The Future of Talent: Insights on Workforce Readiness, Diversity & Learning Paths
These are macro trends that may be useful for you. Â Let me know and if you find it useful, I will publish every week. Â Sometimes, these insights may trigger your thinking. Â 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. Â At the core of this need is to promote diversity over a period of time. Â Companies are having good trends in Diversity at the early career level but it is not translating into mid to late career levels. Â We will publish more on this as we learn more Â
- There is lot of classification studies being undertaken by companies. Â In Cybersecurity for example, companies are trying to align in the NIST framework (mapping roles to this framework may be useful). Â In the US, most of the companies have expressed their concerns with the available Cybersecurity talent. Â 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. Â 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. Â Some companies have expressed interest in making this a TA initiative. Â 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. Â This is a very rewarding feeling for Draup as a company and for what we work for