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Three Insights to Accelerate Organizational Transformation

By Natalia Shuman, Senior Vice President and General Manager, EMEA and Asia-Pacific regions, Kelly Services

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Natalia Shuman, Senior Vice President and General Manager, EMEA and Asia-Pacific regions, Kelly Services

Change is the only constant. To compete, it has become imperative that organizations continue to outperform the industry in how they are evolving their organizational strategies. And, so top companies are struggling to find the right talent, where they need are able to access it quickly, especially for highly technical and professional skillsets. This coupled with the increased speed at which ultra-competitive industries are moving has created an environment of chaos. The following three insights will drive business practices that will enable your organization to outpace the competition:

  1. Don’t Accept Less than the Best – Look at the Non-traditional Workforce

Technology is reshaping how companies think about work and engaging talent. No longer should they just turn to their own employees to get the job done; instead they must widen their search across geographies, genders, and generations to find on-demand talent with the skills they need.

    "Technology is reshaping how companies think about work and engaging talent."    

Workers are increasingly organizing work around life. More than half of today’s free agents say they simply don’t have a desire to work as a typical, traditional employee, and 3 out of 4 free agents voluntarily choose this style of work for the freedom and flexibility it provides. 70Percent of the non-traditional workforce is engaged in highly skilled positions such as software engineers, scientists, and IT project managers. As skilled talent demands more control over how they work, the ability to access this non-traditional workforce is no longer an option.  Organizations not tapping into this workforce risk stagnating due to lack of critical talent.

      2. Co-creation and Innovation to Achieve Results

Think about all the ways both your internal and external clients have asked you to be creative, collaborative, and to come up with new ways to approach how you do things. Organizations should be approaching their external partners and vendors with these same ideals to achieve results. No longer are off the shelf approaches acceptable, as there should be collaboration and innovation that propels organizational momentum.

    Below mentioned are the examples of this approach which answered the tough challenges:

  • A leading global organization which was not very successful in its operations to maintain their high end niche talent, took on a customised global talent sourcing approach and delivered 100 Percent retention at a 20 Percent cost savings.
  • An evaluation was done to understand the reasons why a global technology company was losing intellectual capital across their validation organization.A managed services solution was implemented toaddress their career drivers,allowing the organization to retain their knowledge, drive productivity and efficiency gains.

    3. Stop Looking Back – Be Future Focused and Ready

Designing innovative access to talent is crucial for business survival. But do you have the predictive data insights to help guide the roadmap to the future? If you are continuously evaluating the “what was”, you will miss out on the “what could be”.

By expanding your view across the organization, and not looking only department by department, you can improve your predictive capability and better foresee future talent needs. Combining workforce planning with analytics will enable you to manage talent gaps across all labor categories, and allow you to proactively plan your talent strategies in alignment with your business goals.This is what will give you the best chance to engage top talent.

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