The rise of digitization is changing business needs and talent management dramatically. The World Economic Forum found that “Enterprises in all industries are devoting to building up talent skill sets and improving talent management as their priority to adapt to the fast-paced digital revolution.
Click above to learn about Five steps of Talent Development Strategy to equip your enterprise for the digital world’s new era.
From the previous article Put Talent Management Transformation as the First Priority, it mentioned that the enterprise digital transformation process needs to create a talent development environment concentrated on digital, focused on learning, and centered on the employee experience.
In this article, we will analyze the three steps of enterprise strategy to adapt digitalization.
According to the recent Gartner Leadership survey, CEOs defined when the digital transformation has accelerated technological innovation; acquiring suitable talents is the primary internal constraint to business growth. Meanwhile, at least a quarter of workers in OECD countries report that their current jobs do not match their skills needs.
To keep up with the accelerating pace, organizations must provide personalized education for sustainable development through onboard training and on-the-job training programs to help employees develop critical skills. At the same time, managers need to support employees by developing their new skills and achieving goals to remain competitive in an era of digital transformation, contributing to positive business results. In short, learning should be personalized and relevant.
Companies need to provide your employees with continuous guidance and feedback to achieve their growth and development goals in this digital transformation era. In this way, they can develop new skills and improve productivity.
1:1 meetings is a powerful coaching tool that can be implemented at all levels of the organization. It is an opportunity for employees to raise concerns, share new ideas, and provide feedback of their priorities.
When managers know what their employees’ priorities and skill gaps are. Learning and development management will change from management-driven to autonomous-driven, enhancing the employees’ learning experience. It is also laying the solid foundation for the enterprise strategy evolution.
Companies that well-adapted to digital transformation are changing how they lead employees. Accelerating the enterprise’s transformation by adopting new leadership models.
For many organizations, this shift manifests itself in letting decisions for employees to make on their own. Namely, employees and teams can get rid of the tedious reporting cycle, increasing participation and productivity, and quickly responding to changing priorities.
According to a global study by MIT Sloan Management and Deloitte in 2018, this leadership and learning model balances corporate strategy, talent development, and corporate culture. Within all of these strategies, it is a sign of a successful enterprise.
In the next issue of the Digital Transformation Best Practice, we will discuss how to start from the construction of learning culture to help enterprises digital transformation.
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