The Future of Talent: Insights on Workforce Readiness, Diversity & Learning Paths

These are macro trends that may be useful for you.  Let me know and if you find it useful, I will publish every week.  Sometimes, these insights may trigger your thinking.  These are intentionally not graph or data heavy to trigger some hypothesis.

Few Insights based on my travel and visits

• Several companies are looking to benchmark early career mentorship programs.  At the core of this need is to promote diversity over a period of time.  Companies are having good trends in Diversity at the early career level but it is not translating into mid to late career levels.  We will publish more on this as we learn more  
• There is lot of classification studies being undertaken by companies.  In Cybersecurity for example, companies are trying to align in the NIST framework (mapping roles to this framework may be useful).  In the US, most of the companies have expressed their concerns with the available Cybersecurity talent.  We have some requests come in to map Universities with Cybersecurity focus
• Several firms are thinking about what to do with their call center work force – long term.  I know you are also very keen on this.    We are building a reskilling module to show how a call center agent could become a RPA developer.  I think this will become significant in the next few months
• Corporate functions seem to be in the minds of all executives.  How to continuously optimize HR, Finance, Procurement is a constant discussion I hear.
• Many companies are evaluating models to make crowd sourcing talent for projects a real mechanism.  Some companies have expressed interest in making this a TA initiative.  This will be a good expansion of organization TA capabilities
• Companies are beginning to make learning journey posters out of the models we have given and help employees think about learning paths and their own potential.  This is a very rewarding feeling for Draup as a company and for what we work for