Gaining an employee skills edge through agile talent practices 

83% of Canadian HR leaders report that skill development will continue to be a focus in 2021, but only 12% of HR leaders have implemented skills-based talent strategies such as pay-for skills or skills frameworks.



Source: Mercer's Global Talent Trends Survey

Imagine having complete confidence that your organization will possess the skills required in the future. Leading organizations are future proofing themselves by taking a strategic view of future skills needs. They are adopting a practical approach to talent and reward practices that will enable increased flexibility and resiliency.

It became clear during the pandemic that employee skills fuel business transformation and organizational resilience. According to the World Economic Forum, one in three global organizations are accelerating upskilling or reskilling programs in response to COVID-19. In doing so, they recognize the value of their people — the vast potential of each individual to leverage their existing skills to add value beyond their current role and learn new skills in response to changing needs.

How do you implement an employee skills-based talent model?

True transformation requires companies to deconstruct jobs into units of skill. Employers must update talent models so that skills are the basis for defining work, deploying talent, managing careers and valuing employees. Success will depend on companies showing that skills are the dominant language of the organization (not jobs or functions) and creating a culture that supports learning. Our experts share how organizations can build and accelerate their journey on this employee skills-led agenda.
Ready to talk about reinventing your business for a more flexible and resilient tomorrow? Contact us to learn how you can achieve an employee skills edge.
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