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.