Why hello there fellow Twits!
I’m Nadine and I am the General Manager here at TQSolutions. For one week and one week only I will be your TWIT editor. There’s been a lot on my mind this month, but what I really want to know is how the heck is it April already and how the hell did I ever end up with a 15 year old lurking around in the downstairs bedroom?
Recently I shared a LinkedIn post for my son’s 15th birthday. Right now he is into bad haircuts, expensive sneakers and even more expensive fragrances?!?! He lives birthday cheque to birthday cheque and thinks he has a rock star budget. The post was viewed over 30,000 times.
Something resonated with people – and I think it’s because it acknowledges that finding one’s true calling is a journey of twists and turns. The idea that our paths change as we change, coupled with my advice to my son to embrace the journey and pursue what ignites passion, offers reassurance to those feeling lost in their career pursuits. It’s a relatable reminder that it’s okay not to have it all figured out.
There is a lesson in here too for us as Talent professionals because the personal journey of career exploration mirrors the ever-changing world of HR. Just as individuals evolve in their careers, TA strategies must adapt to meet changing workforce needs, environmental context, and organisational goals. Right now, companies are learning to focus on nurturing their own talent instead of external hiring. I am calling this new wave ‘People Advisory’.
So, what’s People Advisory all about? It’s not just a mix of HR and TA; it’s a whole new ball game. It’s about strategically aligning organisational strategies with the evolving needs of employees. This shift requires a mindset change, emphasising the importance of addressing skills gaps and future-proofing the workforce.
Unlike the old days of just worrying about hiring costs, People Advisory is all about adding value. It champions internal mobility, enhancing existing skills, and fostering engagement and loyalty. By redirecting efforts towards higher-value activities, People Advisory becomes a real player in driving the business forward.
People Advisors aren’t Recruiters. They’re strategic thinkers who cultivate commercial acumen and influence within the business, and work hand in glove with other HR teams. They’re the ones who make sure everything fits together nicely, from training and development to pay and benefits.
Why does this matter now? Because it’s about future-proofing businesses in an era of uncertainty. It’s about leveraging existing talent amidst skill shortages and economic fluctuations. Moreover, it’s about enhancing organisational resilience, productivity, and ultimately, profitability.
Ultimately, just as individuals evolve in their careers, so too must talent strategies adapt to meet the changing needs of the workforce and the business landscape. So, if your company wants to stay ahead of the game, it’s time to embrace the journey.
“The only thing that is certain in life is change. Embrace the present moment and appreciate the journey of self-discovery and transformation.”
Using skills frameworks to initiate a skills-powered organization A study by Mercer
As companies move away from traditional job-centric models to skill-based structures, discover how skills are becoming the primary currency of work. Delve into the post-pandemic landscape where companies are utilising AI to navigate this transition in developing a robust skills framework for enhanced productivity and talent development.
Skills readiness. How do you know where to start?
Gareth Flynn is conducting some very interesting research on skills. Here he identifies ‘readiness dimensions’ crucial for successful implementation. Learn how to identify prime areas for piloting skills initiatives and address leadership gaps for future phases.
What the Space Race is illuminating about the shifting boundaries of Talent
Explore the evolving relationship between humans and automated technologies. Delve into contrasting approaches by Virgin Galactic and Blue Origin, reflecting a potential shift from human-centric to technology-driven talent strategies.
Office attendance doesn’t drive team connection.
In a world where office attendance no longer guarantees team cohesion, Dr. Molly Sands, Head of the Team Anywhere Lab at Atlassian, delves into the transformative power of intentional in-person gatherings for distributed teams, revealing their significant impact on team connection and productivity.
How IBM Uses AI to Transform Their HR Strategies
Loved this comment by Nickle LaMoreaux, IBM’s CHRO in this podcast on how AI is revolutionising the way we think about talent management, employee engagement, and predictive analytics.
“For most companies, product is not their strategic differentiator, it’s their talent.”
2024 Qualtrics EX Trends Report – APJ
Some great insights in her. Employees anticipate that their organisations will strike a balance between embracing new technology and using it ethically for their benefit – here’s hoping! They desire AI tools to enhance productivity and efficiently delegate tasks. Will be very interesting to see how this plays out.
