The Power of Career Frameworks: Architect Compelling Careers and Empower Talent

Will your team's jobs still exist in five years? What are you doing to help them prepare for their next role?

According to a newly-released Mercer study, Talent Trends 20181, more than half of executives believe that at least 20% of the roles in their organizations will cease to exist by 2022. What are you doing to ensure your organization has the talent needed to meet evolving business needs? Here’s a hint. Creating a career framework strategy and platform enables core and contingent workers to plug into an organizational structure that matches their evolving skillsets with business needs in real-time.

This aligns with findings from the World Economic Forum’s The Future of Jobs report, where 39% of respondents said they support mobility and job rotation2 and with findings from Mercer’s Thriving in the Age of Disruption report, where 71% of respondents said internal mobility is encouraged3. Bridging this gap between intention and action can be done through the development of a thriving environment and clarification of an organization’s career framework strategy.

1 Global Talent Trends Study 2018 | Mercer
The Future of Jobs: Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution | World Economic Forum
Thriving in an Age Of Disruption | Mercer

Vidisha Mehta
by Vidisha Mehta

Career Solutions Leader – South & East Asia, IMETA Vidisha Mehta is a Principal with Mercer's Career business, responsible for developing new solutions and insights around the ‘Workforce of the Future’.

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