Strict policies on job leveling, tied to legacy-minded constructs like tenure and job description, hinder the flexibility that modern organizations need to keep pace with evolving industry needs. By allowing greater mobility internally, enterprises can unlock the strength of their workforce. Below are three steps legacy organizations can take to promote career path visibility:
#1. Prioritize mobility over static roles
As building skills competencies become the leading priority for HR leaders in 2022, rethink the way your organization looks at its workforce: vertically, horizontally, or dynamically? Embracing agility throughout the workforce creates an environment ready for greater communication, less talent and information silos, and a mindset across the organization that values positive action toward evolving marketplace challenges.
#2. Democratize access to career development
Artificial intelligence-backed talent marketplaces can smartly pair workers to opportunities that strengthen their skills and match them to business objectives. AI matters because scale matters. Global institutions could never manually match individual employees with interest-aligned and skill-building learning opportunities the way AI-driven platforms do instantly, dynamically, and scale.
#3. Leverage a talent marketplace to power 360-degree skills visibility
Roughly 40% of HR leaders admit they don’t know what skills are in their workforce, and without these insights, companies risk losing the full potential of an agile workforce. Mobility and skills are essential, but to get the most out of them requires a talent marketplace capable of organizing real-time information. AI-powered matching offers enterprises the scalability necessary to act upon such data, and gives employees greater insight into what skills are needed to advance their careers.