",spans:[]},{type:a,text:"What does this rate correspond to exactly? ",spans:[]},{type:a,text:"Turnover (or rotation rate) enables you to measure the movements of employees joining your company and those leaving it over a given period. It is generally calculated over a quarter, half-year period or year. ",spans:[{start:aD,end:aq,type:G},{start:bP,end:gf,type:c}]},{type:a,text:"Do not overlook it: This figure generally reflects your company’s overall state of health! This indicator should be tracked over time. It is also interesting to put it into perspective in terms of ‘exceptional’ events that may arise within your company.  ",spans:[{start:gL,end:ka,type:G}]},{type:a,text:"What is the formula for calculating turnover?",spans:[{start:d,end:ai,type:c}]},{type:a,text:"To find out your turnover, the formula is simple:",spans:[]},{type:a,text:JB,spans:[{start:d,end:ap,type:c}]},{type:a,text:"Let’s take an example.",spans:[]},{type:a,text:"As of 1 January 2018, company XYZ has 300 employees. During the course of 2018, the company recruits 30 new employees. 50 departures (it doesn’t matter whether these are voluntary or not) also took place over the same period. ",spans:[]},{type:a,text:JB,spans:[{start:d,end:ap,type:c}]},{type:a,text:"Company XYZ has therefore replaced 13.3% of their workforce in 2018.",spans:[]},{type:a,text:"To gain insight into the efficiency of your HR policy, now focus more specifically on the departures.",spans:[]},{type:a,text:"If you are mapping these, there are two types of departures:",spans:[]},{type:j,text:"Involuntary departures: Redundancies, sickness, internal reorganisation, etc.",spans:[{start:d,end:ar,type:c}]},{type:j,text:"Voluntary departures: Divided into two categories: unplanned and dysfunctional departures ",spans:[{start:d,end:ab,type:c}]},{type:a,text:"It is clear that you should focus on the dysfunctional departures to have an impact on reducing your turnover. But we will come back to that.",spans:[]},{type:a,text:"When do you measure your turnover?",spans:[{start:d,end:bg,type:c}]},{type:a,text:"We recommend that you analyse your turnover as part of monthly or quarterly reporting. This will enable you to be more agile in implementing actions and projects to improve your employees’ engagement.",spans:[]},{type:n,text:"How do you assess your turnover rate?",spans:[]},{type:a,text:"As with any indicator, calculating your turnover is only useful if you analyze it.",spans:[]},{type:a,text:"At that point, three interpretations are possible:",spans:[]},{type:j,text:"Your turnover is low (less than 15%)  ✅",spans:[{start:d,end:ba,type:c}]},{type:a,text:"The social situation at your company is healthy.",spans:[]},{type:j,text:"Your turnover is zero (0%).",spans:[{start:d,end:aq,type:c}]},{type:a,text:"Your company risks a lack of internal impetus and could be missing out on new talents. Understand that turnover is healthy to a certain extent.",spans:[]},{type:j,text:"Your turnover is high (more than 15%) ❌",spans:[{start:d,end:ba,type:c}]},{type:a,text:"You need to reflect on the root causes for this turnover. There could be various reasons for this (organization, social climate, few benefits, lack of responsibility, no training options, few progression opportunities, etc.).",spans:[{start:gB,end:hC,type:G}]},{type:o,text:"What to consider when analyzing turnover",spans:[]},{type:a,text:"There are exceptions to every rule.",spans:[]},{type:a,text:"Cultural context",spans:[{start:d,end:$,type:c}]},{type:a,text:"Working for decades in the same job is no longer the norm for the new generation. The figures bear witness to this: In 30 years, the rotation rate has multiplied by five. Your employees will tend to prefer to increase their number of experiences in order to boost their careers.",spans:[]},{type:a,text:"Our advice? Internal mobility is still not being sufficiently leveraged by companies to meet this interest. We will go back to this in another upcoming article.",spans:[]},{type:a,text:"If your turnover has increased over the past few years, you can rest assured that one of the reasons (but it might not be the only one) is down to a fully transforming economic and social context.",spans:[{start:eK,end:eT,type:G}]},{type:a,text:"Business sector",spans:[{start:d,end:au,type:c}]},{type:a,text:"The second element to take into account is your business sector. Each one of them is subject to a different turnover rate. Therefore, the reference skill sets to consider are not the same. For example, the hospitality sector has a higher than average turnover rate.",spans:[]},{type:a,text:"On the contrary, the public sector has one of the lowest turnover rates. Why? Simply because in many countries civil servant status guarantees a job for life: an employee therefore thinks twice before leaving the civil service.",spans:[]},{type:a,text:"Furthermore, the company’s classification and lines of business (sometimes at odds) can also influence your turnover.",spans:[]},{type:o,text:"How do you explain a high turnover?",spans:[]},{type:a,text:"If your turnover is higher than the average for your sector without there being any specific contextual explanation, it is time to revisit the details of your policy and internal organisation.",spans:[]},{type:a,text:"Several factors come into play for explaining these figures. We have selected a few questions for you.",spans:[]},{type:j,text:"Do your management methods match your employees’ expectations?",spans:[]},{type:j,text:"In fact, what are your employees’ expectations when it comes to management issues?",spans:[]},{type:j,text:"How do you communicate the company’s results internally? Are you transparent enough?",spans:[]},{type:j,text:"What means are available to your employees for continuously developing themselves? Is information (and training) readily available?",spans:[]},{type:j,text:"What are the different benefits offered to your employees? What are the actions and projects implemented to promote internal mobility? Do you have a real development policy that is clear, transparent and adapted to your employees’ needs?",spans:[]},{type:a,text:"After these initial reflections, it is time to put a plan of action into place to rectify any weak points.",spans:[]},{type:n,text:"How do you reduce your company’s turnover?",spans:[]},{type:a,text:"Unfortunately, that there is no magic formula for determining these actions. But that is not to say that we aren’t going to give you some ideas. In fact, they seem essential to us for reducing turnover. \nOne of the first things to do would be to take the time to have discussions with your employees. Organize group or individual sessions on specific topics. They will enable you to spend some valuable time addressing their current frustrations and expectations in terms of HR policy. \nYour employees will feel all the more important and engaged by the company. However, in order to engage with your employees (and reduce turnover), here are some paths of reflection to explore. ",spans:[{start:iy,end:pQ,type:c},{start:Ak,end:wN,type:c}]},{type:o,text:"1. Empower your teams",spans:[]},{type:a,text:"It can never be said enough that empowering your employees will strengthen their self-confidence, initiative-taking and, by extension, the commitment that they may have to your company. Therefore, involve managers in these reflections. There is no place for micromanagement anymore.",spans:[]},{type:o,text:"2. Improve your employees’ working environment",spans:[]},{type:a,text:"And this includes areas that are furnished, so that your employees can talk to one another, take a break and relax. OK, putting a foosball game right in the middle of an open space wouldn’t really make sense.  But similar actions must be integrated into a wider approach to ensuring your employees’ comfort and well-being. We are convinced that these investments work in the long-term. Without knowing it, they give a strong indication, both internally and externally, of good working conditions and environment on a day-to-day basis.",spans:[]},{type:o,text:"3. Offer exclusive social benefits",spans:[]},{type:a,text:"Restaurant vouchers have almost become the norm nowadays. However, you can use health plans or similar benefits to differentiate yourself from other companies. Also, use annual events to launch new benefits: special rates for certain shows or even putting new services into place for employees (meal delivery, valet or concierge services, etc.). Discuss these with your employees to find out what they want. A young employee aged 26 may not have the same wants as a father of three.",spans:[]},{type:o,text:"4. Talk about internal mobility and progression opportunities",spans:[]},{type:a,text:"These two points are essential and bring several advantages for both the employee and the company. ",spans:[{start:hC,end:fw,type:c}]},{type:a,text:"For the company, internal mobility allows you to:",spans:[]},{type:j,text:"Save time and money (the employees are already part of the company)",spans:[]},{type:j,text:"Evaluate your employees’ talents",spans:[]},{type:j,text:"Know the company",spans:[]},{type:j,text:"Drive career paths",spans:[]},{type:j,text:"Develop a new wide-scale vision of employment",spans:[]},{type:a,text:"For your employees, it offers:",spans:[]},{type:j,text:"Real and realistic progression opportunities",spans:[]},{type:j,text:"Confidence and motivation to excel",spans:[]},{type:j,text:"A sense of belonging to the company",spans:[]},{type:j,text:"Skills development",spans:[]},{type:j,text:"Recognition from superiors for delivered work",spans:[]},{type:o,text:"5. Develop internal training ",spans:[]},{type:a,text:"In-company learning transforms. With e-learning, digital learning has become more and more developed over the past few years to speed up internal training. You have to consider long-term training. It must enable your employees to perform better in their everyday lives in order to ultimately improve the company’s performance.",spans:[{start:rK,end:ly,type:G}]},{type:a,text:"Conduct internal surveys and interviews with employees and their managers to find out their training needs. In this way, you are better informed and more level-headed regarding the relevance or irrelevance of such training.",spans:[]},{type:o,text:"6. Involve your employees in your HR projects",spans:[]},{type:a,text:"We have already talked about the fact that we are all searching for meaning in our respective careers. Your role is also to reassure your employees about their future and the importance of their job within the company.",spans:[]},{type:a,text:"Also, be transparent regarding ongoing projects and upcoming improvements. Few companies have succeeded in creating a true culture of transparency. We know that it isn’t easy and that it takes time. 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to chart a new course for your people at 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your skills journey with us","ZBOO6BAAACAAjIfF","2023-03-21T13:48:57+0000","2023-08-07T10:10:16+0000",1860,"seo$956d567d-8218-484f-98ae-569a3ccca14d","content_text_section$72dc7e05-acbb-4b76-afd7-53579a30bb26",64,213,"ZVzfXBAAANMq7X0b","2023-11-22T08:00:13+0000","2024-02-02T12:39:30+0000","skills-management-benefits-guide",136,162,123,143,97,205,161,122,5,"ZCGeQxAAACIAuqSh","how-ai-bridges-skills-gaps","2023-08-09T14:15:59+0000","ai-upskilling-skills-gap-solution",170,197,"ZEudcBEAACsAoKJI","everything-you-need-to-know-about-skills-based-organizations","2023-05-01T07:01:28+0000","2024-06-07T14:07:54+0000","skills-based-organization-benefits-guide",107,133,"ZCGgWhAAAB8Auq8v","understanding-the-impact-of-ai-in-hr","2024-06-07T13:19:39+0000","ai-hr-uses-examples",121,90,"Book Your Demo","Read 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up to receive new resources every month in your inbox","Join our HR insights mailing list to uncover new wonders related to skills, talent and beyond that will open your eyes to a skills-based world of 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resources to discover...",714,"ZW8M4RAAAFwAI4dB","2023-12-05T11:43:53+0000","2024-02-01T10:04:58+0000","hr-trends-talent-bomb-explainer","Y_zcpBAAACcAJO6e","2023-02-27T16:42:58+0000","2024-05-06T16:04:37+0000","massive 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our integration capabilities and see how 365Talents can transform your talent management 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engagement","ZTd5DBAAACUAdDqo","7-myths-about-generative-ai-for-skills-based-organizations","2023-10-24T09:03:43+0000","2024-06-07T12:11:43+0000","generative-ai-chat-gpt-myths","HR checklist for a worry-free vacation","ZKJ7ahEAACEAhlru","how-hr-can-transform-the-employee-journey-by-thinking-like-travel-agents","2023-07-03T08:06:35+0000","2023-08-18T15:41:14+0000","hr-travel-agents-employee-experience","Read more resources...","2024-04-24",271,"  ","content_text_section$70f58d98-56ec-4c10-8daf-827843d6cc06","Discover 365Talents' Skills Management Guide","Read on and discover the power of skills management and how 365Talents can empower your organization to reach success.","Download How-to Guide","https:\u002F\u002Fwww.digitalskilledprofessionals.com\u002Fwp-content\u002Fuploads\u002F2023\u002F12\u002FTestGorilla-The-state-of-skills-based-hiring-report-2023.pdf?utm_source=linkedin&utm_medium=post&utm_campaign=skills-based-hiring","To achieve these objectives effectively, we use both top-down and bottom-up approaches to help you build a specific skills framework. Imagine your skills framework like a Tetris game board.","Your framework is a fusion of various sources that, through smart and strategic interpretation and manipulation, can be fit together for a seamless, rock-solid view of your company’s current skills.","Once everything is live, you have your centralized and dynamic skills framework. Our technology takes over, performing automatic categorization, synonym detection, semantic matching, language detection, and automatic translation.","ZDkgCxAAACIAg4h3","skillstech-faq-10-questions-to-ensure-your-hr-solution-brings-value","2023-04-14T16:06:03+0000","2023-08-18T15:54:25+0000","skills-solution-questions-ensure-value","Learn about the tools 365Talents provides for skills management, strategic workforce planning, and more.",187,"About 365Talents","At 365Talents, we don’t believe that the only way is up. Sometimes, you start in one place and end up somewhere unexpected. Or someone introduces you to an opportunity that changes your entire journey.","That’s why our AI-driven decentralized talent experience platform gives employees the power to self-declare skills and managers the vision to uncover the unexpected, so organizations can move quickly and purposefully to chart a new course for progress.","With 365Talents, companies including EY, Allianz, BearingPoint, Credit Agricole, Veolia and Societe Generale are embracing a uniquely employee-centric approach to talent mobility and skill development and creating a more democratic, inclusive and future-ready world of work.","ZLqGphIAACYA2RMc","365talents-expands-multilingual-capacities-to-45-languages","2023-07-25T07:00:37+0000","2024-06-07T08:20:01+0000","multilingual-product-announcement",207,"ZBzs6hAAACIApXPh","how-ai-simplifies-strategic-workforce-planning","2023-03-24T00:26:48+0000","2023-08-18T16:10:15+0000","how-ai-simplifies-swp","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F7e6f9d09-81a2-4b63-89b8-3def1c5a7080_IMG_Articles_GEMS_stroke-potential-navy_5.png?auto=compress,format","ZDkgrRAAACIAg4mY","how-to-decode-activation-rate-benchmarks-for-your-hr-tech-solution","2023-04-14T14:49:36+0000","2023-08-18T15:43:49+0000","hr-tech-good-activation-rate-explained","42 percent of respondents rated their HR technology implementations as failures after two years, according to Josh Bersin Co.","As a mission control for sharing skills data, integration with 365Talents can supercharge HR projects across your tech stack with skills data so you can boost adoption and avoid false-starts before you launch.","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F2789d735-4e26-4424-a170-f72721ef946d_IMG_Articles_new-course-purple-navy.png?auto=compress,format","ZCWHfxAAACEAxRiQ","veolia-365talents","ZBz1thAAAB8ApZtH","365talents-plans-international-growth-with-new-board-member","2023-03-24T01:00:26+0000","2023-08-09T13:40:59+0000","365talents-welcomes-a-top-executive-from-ukg-travis-burke","This report, which features original insights from Accenture, Axa Climate School, Credit Agricole, OpenClassrooms and OpenWeb, takes a deep dive into the impact of adopting a skills-based approach to your HR strategy and explores the myriad ways it can transform your organization and help you move quickly and purposefully toward the future.","header_link","An HR assessment tool engages your employee to develop their potential and understand their interests, ambitions and skills better through soft skill assessments including behavioral, cognitive and personality tests. Integrating with a talent experience solution like 365Talents connects and incorporates this professional assessment data into their skills data set so that all your tools can benefit from these insights.","When you integrate your 365Talents with your LMS, your skills framework is centralized, unified and shared between your solutions to evaluate and understand your employees' soft skills. ","For employees, integration provides unique insights and centralizes information on their experience, personality and interests in order to better direct and improve career development. ","For managers, integration allows them to better see and understand their teams’ soft skills","For HR, integration helps them find relevant candidates for strategic open roles and improves KPIs on internal mobility and success planning.","Integration fosters a user-friendly and engaging experience for your employees to know themselves better and manage their career development while streamlining a transversal and efficient HR process to use this new information in your talent experience for skills analytics, strategic workforce planning and skills matching for internal mobility.","365Talents integrates with AssessFirst, Prismo and SHL, among other popular assessment solutions. ","2023-04-03T13:39:31+0000","ZCWPVBAAACIAxSc9","rebecca","2023-03-23T22:54:32+0000","365talents skills management",299,256,"2024-10-28T15:57:07+0000",294,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F32874702-f9dc-48ab-bee6-00bd6cc89c53_People+Gem+Cropped.png?auto=format,compress","ZQxGKxAAACEA3VlZ","cta_section$2a106592-4d4f-40f4-94b5-fc243518a458","cta_section$9cacda1f-a233-49e3-ae2e-6b16927673ab","the-guide-to-skills-mapping-for-hr-professionals",329,263,280,350,381,292,"ZeBVp5xC0E99lp21","ZgGo-BAAADFFc5zB","the-journey-of-a-global-technology-leader-transitioning-to-a-skills-based-organization-through-api-first-approach","2024-03-26T10:02:53+0000","2024-06-07T12:10:33+0000","global-tech-leaders-transition-to-skills-based-with-api-first-approach","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F655e310f-483c-4fb8-a043-674c5bd0ed5b_IMG_Articles_new-course-green-cream.png?auto=compress,format","ZCW0hhAAACMAxWv1",244,311,358,238,282,389,"ZCvvLxAAAB8AzwzS","Why is it critical:",275,310,323,"No data? No problem.",395,"new-hr-tools-innovations-automation-ethical-and-responsible-ai","2024-10-02T13:28:54+0000",339,273,"How does it work?",252,258,287,365,"Start a new course for your people at work","2024-09-26","ZCWABBAAACMAxQo_",372,"ZCWNwxAAACIAxSRO","2024-09-10","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZfG_ZEmNsf2sHjY4_img-article-blog-hero-3.png?auto=format,compress","ZfG_ZEmNsf2sHjY4",301,"Zb0V3REAALkCmdhg","hr--talent-report","2024-02-02T16:31:43+0000","2024-10-14T10:47:11+0000","hr-and-talent-report-the-times-raconteur",470,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZfG_ZkmNsf2sHjY6_img-article-blog-hero-1.jpg?auto=format,compress","ZfG_ZkmNsf2sHjY6","ai for hr","Download","ZkxV-hAAACMAxOq_","unlocking-business-intelligence-with-365talents-job-benchmark-analytic-capabilities","2024-05-21T08:15:11+0000","2024-06-07T09:32:57+0000","unlocking-business-intelligence-365talents-job-benchmark-analytic-capabilities","Zlbt7xAAACMAv0i5","Add internal links","how-to-align-skills-with-your-organizations-goals-skills-vision-by-365talents-generative-ai","2024-05-29T11:08:41+0000","2024-06-07T08:20:34+0000","how-to-align-skills-with-organizations-goals-generative-ai-skills-vision",1280,"content_text_section$a2a0d3a8-db42-4a2c-b188-ec417185c58d","With this objective in mind, 365Talents has developed innovative tools to assist HR professionals in navigating these challenges effectively.","quote_section$a3a0b07d-8d10-46f3-82b3-2c0d3a1c342d",352,"ZBCziBAAACkAZZkm","2023-03-14T17:50:19+0000","2024-09-26T13:18:25+0000","cta_section$246d2d29-824b-4448-b25b-e4db9822fe3c","365talents awesome talent","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F81d0b87a-f38e-4075-8e73-1c36d20bd27c_People+Gem+Cropped+-+Black+M+Green.png?auto=format,compress","ZCJIshAAACEAvbtP","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F993f66d7-ed66-4f80-bffa-f20236166d32_img-hero-en-media-collections-shifting-to-skills-based-hr.png?auto=format,compress","ZC7FFhAAAB8A0_Cp",346,"ZCv8hRAAACMAzyUj","How we build your skills ontology and framework: The Tetris game","365Talents helps you to create a unique, accurate, and concise skills framework that aligns with your organization's specific skills context and culture. The framework is designed to be accurate, tailored to the specific abilities of your employees, and constantly updated to meet HR use cases and stay in sync with the latest trends. It is also designed to be dynamic, operating seamlessly within the flow of work, making it an invaluable tool for HR professionals. Most importantly, skills data should be accessible to all other HR processes and systems, serving as a common language for Talent Management and Talent Experience.","No matter the shape, size or quantity of the skills data you currently have, we can integrate additional data or complement it with our existing frameworks, filling in any gaps you might have and mirroring your historical approach.","skills management","CEO of 365Talents","the-new-wonders-hr-newsletter","ZQhM_BAAACIA0QmI","the-must-have-talent-experience-capability-for-global-workforces","2023-09-18T15:44:41+0000","2023-09-21T08:20:41+0000","talent-experience-must-have-capabilities-multilingual","products","How to conduct a skills gap analysis","Download Now","SkillsDrive from 365Talents helps customers direct email campaigns to request employee skill evaluations, obtain clear insights and transform their responses into actionable strategies to achieve your company objectives.","Discover what you can power with SkillsDrive.","ZCWUiBAAACMAxTEG","2023-03-30T13:54:20+0000","2024-07-01T14:44:31+0000","veolia-charts-a-new-course-for-their-people-at-work",469,"ZCWSbxAAACMAxS1D","hr-events-2023-best-hr-conferences-and-webinars-for-skills-tech","2023-03-30T13:45:22+0000","2023-08-08T08:24:59+0000","hr-calendar-events-conferences-webinars","How 365Talents integrates with your LMS to boost upskilling and L&D initiatives","A learning management system (LMS) helps your people uncover and act on upskilling and professional development opportunities. Integrating with a talent experience solution like 365Talents supercharges your LMS with skills data and puts your people at the center of your development strategies. ","When you integrate your 365Talents with your LMS, your skills framework is centralized, unified and shared between your solutions to upskill your people on the right expertises. ","For your employees, integration helps centralize their data on past trainings and new skills acquired, engaging them with smart suggestions for new learning opportunities based on their job and desired skills.","For managers, integration offers unique insights to better know their team’s expertise and identify what skills they are missing, to solve skill gaps before they appear.","Finally, for HR, integration can improve your employee skills and performance with cost-effective personalized training suggestions, ensuring resources are used by increasing the training completion rate.","365Talents integrates with EdFlex, 360Learning and RiseUp, among other popular LMS solutions. ","Ask yourself:","content_text_section$7d87c91c-038a-4917-9e94-413da89d24fc","content_text_section$d2679d8b-c6e8-469b-a295-10b3dc25774e","content_text_section$3bcee33e-d7d8-4c30-ae16-5edebce03f58","cta_section$5f45b1ba-6b25-4ca8-a4ac-cded55a4ffef","the-new-wonderss-hr-newsletter","ZCGb8BAAACMAupid","365talents-unitedus-announce-rebrand-reveal","2023-03-27T13:45:54+0000","2023-08-09T13:41:28+0000","your-world-is-changing--ours-is-too","content_text_section$00a76f86-5850-4c08-8c17-17eb79fa0827","skillsdrive","partners","footer_link","Define mobility more meaningfully for a people-first workplace","The future of work and new employee expectations call for a new way of thinking about internal mobility and career pathing. Discover a more meaningful mobility.","https:\u002F\u002Finfo.workinstitute.com\u002Fhubfs\u002F2022%20Retention%20Report\u002F2022%20Retention%20Report%20-%20Work%20Institute.pdf",404,"How 365Talents integrates with your Assessments tool to boost internal mobility & staffing","Content Writer","ZCGgvhAAAB8AurEd","martha","587e76f","All Rights Reserved","Product","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc9f46255-7eeb-4284-848e-25eabb82fa40_IMG_Articles_new-course-green-green-gradient.png?auto=format,compress","Business Intelligence",1050,"Workforce Intelligence","Talent Marketplace","Integration","Skills Framework","ZBnLDhAAACEAgOfN","2023-03-27T20:09:18+0000","2023-07-20T14:50:19+0000","Employee Loyalty","talent management","ZC7DqBAAACIA0-3d","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZfG_Y0mNsf2sHjY3_img-article-blog-hero-4.png?auto=format,compress","ZfG_Y0mNsf2sHjY3","Upskilling","content_text_section$df36b351-acaa-4c15-8820-335240614c63","Key Skills: How to discover all of your employees' skills",410,401,334,236,370,321,440,403,344,366,"Y3OPfhEAAMFedFhH","2022-11-15T13:09:22+0000","2024-09-20T14:57:30+0000","365Talents and Orange team up to deliver innovative skills management",309,307,312,314,402,"skills architecture jobs archiecture","2024-10-03",1320,770,"Skills statistics 365Talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZjoAc0MTzAJOCmqf_Skillsstat.png?auto=format,compress","ZjoAc0MTzAJOCmqf",673,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZv5ZIrVsGrYSwU8U_Group633862.png?auto=format,compress","Zv5ZIrVsGrYSwU8U","content_text_section$b8538ed0-13d3-402d-93c3-5b8fcb0f316a","HR burnout: how can HR tools reduce time-consuming tasks?","2024-10-02",335,343,6000,4000,540,"How to Create a Skills-First Job Architecture",368,388,251,278,"Your comprehensive guide to \"Skills Taxonomy\"","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZfG_YkmNsf2sHjY2_img-article-blog-hero-5.png?auto=format,compress","ZfG_YkmNsf2sHjY2",322,"By blending advanced AI-driven technology with profound human expertise, we provide a customized framework that serves as a solid foundation for your skills and job architecture. Our solution supports your organization’s growth, seamlessly integrating with your systems while enhancing learning, performance, and workforce mobility.","Regardless of where you are in your data journey, 365Talents delivers the technology and expertise to help you build a unique skills and job architecture tailored to your organization.","We start by centralizing your job data, even if it's fragmented or incomplete. Our AI-powered platform organizes and structures this data, creating the first version of your job architecture while defining key skills and proficiency levels.","Skills Framework: A Must-Have HR Tool in 2024","skills framework","Benefits:","Drawbacks:",1958,1058,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F998752e3-64ab-4b96-bb0f-de6e48755065_img-en-worforce-analysis-session-5-skills-galaxy-mapping.png?auto=format,compress","ZD0aIRAAACAAlId4",500,362,"ZuBa-REAACYAYHZH","how-to-prepare-your-hr-budget-5-steps-to-help-you","2024-09-10T14:51:43+0000","2024-09-11T08:51:46+0000","how-to-prepare-your-hr-budget-well","2024-09-11",308,"ZqDLSBEAACEAedid","hr new role",332,248,270,283,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F76457d73-d658-4b1c-9feb-1e704b6de403_IMG_Articles_6-mix-pink-gradient.png?auto=compress,format","ZCWpdBAAACIAxVgS","ZCWiVBAAACMAxUr6","Zp-eYhEAACEAeBsE","ZlbljhAAACUAvz5U","2024-05-29T11:09:09+0000","2024-06-07T09:17:44+0000",511,"How to use ChatGPT in HR?","ZCv6eBAAACIAzyFO","2024-05-29","2024-06-07","Introducing 365Talents Generative AI capacities for HR ","Supporting organizations in their successful strategic organizational transformation journey requires both productivity and adaptability to market changes.","One such tool is Generative AI, meticulously crafted by 365Talents to elevate HR productivity and analysis. GenAI encompasses a suite of features, including a job description generator, job benchmarking, and skills vision. These functionalities collectively facilitate the creation of precise job descriptions, discovering emerging skills, and aligning employee competencies with company objectives, thereby enabling strategic HR planning.","Our Job Description Generator empowers HR managers to swiftly craft tailored job descriptions that resonate with current market demands, conserving valuable time and resources. Generative AI alleviates the burden of crafting job descriptions for unfamiliar domains while ensuring the skills ontology remains up-to-date.","Recognizing the importance of accurate job descriptions in attracting suitable candidates, 365Talent’s Job Benchmark dynamically adjusts job requirements in response to technological advancements and evolving skill sets, ensuring that job descriptions remain relevant and competitive. This innovative feature also unveils latent skills within job descriptions and offers insights into prevailing industry trends, thereby empowering HR managers to maintain a competitive edge in talent acquisition.","In response to specific organizational challenges, 365Talents' Skills Vision offers tailored action plans informed by pertinent articles and industry insights. By guiding how individuals in various job roles can contribute to these action plans, Skills Vision equips organizations with the requisite skills to drive strategic projects. Furthermore, organizations are empowered to proactively address skill gaps and nurture a well-equipped workforce to thrive in an ever-evolving landscape by identifying emerging skills essential for success in the given context.","content_text_section$69e39ee1-d09b-489f-8278-22c74c55d8be","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65e055a79c42d04f7d969db5_45d8ab54-4da3-425a-90b5-57b3ce7dda26_img-hero-en-media-collections-amplifying-upskilling.avif?auto=format,compress","How AI is revolutionizing and empowering SBOs","2024-04-25",276,"content_text_section$a64f01d3-9bcf-4237-b1e4-8dbbf9818d1c",1245,"Whatever HR tool you choose, your skills technology needs to operate on three levels:","Offer-and-demand matching","Why is Skills Management Essential for Skills-Based Organizations?",305,396,"What is data-driven decision-making in HR, and how is AI leveraging it?","Navigating Talent Trends: From Talent Acquisition to Strategic Access in HR","content_text_section$a3a0b07d-8d10-46f3-82b3-2c0d3a1c342d","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F94918ef1-170d-44d2-a778-0d4e2756f37c_img-en-generic-skills-mapping.png?auto=compress,format",1281,"https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fbook-demo","The era of the HR designer is here. By applying the principles of design thinking to talent experience, people leaders can take their skills-based organizations to the next level.","10 HR trends and predictions for 2024","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F23473fee-07eb-47af-a55d-dcc454e1b723_img-hero-en-media-collections-leading-green-transformation.png?auto=format,compress","ZC7BoRAAACEA0-nw",293,383,475,512,463,591,"2023-11-22",1409,790,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65a7efd27a5e8b1120d59f70_Terrisapproach.jpg?auto=format,compress","Zafv0npeixEg1Z9w","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F10066459-e294-4fba-8bfd-ab0904033e3d_IMG_Articles_365-effect-navy.png?auto=compress,format","ZCvqlxAAACEAzwQk",259,"ZQxaORAAACoAQO7x","solving-the-skills-tech-challenge-for-skills-based-organizations","2023-09-25T08:03:56+0000","2023-09-25T13:07:55+0000","josh-bersin-solving-skills-tech-challenge","Loic Michel, CEO of 365Talents said:","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F3e7064e0-bd2c-4f5b-8b2f-6382783f7ead_IMG_Articles_uncharted-territory-navy-navy.png?auto=compress,format","Media","document","post_pdf_section",375,"Why global workforces need multilingual HR solutions","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fd1bd6e91-906b-46af-b115-58b145a85fe0_MC+email.jpg?auto=compress,format&rect=0,0,599,412&w=320&h=220","ZQsXYxAAACEA2Dto","With 365Talents, you can empower your employees to express themselves authentically and promote a more inclusive talent experience. ","365Talents smart AI seamlessly organizes translations, offers intelligent skill suggestions, and enables seamless matching in 45+ supported languages. ","It's your key to seamless global talent engagement, offering:","1. Simplified and unified skills frameworks","2. Empowering global talent discovery & mobility","3. Personalized talent journeys","ZCv7QBAAAB8AzyKz","broken_type",572,"ZCWUQxAAAB8AxTCN","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc9f46255-7eeb-4284-848e-25eabb82fa40_IMG_Articles_new-course-green-green-gradient.png?auto=compress,format","https:\u002F\u002Fwww.mckinsey.com\u002Fcapabilities\u002Fpeople-and-organizational-performance\u002Four-insights\u002Ftaking-a-skills-based-approach-to-building-the-future-workforce","Don't let your HR projects false-start","Don't let your HR projects fail to launch","Are you ready to gain visibility on your people’s skills, experiences and ambitions is essential for your transformation and development plans? ",262,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc822b16d-8fb4-44e7-a994-7d11475b4062_IMG_Articles_365-gem-reflection-cream.png?auto=compress,format","The New WondersS HR Newsletter",618,"2023 Skills Impact Report by 365Talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fa2e9e103-0de1-4c04-a120-a57dbf395b27_LITTLE_COVER_IMAGE_618x469_LP_1.png?auto=compress,format","ZCWFeBAAACIAxRRW","ZBhuIxAAACAAk_b1","2023-03-20T14:34:10+0000","2024-03-26T08:56:44+0000","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F87d1ba68-40f6-493d-a1e8-ea0ef3a24246_IMG_Articles_uncharted-territory-cream-green-gradient.jpg?auto=compress,format","ZCWBaxAAAB8AxQzI","Why does it matter?","What to do? ","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F0d77aa8d-9e23-44fb-9d43-3099e8d773b7_Hero_frameworks.jpeg?auto=compress,format","ZCGqIRAAAB8AuuC9","2023-08-09T13:09:58+0000","content_text_section$f7700212-7247-4e21-8b4f-b492f4a528a0","Internal mobility","ZBzm3RAAACIApVjx","the-average-cv-only-contains-20-of-the-candidates-talents","2023-03-23T23:57:09+0000","2023-08-18T16:10:47+0000","cvs-only-contain-20-of-employees-talents","https:\u002F\u002Famesite.com\u002Fblogs\u002Fskill-gap-2021-top-5-soft-hard-skills-companies-need-now\u002Fhttps:\u002F\u002F","content_text_section$72bd7d0a-f899-4af7-94c5-5e6ad4c406ab","Y7WU1hEAACQA_1XO","2023-01-04T15:01:46+0000","2024-07-16T13:56:02+0000","solutionItems","https:\u002F\u002Fwebsite-365talents.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ZyCx6RAAAM5bW8SY&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZCK2GxAAAB8Av7Gh%22%29+%5D%5D",Array(0),{},{},"seo$52c5bbd6-5489-482d-9699-18b45675e269","Defining a more meaningful mobility for a new world of work","2022-11-14","Just as water and sunshine grow sunflowers, internal mobility allows your employees to \"grow\" their employability and skills. ","For HR departments, the main challenge is to meet the needs of both the company and its employees. Indeed, some jobs will have to evolve or disappear. But it is also necessary to work on the satisfaction of employees in their professional development, whether it is current or future. ","And mobility is the key to helping you do just that and it offers different ways to achieve this goal. But what does mobility mean in the modern, people-centered world of work? How can you ensure that your internal mobility path is agile and impactful? ","Discover a new approach to mobility to meet the challenges of today's world of work.","content_text_section$d2caf461-48d5-453a-8b63-214ceb54ed79","Make mobility a pillar of your company","Internal mobility is the opportunity for an employee to change position or evolve within their company. It has advantages for the whole company: The employees, the HR department, the managers.","For the employees, it is necessary because it gives a holistic perspective on their evolution, a better quality of life at work and professional fulfillment, as well as fosters real progression at work.","For the HR department, it saves a considerable amount of time in hiring, onboarding and staffing. It also promotes agility in recruiting and retaining your best talent. In addition, trust and cultural fit are already affirmed and in place for existing employees.","For management, it saves significant recruitment costs — internal mobility costs 50% less than traditional external recruitment — and reduces the turnover rate.","In short, internal mobility can and should be a strategic pillar of your organization. But internal mobility can only be leveraged to its full extent if it comes both from the top and if it is part of the company's culture. This is why your mobility policy must be prepared in advance, and you must inform and enlist your employees.","Remember, mobility is not a subject to be discussed once every three years: it is an ongoing process to be reassessed regularly.  ","content_text_section$626b7482-e6e8-4697-88d7-37675b557e5c","Embrace a new, fluid approach to mobility","Today, HR is facing many changes — quiet quitting is just one example. Employees have new needs, new expectations and changing behavior. ","This is why HR must listen to their people more than ever. For many, having the opportunity to evolve is a key factor. Career development opportunities is the number one reason people gave for wanting to leave their jobs in 2021, according to Work Institute’s 2022 Retention Report. But how do you know how they want to evolve if you don't ask them?","It is difficult, then, to manage everyone's careers without having a deep understanding of their skills, their desires and their development needs. And that's where mobility comes in: proposing mobility that is appropriate to the professional projects they have in mind allows you to offer them a personalized career path that will foster their development.","It's more than just mobility, it's truly a part of career management.","Old career development models no longer meet new expectations","Having a rigid internal mobility structure no longer meets the evolving needs of employees. A vertical career path can certainly structure the company, but its success is mainly based on a vertical vision of the evolution of skills. ","It is also by developing other “horizontal” skills (with other departments, assignments and training) that your employees become better at their jobs. They can then pursue a lateral path to strengthen their skills and develop new ones. That's why it's important to offer them a development path that includes movement in both directions. ","Mobility and career management","For many, mobility is only discussed during the annual performance review with their manager or HR. Employees therefore have very little time to think about their professional future or consider it in the context of their day-to-day professional lives. With an internal mobility approach as a pillar of career management, you can help your employees prepare their professional project as a common thread.","But for this to happen, employees must be at the heart of this new approach. ","content_text_section$d5d3014b-6a88-4315-af60-0ac12789b626","content_text_section$3890f210-cdf8-4438-8133-d81180acf982","Face the new world of work with AI","In a context where the use of technology represents a new world of work, there are tools that facilitate HR processes. Obviously, mobility is also concerned: Solutions like 365Talents allow both HR and employees to think about and manage each other's careers. ","Employees can formulate their career plans with AI, thinking for themselves and for HR. But how does this happen? ","When companies only do mobility, they have no information on skills. And if they want to recruit qualified talent internally, they need to know the skills they already have and those they need to develop for their mobility. ","Why adopt a skills-based focus? Skills data: ","Facilitates better understanding of your business","Gives your employees the opportunity to know their own skills, even the hidden ones","Allows you to capitalize on the supply and demand of skills in order to promote mobility and to prepare for various professional projects","Offers your people more than just mobility — these are real opportunities ","Skills data is also where a solution like 365Talents come in: We help our clients to qualify talent through knowledge of these skills. So, with 365Talents, you can be sure that no skills are overlooked. ","content_text_section$a1ac72fe-14c8-482b-b0c6-121a81c5653c","How 365Talents provides visibility on all your skills","How do we do it? We don't have a magic wand, but we do have an AI that analyzes all the skills and occupations of everyone, providing HR with a company-wide map. ","Our AI retrieves all positions and skills and matches them to opportunities provided by your HR departments. It offers personalized suggestions according to each profile, if the match between the offer and the profile corresponds.","On their dashboard, the employee can then view these opportunities and apply.","But it's not just a click for the candidate: Well beyond the matching, there is a real personalization of the evolution of each person, in order to help build an internal project that corresponds to their expectations and needs. But all these opportunities, training or mobility offers start with one and the same point: skills.","All this would not be possible without the self-declaration of skills by employees. This is why we at 365Talents believe in the competency vision. A skills-based approach to talent management can have a very strong impact on both the individual career paths of your employees and your company's ability to anticipate and respond to business needs. The role of HR then becomes a strategic and transformative leader.","content_text_section$8b169729-9724-4371-9655-b3e391d29c0d","Offer more than just mobility, offer real opportunities","Simple mobility? No, with 365Talents, what your employee sees are real opportunities for each of your people! Our solution collects and analyzes all the positive feedback on all opportunities, open positions or transfers in order to help build the best possible career plan, now or in three years.","That is why we talk more about opportunities than about mobility: 365Talents suggests both immediate and prospective mobility options. ","But what is a prospective mobility option? It is a future mobility that gives you the possibility to match your employees with job descriptions, even without open positions in the future.","You therefore have a real opportunity to build your path internally, now or in the future.","And that's where the value of an ITM lies: Creating opportunities for your employees. Therefore, more personalized opportunities (whether realized now or in three years) means more engaged employees meanas better employee experiences. In other words, it's a virtuous circle that ensures employee engagement with your HR mobility tools.","This tool creates an internal gig economy that allows you to let AI take care of low value-added tasks so you can better support your employees in their careers. In short, the relevance of predictive analytics and user feedback is manifested in the proposal of personalized offers, creating real development opportunities for everyone.","Remember, your employees are like sunflowers: the more water and sunshine you bring then — in this case, personalized mobility and development opportunities — the more they will blossom and shine!","Want to learn more about how you can offer your people a more meaningful mobility? Get in touch with 365Talents today. ","content_text_section$72163210-0c00-4b3c-bd17-0c38d90f411e","cta_section$d8c675a7-205a-41d3-9d66-7963f1608bcc","Mobility is the key to helping you meet the needs of both your company and your employees. But what does mobility mean in the modern, people-centered world of work?","Tanguy Moreau","Julie Asselin","ZgLovRAAAMNieSFZ","2024-03-26T15:30:05+0000","2024-05-07T14:00:02+0000","Lou Fedon","Content Specialist","365Talents","ZCrXDxAAACIAzUZC","erika",345,"ZBzYpRAAACIApRkj","jennifer-benaderette","Psychology & Culture","Skills","365talents skills mapping","Learning & Development","HR Intelligence","News","Career Pathing","Talent Experience","Retention","Career Developer","Enterprise HR","Talent Loss","Employer Branding","Skill Development","HR Events","Internal Mobility","Digital Transformation","ZBnMhRAAACEAgOrM","2023-07-20T14:47:28+0000","Quiet Quitting","Skills Gap","HR Trends","Career Impact","Skills Mapping","Artificial Intelligence","talent-management-building-strategies-to-retain-top-talent","2024-10-29T09:59:05+0000","2024-10-29",6016,4016,720,319,"Zx-nXhAAAM5bWkFv","upskilling-employees-during-a-crisis-a-mission-impossible","upskilling-employees-during-crisis","content_text_section$dbacda4d-c47e-4732-99a3-0fa03f313ac6",435,"key-skills-how-to-discover-all-of-your-employees-skills","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F36e939c2-dddc-4e4c-862a-69ea4bf7a2cf_IMG_Articles_GEMS_stroke-potential-pink-gradient_5.png?auto=compress,format","ZCvWUBAAAB8AzuC8",1653,1107,419,"2023-01-17T09:58:37+0000","awesome talent\n","ZvVUwRIAACAABT3L","2024-09-26T13:12:16+0000","2024-10-04T14:11:22+0000","Upskilling employees during a crisis: a mission impossible?",341,360,333,326,371,328,"quote_section$399d9467-59fa-47ba-84e7-7ac38b4686fd","ZjjRjRIAAPaT0iuS","how-credit-agricole-cib-leads-its-esg-skills-initiative-in-partnership-with-365talents","2024-05-22T13:34:28+0000","2024-06-07T12:08:04+0000","how-credit-agricole-cib-drives-esg-initiative-with-365talents","what-criteria-should-you-consider-when-choosing-a-talent-marketplace","2024-10-28T14:40:58+0000","What criteria should you consider when choosing a Talent Marketplace?","What Criteria Should You Consider When Choosing a Talent Marketplace?",364,340,342,428,456,"Zv5SPhEAACMAdctP","what-are-skills-job-architectures-why-hr-need-them","2024-10-03T09:00:51+0000","2024-10-04T14:25:17+0000","skills--job-architecture-what-are-they-and-why-do-hr-and-organizations-need-them",226,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Ff8635384-e936-4abb-8be7-feb2804e665c_img-en-generic-skills-mapping-man.png?auto=format,compress","ZCt6-xAAACMAzlka","hr-burnout-how-can-hr-tools-reduce-time-consuming-tasks","2024-10-02T14:10:06+0000",380,"Zvz5BBEAACIAc8W7","how-to-create-a-skills-first-job-architecture",411,"ZBnPnhAAAB8AgPCj","2023-04-06T12:32:24+0000","bridging-skills-gap","New HR Tools: Innovations, Automation, Ethical and Responsible AI","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F5908abc2-7d2d-4dcb-916e-c6defcece65c_img-hero-en-media-collections-shifting-to-skills-based-hr.png?auto=format,compress","ZC7CBhAAACMA0-q_",3008,2177,"pypeCEaJeZY","Assess candidates' skills.","ZuFs5hEAACcAYg01","the-new-hr-series-hr-new-skills-new-roles-employee-experience-people-analytics--more","2024-09-11T13:27:58+0000","2024-09-11T13:37:16+0000","the-new-hr-new-skills-roles-employee-experience-people-analytics","2024-09-27","Key features:","ZCGOwBAAACMAulbC","2023-03-27T12:41:27+0000","2023-07-20T15:44:18+0000","skills-gap-ebook","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F94918ef1-170d-44d2-a778-0d4e2756f37c_img-en-generic-skills-mapping.png?auto=format,compress","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65b90610615e73009ec4124a_Card_Thetalentdevelopmentchoiceforempoweringcareerpathing.png?auto=format,compress","ZbkGEGFecwCexBJK","seo$67cec123-e651-40a8-864e-8f034d7f04a0","A skills framework, also known as a competency framework, skills map, or skills referential, is an essential tool for HR teams. It provides a comprehensive view of your workforce's skills and competencies, highlights existing gaps, and helps design effective career paths and training plans.","content_text_section$4f091a7f-fc8c-457a-b818-a51f17efbc6b",234,"ZikJtxAAAJCGEOiK","2024-04-25T07:26:13+0000","2024-04-26T09:06:34+0000","why-is-skills-management-essential-for-skills-based-organizations","content_text_section$341c9b81-3a79-49eb-8480-76e0173bf9e5","content_text_section$23327d74-a75d-484a-b253-11a842ed1076","content_text_section$77d265f3-c70a-43c1-9f47-460880d61f07","content_text_section$1b7e78d7-884b-4af2-9fd2-246d2a5add9a","365Talents offers an AI-powered solution designed specifically for HR teams to easily create tailored skills and job architecture that align your organization’s unique needs.","Conclusion","skills mapping","The guide to Skills Mapping for HR professionals","ZCvhxxAAAB8AzvTc",290,"AI and HR: Where are we in 2024? The latest innovations","ai and hr","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F9d9e4e0c-51c6-4f42-b386-37ad1393f725_img-hero-fr-media-collections-amplifying-upskilling.png?auto=format,compress","The New HR: HR new skills, roles, employee experience, people analytics",374,"https:\u002F\u002Fwww.aihr.com\u002Fblog\u002Ffuture-hr-skills\u002F",436,"https:\u002F\u002Fwww.mckinsey.com\u002Fcapabilities\u002Fpeople-and-organizational-performance\u002Four-insights\u002Fthe-new-possible-how-hr-can-help-build-the-organization-of-the-future",363,405,"Effectively preparing your HR budget becomes crucial for any company wishing to optimize its human resources. Let's discover how to create an accurate and realistic provisional HR budget.","hr budget",503,"How are AI and Generative AI transforming Human Resources?","Combining traditional AI with generative AI dramatically improves the efficiency of HR processes. The former excels in analysis and prediction, while the latter brings creative and personalization capabilities.",917,547,"Workbook GenAI 365Talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZmsJkpm069VX1uYd_Group633867.png?auto=format,compress","ZmsJkpm069VX1uYd","Recruitment and talent acquisition","Workflow automation","Innovation in recruitment","Predictive analysis",927,588,"Generative AI in action at 365Talents","Job Benchmark","Skills Vision",527,"Zmv7sxIAACIAJU6j","unlock-the-power-of-genai-and-transform-your-organization","2024-06-14T12:58:32+0000","2024-09-30T08:59:08+0000","generative-ai-toolbox",760,"MentorAI 365Talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZmwNzpm069VX1v8G_365talents-en-cover-genai-toolbox.jpg?auto=format,compress","ZmwNzpm069VX1v8G","In this article, we'll explore in detail how HR can take advantage of ChatGPT, from application management and employee engagement to continuous trainings. We'll also review examples of how ChatGPT can be used in HR and provide practical advice on how to fully exploit the potential of this innovative technology.","Training and development","hr-checklist-for-a-worry-free-vacation","2024-07-15T12:54:24+0000","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F80a27fb6-4250-4009-b008-7042bdf85be6_IMG_Articles_GEMS_stroke-potential-solid-grunge-navy_4.png?auto=compress,format","Boosting HR Efficiency: Generative AI for Job Descriptions","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZlbmxKWtHYXtT4WU_Heroarticle-2-.jpg?auto=format,compress","ZlbmxKWtHYXtT4WU",960,"content_text_section$f0cc3a94-5b69-4319-8524-fe5345734560","How to align skills with your organization's goals: Skills Vision by 365Talents Generative AI","quote_section$a64f01d3-9bcf-4237-b1e4-8dbbf9818d1c","Ultimately, in a banking landscape increasingly shaped by sustainability imperatives, Skills Vision emerges as a strategic tool for leaders to navigate the complexities of ESG integration, drive innovation, and achieve long-term success.","Unlocking business intelligence: Job Benchmark analytic capabilities","HR managers face many challenges in maintaining up-to-date and competitive job descriptions to meet the market demands and attract top talent.  Meet 365Talents Job Benchmark powered by AI and Generative AI integration.","Job Benchmark 365Talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZlRYJSk0V36pXpjj_EN_Hero_JobBenchmark.jpg?auto=format,compress","ZlRYJSk0V36pXpjj","2024-05-21","Pierre-Emmanuel Henry","Product owner","365Talents job benchmark","365talents-skills-audit","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZjjaBkMTzAJOCkSc_Heroarticle-1-.jpg?auto=format,compress","ZjjaBkMTzAJOCkSc",600,"We know how powerful AI can be in transforming the way organizations work. But how does it apply for skills-based organizations? AI is enabling them to flourish in an era where skills are paramount.","Skills hub: the center of your skills-based organization’s strategy","To do this, you need to deeply understand, internalize, and communicate the value of skills so that your company adopts it not just as a strategy, but as a way of thinking about the world of work.","And it seems like it works, as 63% of business and HR executives already say their organization’s business and HR executives are aligned on the importance of skills in making decisions. It is now easier for companies to understand and implement this skills-based talent vision.","https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002Finsights\u002Farticles\u002Fus175310_consulting-the-skills-based-org-report\u002FDI_The-skills-based-organization-report.pdf","In essence, skills governance is the “who” of skills management, which can either be centralized or decentralized. Who will own the transformation to a skills-based organization? The CHRO and the HR team largely lead centralized skills governance. While this has advantages, it can prove challenging for implementation if the strategy needs to be better understood or communicated to business leaders and stakeholders in each business division or geography.","Fortunately, there are some fantastic tools powered by AI to help you gather all your skills data into one place of truth.","Data analytics can help organizations pinpoint areas where specific skills are lacking or outdated. By analyzing employee performance, feedback, and training outcomes, HR teams can identify skill gaps and prioritize areas for development. Organizations can also personalize training programs to address the specific needs of employees. This targeted approach ensures that resources are allocated efficiently, leading to enhanced skill development and performance improvement.","For example, an AI specialized in skills data can give great insights into what skills the company has, what skills their employees need to execute their roles better and be more effective, and what skills are trending on the market so they can bridge existing gaps. As a result, HR can then adapt their skills and talent development strategies on top of developing new learning and training plans. ","content_text_section$31cb5681-bdd9-42f9-94ea-366574721e51","Choosing the right Skills Tech tool","What is skills tech?","Skills tech zones in on the specific tools used to support employee learning and development, such as skills assessment and learning management systems. There is a degree of overlap, but essentially, skills tech is a specific area of your HR tech stack that will enable employees to acquire new skills and advance their careers. ","3) Elevating the system by adding intelligence with new insights, which can be related to employees, market benchmarking, or other aspects. Make your goals attainable with smart technology designed for talent marketplace, career planning, and analytics, highlighting essential skills and skill gaps insights for data-driven decisions.","content_text_section$6a99f4c8-637e-48d0-bd3d-ffcc6253d943","LOÏC MICHEL","365Talents CEO and co-founder","Extract and centralize all your skills data to build your skills and job frameworks","Dynamically enrich your skills frameworks with your employees, offers, job data, and market insights","Intelligently match skills between employees, jobs, projects, learning opportunities, mentors, etc.","Recommend personalized learning, and career paths based on skills and interests","content_text_section$b60e1b6b-a5ab-40f1-96ce-7b5e37aed17f",392,"Why should HR think skills-first?","The Skills-First approach is crucial for HR in 2024. It broadens talent pools, boosts productivity, and provides equitable access to opportunities.",355,"https:\u002F\u002Fwww.kornferry.com\u002Finsights\u002Fthis-week-in-leadership\u002Ftalent-crunch-future-of-work",430,"Finally, much as 365Talents leverages AI to allow you to put the heart back in HR, 365Talents offers dedicated support from a team of real, human customer success consultants who will help you implement both the tool and the mindset every step of the way.","https:\u002F\u002Fwww.365talents.com\u002Fen\u002Flp\u002Fsucceed-with-skills-management","What makes 365Talents a skills-first choice?","Generative AI holds immense potential to transform skills-based organizations and HR strategies by leveraging its capabilities to generate tailored solutions and can empower them.","How 365Talents GenAI helps Skills-Based Organizations to thrive","generative ai for hr",513,640,480,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZgRAxst2UUcvBO5i_JobdescriptionGen.gif?auto=format,compress","ZgRAxst2UUcvBO5i","With this tool in hand, Segula swiftly crafted new job descriptions that fit each profession’s mold. Simultaneously, 365Talents’ Job Description Generator acted as a skilled benchmarking wizard, aligning descriptions with industry standards and offering strategic enhancement suggestions. ",567,520,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZgQ_WMt2UUcvBO3E_Heroarticle.jpg?auto=format,compress","ZgQ_WMt2UUcvBO3E","How Segula leverages 365Talents GenAI to shape the future of HR by improving efficiency and productivity","The Journey of a Global Technology Leader: Transitioning to a Skills-Based Organization through API-First Approach.","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZflTMQ4qyfNhFxwL_articleapi.png?auto=format,compress","ZflTMQ4qyfNhFxwL","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002FZflZfg4qyfNhFxzW_Blogarticle-2-.png?auto=format,compress","ZflZfg4qyfNhFxzW",908,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65d77b033a605798c18c1d94_img_1200x900_API-FirstLP.png?auto=format,compress","Zdd7AzpgV5jBjB2U","Reach your Skills goals with 365Talents API-First","Dive into data-driven HR decision-making for competitive advantage. Discover how AI and HR data analytics empower talent strategies.","data decision making HR","content_text_section$3811bed2-cdca-413a-9707-267c572883bb","content_text_section$297466d0-63ed-462d-8c57-d4e65d6b7736",255,"Empowering your decision-making with strategic insights","Building personalized and dynamic Skills and Job Frameworks","Enhancing your HRIS with smart matching and suggestions","Supercharging your current tools","Amidst talent shortages and talent war challenges lies a paradigm shift from traditional talent acquisition to the strategic approach of talent access.","hr talent trends","https:\u002F\u002Fstatistiques.pole-emploi.org\u002Fbmo","The new approach to managing talent is less about acquiring talent to fill gaps and more about recognizing, unlocking, and nurturing potential from within.","talent management for success","Talent management has become essential for companies in a competitive professional landscape. What is talent management, and why is it crucial in today's working world?","Talent Management: ensuring success in today’s and tomorrow’s world of work","2024-02-12","content_text_section$8df9bda8-2c1b-4c9d-bc9e-16ed94583aa2","The guide to understanding how Skills-Based Organizations will thrive in 2024","What is a skills-based organization?","1. Employee engagement and retention","4. HR efficiency","https:\u002F\u002Fjoshbersin.com\u002F2023\u002F07\u002Fbuilding-a-skills-based-organization-the-exciting-but-sober-reality\u002F","1. Job listings","2. Hiring criteria ","https:\u002F\u002Fwww.365talents.com\u002Fen\u002Fresources\u002Fskills-based-organization-benefits-guide",931,"365talents strategic workforce planning","ZCGnAhAAACEAutGO","– What skills are missing in my company today?","There are various ways to ensure talent management activities are centered around skills. ","This includes:","Investing in L&D programs that focus on skills development rather than job tasks","Developing skills-based compensation policies ","Linking skills development to promotions and pay rises  ","Providing opportunities for on-the-job hands-on learning.","Ready to discover a more efficient and effective skills management methodology? Reach out to the 365Talents team today and chart a new course for people at work.","Why should you capture skills data?","Who we hire: if a candidate has the necessary skills to add to the team’s existing skill set and close any known skills gaps. ","Who we promote: if an employee has upskilled and is now eligible to progress into a new role.","Decision making","1. Skills identification with job description","365Talents relies on 3 main pillars for skills identification: ","Strong AI analysis trained on zillions of HR data","Internal benchmarks with our in-house datasets and frameworks for reference","External benchmarks supported by generative AI","3. Skills and collaboration tools","4. Skills and matching for Talent Marketplace","Our skills management technology stands out as the only solution that offers effortless data management and serves as a centralized skills hub for your organization.","By leveraging our technology, organizations can efficiently manage and leverage their skills data, empowering strategic talent decision-making and driving organizational success.","With our Workforce Intelligence solution, we provide a genuine source of insight to help you understand the evolving trends in emerging and declining skills within your market. Our comprehensive platform equips you with the necessary tools to gain valuable intelligence on the talent landscape that will enable you to make proactive decision-making and strategic workforce planning. ","By leveraging our Talent Intelligence capabilities, you can stay ahead of skills gaps and make informed decisions aligned with the changing skill demands of your industry.","10. Skills Aggregating capabilities","ZV3aVRAAAD5Y8gfY","2023-11-22T10:42:22+0000","2024-02-02T12:29:36+0000","skills-management-tools","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F391a9c20-bf3e-497d-b07f-013e9f3705f2_IMG_Articles_uncharted-territory-cream-pink-gradient.png?auto=format,compress","Everything you need to know about design thinking for HR","The evolution of the role of HR in the employee experience is not unlike the evolution of the role of the travel agent in vacation planning.","Are you old enough to remember travel agents? Back in the day, if you wanted to take a vacation, you would go to a physical travel agency and someone would help you pick out and book a vacation based on what packages they could offer.","Similarly, back in the day, if you wanted to go somewhere professionally (learn new skills, get a promotion, change fields), you went to a different kind of travel agent, a.k.a. your HR representative. You asked them, okay, what do you have to offer me?","For HR, this is still how it works at a lot of companies, but the travel world looks drastically different. Our first stop is not a travel agency when we want to go traveling. And that’s because of digital transformation.","Digital opened up the world and empowered travelers to chart their own course. That means when we want to travel, we go online, we turn to apps, we seek out recommendations. In short, we become an informed consumer before we start any conversation.","You may still go to a travel agent – having a true partner to manage and guide you through the logistics of travel has been on the rise since the pandemic – but before going to the travel agent, about 85% of your research will have been done digitally. ","Now apply that back to the talent experience. The employee journey at your company is a journey like any other.","content_text_section$e4aa371f-41b7-4dfc-9c1c-cd99ff091015","content_text_section$0b10c264-958c-4dce-b511-45132bc8ea03","2024 Skills Impact Report","content_text_section$a065f310-98cd-493b-9774-23278a50f0e6","content_text_section$f65e4238-fa53-4eca-94cb-a77680c3ea85",406,"Talent bomb, explained: Solving HR's latest crisis","The \"talent bomb\" is the latest crisis concerning HR. Here's everything you need to know about what it is and how to diffuse the bomb before it explodes!","ZCvbTxAAACMAzukh","content_text_section$e5154086-3a22-46e7-aac4-c06fd1ce510e","https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fdanpontefract\u002F2022\u002F10\u002F07\u002Fits-about-to-happen-the-shift-from-jobs-to-skills-based-organizations\u002F?sh=448630e96b7a","content_text_section$a183ded8-4ca1-4dd0-a603-4a85c014e68e","content_text_section$bbe02661-5e77-48b7-ac74-88459d8ee446","content_text_section$2d70397e-da2e-46ae-ab40-3d72582bd754","Request a Demo","How to overcome the skills shortage with skills management","skills shortage","What is skills management?","Then, our platform suggests assignments, mobilities and trainings based on the desires of your employees and the needs of the company. This makes it easy to narrow skills gaps, improve development and upskilling, in just a few clicks.","By allowing you to optimize your skills management, 365Talents helps you:","- Future-proof your strategy with intelligent suggestions and analytics to prepare your employees for the future","- Engage and retain talent thanks to a talent experience that empowers your employees in their development","- Improve internal mobility by recruiting more quickly for projects, assignments and open positions thanks to intelligent suggestions and better visibility on your internal candidates","- Make your employees active participants in their professional career, by anticipating their development and suggesting relevant resources to them","Everything you need to know about skills management","Improved collaborative learning and collective intelligence","Happier employees","Happier leadership","skills management tools","Your guide to skills management tools",417,"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Ftech-effect\u002Fai-analytics\u002Fgenerative-ai-transformation-for-your-business.html","365Talents unveils API-First solution for tailored talent experiences","365talents api first solution","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Ff834afdd-1fda-470d-ad65-8277b407d01e_365Talents+API+First.png?auto=compress,format","ZSO5KxIAAPiU1NKs","quote_section$caf7e43b-266f-4338-8fa6-71d7b463b2d9","content_text_section$3c6298d4-4295-42d0-a0ca-f0373028bb02","content_text_section$d2c39720-be53-4f9b-9f5e-011ae86a469c","ZRp3oREAACEAhCWI","microsoft-teams-integration","2023-10-02T08:53:41+0000","2024-06-07T12:30:09+0000","engage-employees-in-the-flow-of-work-with-ms-teams-integration",1080,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc1752b35-4441-4028-87c0-ea07d9589b0b_6524b2c4-1ee2-4c3c-97cd-80ab65a3a779_IMG_Articles_GEMS_solid-purple-grunge-pink-gradient.png.webp?auto=compress,format","ZCrQaBAAAB8AzTid","365talents multilingual solutions",.5342237061769616,"2023-09-18","https:\u002F\u002Fbit.ly\u002F3LwkBK6","For HR and managers, 365Talents offers the advantage of automatic translation for employee profiles, ensuring seamless comprehension. This feature allows HR and managers to gain a deeper understanding of employees' skills and experiences in their native language, fostering stronger connections. Additionally, it facilitates the selection of the right candidates for opportunities, ultimately driving increased performance within the organization without any language barriers.","How to overcome language barriers in a global workforce","The impact of language barriers on talent management of a global workforce has only amplified with the digital transformation, but multilingual skills tech can help.","At its core, being a skills-based organization means going from a role or job-driven HR policy to a skills-based HR policy. Here are the 5 pillars of how that benefits your company.","5 key benefits of skills-based organizations","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fee668071-7f63-4bc1-b950-172413202fe0_IMG_Articles_365-effect-cream.png?auto=compress,format","content_text_section$b8a88423-6187-4794-bbaa-808ad2a36afd","content_text_section$cfd22211-e7f4-4b39-a98b-701726fcb2df","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F391a9c20-bf3e-497d-b07f-013e9f3705f2_IMG_Articles_uncharted-territory-cream-pink-gradient.png?auto=compress,format",266,490,"Y_xy9RAAACgAIvid","2023-02-27T09:08:09+0000","2023-07-20T14:20:21+0000","365Talents expands multilingual capacities to 45+ languages","ZG44DhAAACUA9xQr","365talents-introduces-skillsdrive-an-innovative-solution-to-drive-business-transformation-with-skills","2023-05-25T07:00:25+0000","2024-06-07T09:33:31+0000","skills-drive-product-announcement","ZEoznRQAACQAw1G-","prove-the-value-of-your-hr-tech-solutions-today","2023-04-27T14:33:58+0000","2023-04-28T14:12:18+0000","roi-toolbox","365Talents expands integration to 50+ HR tools","365Talents has integrations for over 50 apps spanning various HR tool categories, solidifying its position as the most integrated solution on the market.","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F7720f4d6-ad48-4005-a5a9-1f2d065c1a32_Article_Banner_50%2B-Integrations_1280x470.png?auto=compress,format","ZJ2kfhEAAB0AcImf","Step 2: Research workforce trends ","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fd31d716d-f2c2-469b-b957-0b0aa48d64aa_IMG_Articles_365-gem-reflection-cream.png?auto=compress,format","ZCvY6hAAAB8AzuTz",393,432,"In this article, we explore the benefits of skills-based organizations (SBOs) and what it takes to shift the focus of your HR strategies in this direction.",429,"How to build a skills-based HR tech stack","Recruitment","Onboarding ","Talent management","Employee experience","ZDkl1RAAACMAg5Ly","convince-cfo-hr-solution-value","2023-08-18T15:57:15+0000","the-cfo-cheat-sheet-3-proof-points-that-will-win-you-a-yes","We want to make it easy for you to get your HR tech solution sell over the finish line, so we’ve made this handy cheat sheet to share with your CFO to calm their concerns and keep your project moving. ","In this article, we unpack what makes a good activation rate, why it can be so hard to define (and benchmark!) activation rates, and share some of our own activation rates for transparency and comparison’s sake.","https:\u002F\u002Fhrexecutive.com\u002Fdo-you-know-how-to-drive-hr-tech-adoption\u002F","Activation rate = the number of users who hit your “activation milestone” \u002F the number of users who completed the sign-up flow","1. What specific HR functions does the platform address, and how will it improve our existing HR processes? How will it benefit our organization?","4. How easy is it to integrate this platform with our existing HR systems and other enterprise software? ","8. How will the platform (e.g., talent marketplace) be monitored and evaluated over time, and what metrics will be used to determine its success?","9. What is the estimated cost of implementing and maintaining the platform, and how will we measure its return on investment (ROI)?","10. How scalable is the platform, and will it be able to support our organization's growth over time?",400,433,"4 ways Skills Tech helps HR reach ROI","What is a 9-box grid? How do you complete it? Moreover, is it still a relevant tool for HR departments pursuing a skills-based strategy? Find your answers here.","9 box talent grid","How 365Talents integrates with your HRIS to streamline talent management","An HRIS is an all-in-one tool which fuels HR processes and workflows for recruiting, onboarding, performance, compensation, learning, succession and development. Integrating with a talent experience solution like 365Talents optimizes the talent management process with smart skills intelligence and opportunity suggestions to boost internal mobility and optimize career development planning.","When you integrate 365Talents with your HRIS, you seamlessly connect and enhance your existing HRIS tools, enabling your HR, managers and employees to harness the full potential of skills-based decision-making.","For employees and managers, integration with 365Talents connects your platforms to better offer highly personalized job, career path, project and learning recommendations. The option for visual integration with your HRIS also creates a centralized and unified user experience for your people to improve adoption and activation rates on your HR tools.","For HR, integration creates a streamlined process and leverages 365Talents’ Skills & Jobs intelligence to increase employee engagement on profile completion, optimize performance reviews, foster learning and career development and boost internal mobility.","365Talents integrates with SAP SuccessFactors, Oracle and Altays, among other popular HRIS solutions. ","The performance review is one of the main methods used to evaluate skills. Integration with a skills-based talent management platform can take annual assessments to the next level.","ZCWIdBAAACIAxRpj","how-much-do-you-know-about-the-skills-gap","2023-03-30T13:02:49+0000","2024-06-07T14:43:38+0000","skills-gap-quiz","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F9f949e37-c923-4810-b5c4-5d838f4e5f52_Body_ai-and-technology_FR_3.png?auto=compress,format","Veolia chosen 365Talents, an AI-based talent experience platform, to support the Group's approach to digitalizing its tools for skills development.","Green skills and 7 more must-know HR trends for 2023","2023-01-30","https:\u002F\u002Fwww.gartner.com\u002Fen\u002Farticles\u002Fwhat-will-hr-focus-on-in-2023","What the 2023 tech layoffs mean for the skills shortage","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F65b92a0b615e73009ec4149f_Technology.png?auto=format,compress","ZbkqC2FecwCexBSf","Career pathing framework: How can an employee define their own career journey?","https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fissues\u002Fupskilling\u002Fhopes-and-fears.html","ZBrhNxAAACEAgrGR","2023-03-22T11:14:21+0000","2023-04-14T11:48:27+0000","sap-successfactors","HR events 2023: Best HR conferences and webinars for skills tech","What conferences, webinars and events should you be attending to accelerate your HR strategy and support a skills-based approach to the future of work? ","Learn more about the HR Leaders Panel. ","https:\u002F\u002Fhrleaders.co\u002Fpanels","What HR.com says: ","What HR Vision says: ","How can HR impact an organization's people and bottom line?",473,471,"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2021-02-03-gartner-hr-research-finds-fifty-eight-percent-of-the-workforce-will-need-new-skill-sets-to-do-their-jobs-successfully","Why your competency framework needs to be dynamic",386,"https:\u002F\u002Fhbr.org\u002F2021\u002F06\u002Fyou-need-a-skills-based-approach-to-hiring-and-developing-talent","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F0d35955d-0646-47b7-8257-ab5689433f28_IMG_Articles_GEMS_stroke-potential-solid_green-gradient_2.png?auto=compress,format","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fe82906d2-a2ad-4346-93a8-104781783593_IMG_Articles_GEMS_stroke-potential-solid-grunge-navy_9.png?auto=compress,format","ZCWE2RAAAB8AxRMv","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Feeca827d-e9c1-43f6-a1f8-70face42256f_IMG_Articles_GEMS_stroke-potential-solid-grunge-navy_1.png?auto=compress,format","ZCWrhhAAACEAxVwK","ZB2z2hAAACEAqQC2","how-effective-skills-mapping-drives-a-strategic-workforce","2023-03-24T14:29:50+0000","2023-04-06T13:59:44+0000","humanalytics-podcast-2022-loic-michel-skills-mapping-swp","Strengthening your image","Improving your appeal thanks to the efficiency of your sourcing","Retaining your employees and reducing your turnover","Boosting your employees’ engagement","How do you engage with your employees?","For example, did you know that the three most important criteria for existing employees are:","A pleasant, caring working environment","Mid-term career opportunities","Good communication of information between employees and managers","Working on these employer brand actions is essential, but keeping your promises once a candidate has been recruited is even more important.","Once they have joined the company, their experience has only just begun. And if the reality of practices at your company is inconsistent with your employer brand actions, the process will be counter-productive.","How do you calculate ROI on HR strategy? 7 ways","https:\u002F\u002Femeritus.org\u002Fblog\u002Fmeasure-roi-of-training-upskilling-reskilling-employees\u002F","365Talents CEO and co-founder ","In summary","To learn about how AI facilitates strategic workforce planning on the 365Talents platform, start discussing with one of our experts. S\u002Fhe'll be able to guide you through your HR tech project.","Learn about the tools 365Talents provides for strategic workforce planning.","How to promote effective internal mobility through upskilling [Checklist]","2022-08-18","Soft skills, hard skills, durable skills and perishable, green skills, mad skills...At the risk of sounding a little like Dr. Seuss, there are so many types of skills: do you know the difference between them all?","LEARN MORE","Prioritizing the upskilling and reskilling of existing employees is perhaps the best way to overcome the skills gap and AI-powered platforms are paving the way for HR teams to do just that.","Book a demo today to learn about the tools 365Talents provides for strategic workforce planning.","365Talents and UnitedUs share press release for new rebrand","How much do you know about the skills gap?","YhdWmBIAAFWq6_Bz","What is strategic workforce planning?","Promoting a culture of internal mobility means more than hiring from within, it means attracting, retaining and supporting the best talent. Get started.","Your guide to internal mobility","Advantages and disadvantages of internal mobility and recruitment","https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fclara-tannenbaum-ab758311b\u002F","SCHEDULE A DEMO","2022-02-22","content_text_section$2dbce6ca-6912-46c5-8a49-b1f939ef4c68","internal talent marketplace","How to choose an internal talent marketplace","ZAHqQRAAACcAOmNH","uncover-all-your-talents-to-open-up-new-possibilities","2023-03-03T12:42:37+0000","2024-06-28T10:18:42+0000","about-us","How we deployed our new platform on a major European Bank","deployment","365Talents is proud to announce Travis Burke has joined as board member of the growing scale-up specialised in Talent Management.","ZBzzvBAAACMApZJX","365talents-named-cool-vendor-by-gartner-in-2019","2023-03-24T00:57:22+0000","2023-08-09T13:41:43+0000","365talents-named-cool-vendor-by-gartner-for-human-capital-management","ZBzfChAAACMApTXs","good-practices-kickoff-post-covid-19","2023-10-10T14:22:48+0000","best-practices-for-a-smooth-kick-off-after-covid-19","Best practices for a smooth kick-off after Covid-19","ZBzgwBAAACEApT2n","reboottalents-after-covid-what-does-it-mean","2023-10-10T14:25:06+0000","reboottalents-what-does-it-mean-and-why-we-all-need","These professional skills are not there by chance. They come from a World Economic Forum study. Will you check all the boxes?",850,"https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fecb91a30-5100-4fc6-9510-59183a565c19_EN+-+Ebook+-+Skills+Impact+Report+Cover+-+1200x850.png?auto=compress,format","ZCGqrxAAACMAuuMs","reboot-talents","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002Fc2ac0f30-f5ea-4ed5-baa8-4b6862d56f12_img-thumbnail-media-webinar-reboot-talents-comment-mieux-identifier-et-re%CC%81allouer-vos-competences-cles-pour-la-reprise.png?auto=compress,format","ZC7HeRAAACIA0_VV","ZBznZxAAACEApVte","forecasting-the-unexpected-hr-are-becoming-the-business-allies-to-prepare-and-conquer-victories-of-tomorrow","2023-03-24T00:21:17+0000","2024-08-14T12:08:39+0000","forecasting-the-unexpected-with-swp","Why our mission is more important than ever today","https:\u002F\u002Fimages.prismic.io\u002Fwebsite-365talents\u002F1d8507ea-24df-42a8-9e25-bdf34831dab4_IMG_Articles_green-bevel-cascade-navy.png?auto=compress,format","ZCWosxAAACIAxVbO","The average CV only contains 20% of the candidate’s talents","How to reduce your turnover","[insert turnover image]","SkillsDrive","ZKKX2xEAACoAjr9d","2023-07-03T09:47:39+0000","2023-07-26T08:44:52+0000","INTERESTED? BOOK A DEMO","customer-stories","Partners","ZAHMfBAAACYAOdP3","2023-03-03T10:59:03+0000","2024-02-16T09:09:37+0000","ZAml6hAAACgAWffi","media_hub","media-hub","2023-03-09T09:25:01+0000","2024-06-10T09:11:54+0000","resources","Ebooks","ZBq88xAAACAAgm4B","2023-03-22T08:31:50+0000","2023-04-06T14:34:47+0000","ZA8qMRAAACgAYtHs","2023-03-13T13:53:48+0000","2023-04-14T11:33:27+0000","Resources","services","privacy-policy","2024-08-26T19:45:27+0000","general-conditions-of-use")));