It is undoubtedly a great holiday honoring the military personnel serving the United States. We are bringing here several great insights that we hope will be useful for you.

We have conducted informal surveys across Global HR to understand the key strategies emerging.  The following table provided a summary of the key strategies.  Companies are standing up learning academies across the critical areas, including Cybersecurity, Product Management, Digital Marketing, and other Industry-specific skills.  Several best practices with respect to identifying the talent towards these academies are emerging. 

Another key initiative emerging is around Internal Talent Marketplace.  This is developing as a key Talent Acquisition-L&D partnered initiative that can accelerate the internal talent movement meeting existing demand with the available supply of people.  This internal talent market place is a critical initiative and use case Draup will be able to support in accelerating

We have further refined our work from home model utility to tag responsibilities across multiple factors categorized across people, systems, and compliance aspects.  We are also working on a position paper bringing out all aspects of work from home.  While Finance is looking at it from the lens of reduced OPEX, this decision to switch has long term employee impact for the organization.  Any short-sighted decision may have a negative effect.  We are documenting all these aspects from our discussions across organizations and bringing it for your review shortly 

Companies that have made significant investments in HR systems like workday will benefit from our model of translating the jobs through a systemic framework.  This framework will provide detailed analysis and best in class job description, key responsibilities or workloads, and Skills (including technical and soft skill).  Here is a sample snapshot from our analysis here.  Such a library will be instrumental as you load employees in the system and assign Job Roles

Our reskilling module has expanded to model individual-specific plan.  In one organization, we have enabled a transition where an IT systems engineer can migrate to Software Automation Test Engineer and then to Software Developer.  Such a plan also lowers the overall cost of external talent acquisition and at the same time provides a chance to deserving resources

Overall, we are quite excited about the role HR can play under the emerging circumstances.  If we plan the initiatives correctly, we can accelerate transformation and adaptation and make our enterprises that we genuinely care for, a great place to work.