By Dalit Heldenberg, VP Data Strategy @ Gloat & Ayala Michelson, VP Product & Analytics @ Gloat
October 28, 2021
When it comes to workforce planning, we’ve been dealing with cracks in the system for quite some time. For years, leaders have lacked full visibility into their talent pools. They’ve relied on disparate technologies to manage talent, meaning that identifying skills gaps, designing jobs, and looking at job architectures has long been a game of guesswork. Fundamentally, these disjointed platforms created gaps of their own.
COVID-19 and the Great Resignation that has struck in its aftermath have brought these challenges to the surface. When businesses needed to act quickly, hire with focus, and identify critical upskilling initiatives for their organization, the information they relied on was often siloed in different systems. Now, calls for change in talent management are only getting louder, meaning business leaders must make high-stakes decisions on accelerated timelines. But there’s an explosion of data, skills gaps are widening, and the clock is ticking, so even identifying a starting point for building a future-fit transformation strategy has become a mystery of its own.
So what does it take to craft a path forward? First and foremost, we need to retire this broken approach to workforce planning and create a single source of truth that gives leaders the insights they need to make better business decisions. Here at Gloat, we’ve spent years harnessing the power of AI to match people to opportunities, and we’ve built up a wealth of data on employees, profiles, careers, jobs, opportunities, and skills. Now, we’re bringing these insights together to drive Organizational Agility, equipping business leaders with one integrated, open platform for workforce planning and talent decisions.
Our job as product managers and designers is to recognize that business leaders don’t always know what they need to solve their next challenge. We have to analyze the numbers and see the story that the data is telling us. When it comes to business transformation for the future of work, it’s clear change is needed: 71% of organizations are embarking on transformations. 72% of CEOs state that the lack of critical skills in their workforce is a key threat to their business growth today. And 64% of CHROs are asking for a new approach to data to help them make better business decisions.
But what do these “transformations” and “new approaches” look like? We realized you can’t deal with skill gaps, or job architectures in a silo. This is about how organizations approach job design, upskilling, hiring, and job architectures holistically to drive results for their business.
We needed to help business leaders make sure they have the right skills, in the right places, at the right time. How? We set out to reduce uncertainty around what skills need to be prioritized, how people should be compensated for these capabilities, and how to bridge existing knowledge gaps.
Fortunately, we already had a powerful secret weapon on our hands: Gloat’s Workforce Engine, the rich data, insights, and artificial intelligence layer that powers our Talent Marketplaces. Our Engine connects, cleans, and normalizes data, integrates information from disparate platforms and tools, and creates one harmonized data set.
We have plenty of experience using our Workforce Engine to match people to opportunities. And with our recent launch of Career Agility, we’ve shared how this data can help us relate employee skills and interests to full career paths, using information about how jobs in an organization relate to one another, relate to skills, and relate to people, to help employees develop in their careers. Yet behind these applications of our data, there’s another way we can harness this information. Our Workforce Engine can also provide predictive insights on skills, job descriptions, and hiring needs to keep business leaders one step ahead in their workforce planning.
With our Workforce Engine as our dependable sidekick, we knew we could move the needle on dynamic workforce planning and give business leaders the answers they were looking for. We are now connecting the Gloat Workforce Engine to more data sources across organizations, including existing company skills data and market information on compensation, providing tactical, tailored insights for leaders.
All of this data is used to create job architecture models, insights on what skills are critical for open roles, and skill management to inform upskilling initiatives, hiring needs, and pinpoint where untapped talent exists across your organization.
All of this represents the foundation for our Organizational Agility offering, which includes:
Read about the top insights into the future of work from the voices leading the Talent Marketplace transformation.
These capabilities come together to shed light on the uncertainty that once threatened to sabotage workforce planning decisions. With Organizational Agility, leaders no longer need to be in the dark about the skills they must to develop within their organizations, what they should hire for, and how these priorities will evolve in the future.
Instead, they can tap into their Skills Management Console to learn what emerging capabilities they will need to focus on. They can check out their Job Architecture Management System to create a consistent language of work and ensure they are hiring for the right roles and looking for the right skills and candidates.They can use Workforce Insights to see the bigger picture on emerging talent trends and benchmark against market data to evaluate how they are managing jobs. And they can look to Ontology API to export their unified data to other tools and systems, driving consistency for employees and enabling deeper analysis.
As our journey to solving the mystery of dynamic workforce planning comes to a close, the ball is now in every leader’s court. Stakeholders finally have one integrated, open platform that will arm them with the insights and information they need to ensure their organization thrives in the new world of work.
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