- CEO’s Weekly Newsletter
- 04 Apr 2020
Cybersecurity is emerging as a very key post Covid19 skill and many companies are attempting to scale and establish learning academies around this. There is also confusion in the minds of HR leaders in understanding the difference in security engineer and privacy engineer in this function. We were doing a workshop with a stakeholder and realized often companies mix the two together when referring to the roles. We have come up with a simple taxonomy that may be useful for you. We have a detailed deck around this with job responsibilities and will share with you if you are interested.
Many HR leaders are pondering about sales transformation. Several roles in sales are being reimagined with outcome based sales in mind. One of the key things we learnt is around the support roles in Sales. These roles are even more important in this day and age in addition to the core roles themselves. We have mapped these support roles here for your understanding. We can provide more details if you are interested in this regard. Some of these roles are also part of the digital transformation efforts companies are implementing.
One of our hypothesis is that post Covid19 knowledge workers may seek smaller towns and are open to work away from large cities . To this effect, we analyzed what are the Micro hubs where some talent is already there in nascent stages. The likes of Provo, UT, Boise Idaho, Tallahassee – Florida, Chattanooga – Tennessee are emerging as our initial points of interest. We also think, for Enterprise companies in smaller places – now is the right time to get silicon valley talent into your smaller cities (if you are operating in one). We are continuing to create network diagrams on this and will publish the same.
We are making good progress in our nontraditional succession planning models. In order to identify nontraditional succession planning, we are breaking down each job in the company across multiple attributes. Then through attribute matching algorithms our goal is to come up with some interesting possibilities. Here is an example of how a Data Analytics Manager attributes would look like
We are seeing that colleges like Spelman are evolving their Physics and Math curriculums which is every encouraging to see. Also, we request you to add these colleges in your campus recruitment drives. This link is a wealth of information for you (some of you may already be using this link)
http://www.thehundred-seven.org/hbculist.html. We are parsing academic details and will be sharing some insights around the same.
We are working on a framework to bring out the strengths of an in house resource. We want to bring in the skills that an inhouse resource already brings to the table. These are skills and competencies that an enterprise resource accumulates over time. This shows the need to teach an additional technical skill and make the resource relevant. In several cases, that skill is often a 5 to 6 month journey. But the journeys around the other skills are longer journeys.