π The job market is highly competitive, with a high quit rate and difficulty in hiring.
πΌ Companies are facing challenges in managing workforce issues such as burnout, pessimism, and low employee mental health.
π The workforce is experiencing economic growth, low unemployment, and inflation, despite overall pessimism.
π The convergence of industries is transforming the business landscape worldwide.
π€ Automation is eliminating routine work and creating a demand for high-value skills in various industries.
π Continuous learning and reskilling are crucial in adapting to the changing business environment.
π Re-skilling is about making intelligent decisions to drive company growth and letting technology provide the necessary knowledge and skills.
π The talent marketplace concept is a groundbreaking idea in the HR tech market, allowing employees to assess their skills and find new opportunities.
π‘ The skills infrastructure, also known as the talent intelligence platform, has multiple applications, including learning, recruiting, and pay.
π The speaker discusses the importance of data analysis in understanding industry transformations.
πΌ The banking industry is going through significant changes, including blockchain, fintech, and credit card disruptions.
π Using talent intelligence, job roles and skills in the banking and fintech industries are analyzed and compared.
π The importance of integrating different departments within an organization to understand skills and career paths.
π The need for an open skills platform that incorporates data from various sources, including external ones.
πΌ The role of job architecture in aligning and connecting similar job roles within an organization.
π The evolution of people analytics and its importance in understanding company data and employee feedback.
π‘ The role of talent intelligence in analyzing workforce data, economic data, and labor market data to make informed hiring decisions and identify skills gaps.
π The four domains of talent intelligence: recruiting, training and development, retention, and organizational redesign.
β¨ Creating an analytics and planning function within HR can help organizations address issues and make informed decisions.
π Collaboration and sharing of information between different HR analytics teams is crucial for maximizing the insights gained.
π To implement an analytics function within HR, organizations should start with a project in an underperforming area, focus on future talent gaps, or plan for transformation.
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