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 https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html
2 The Future of Jobs: Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution | World Economic Forum http://www3.weforum.org/docs/WEF_Future_of_Jobs.pdf
3 Thriving in an Age Of Disruption | Mercer