When the pandemic began, many organizations were forced to send employees home, whereas others had to cease operating altogether, resulting in layoffs and furloughs. Since then, massive numbers of employees have continued to leave their jobs. Only this time, they are doing so voluntarily as part of the “Great Resignation.”
Just about every talent management activity generates data. From the moment candidates apply to the time they leave your organization, there are dozens of data points to track and report.
Preparing your workforce to meet the challenges of tomorrow requires a robust talent development strategy. When your strategy comprises an optimal mix of training, coaching, and other developmental opportunities, employees receive the skills and knowledge they need to adapt to the changing workplace. As you measure your progress and refine your talent and development program, your organization and employees can reach their goals for skill-building and growth.
From the moment an employee becomes part of your organization, they rely on support from your HR team. Examining the experience you provide throughout the employee lifecycle journey can help you see workforce management in a new light. You’ll not only understand the needs of the workforce better, but you’ll also identify new ways to improve every aspect of the employee experience—from recruitment to professional development and beyond.
