Workforce transformation

Six months ago the “the future of work” almost felt like science fiction. COVID-19 has accelerated the pace of change. And the future of work is now. Leaders who are looking to accelerate through the turn will already be thinking about which employees to bring back to work and under what conditions. But there’s a strong case to use this time not only to bring back the workforce but also to transform it.

 

Our point of view

As consumer and employee needs change, so will the workforce. But how? What skills and people will you need to succeed in the future? And what practical actions should you be taking right now?

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How we can help you

Engaging and enabling employees, which has been critical during this crisis, will only increase in importance as organizations look to accelerate through the turn. They will need everyone at their best if they are to successfully navigate the challenges of a new, still disruptive world. But people who never left the workplace, those coming back in waves and those people who will continue to work at home will come into the recovery with very different needs. Organizations will need to ensure that they all feel safe and supported on a practical and emotional level.

Through employee pulse surveys, we can help you better understand how your employees are feeling and what is getting in the way of their productivity. We can then put in place differentiated programs for each of your employee segments to engage, reward, develop and enable them. This will help ensure that they remain engaged and productive and are able to give their best even in these dramatically changed circumstances.

We put in place differentiated programs for each of your employee segments to engage, reward, develop and enable them.

Necessity is the mother of invention and this crisis is a case in point. Digitization has accelerated and organizations have fast adopted some very positive behavior changes included agility, decisiveness, collaboration and empathy. Many employees have had a taste of a new way of working that they won’t want to move away from. Going forward organizations are likely to be looking at more tech-enabled business models and virtual or distributed workforces.

We can work with you to understand how your workforce should change to enable you to execute on your business priorities in this changing environment. We work through the six rights of strategic workforce planning: the right site, the right size, the right skills, the right spend, the right shape and the right source (shift from human to machine work) and using dynamic, scenario-based simulation tools we model different workforce scenarios. We then work with you to develop a workforce plan around your chosen route.

We ground everything we do in our IP and data. We have an in depth understanding of work. Our talent hub holds extensive data on 1000s of jobs and the skills and competencies required to do succeed in them as well as pay data across 120 countries. And we know which skills are harder to develop and what talent is most difficult to find on the open market. We bring all this knowledge together to help you get the right people, in the right places, doing the right things to achieve the organization’s strategy – all at the right cost.

We bring all our IP, expertise and data together to help you get the right people, in the right places, doing the right things – all at the right cost.

To support the new ways of working that will be required in the new world organizations need to move away from siloed hierarchy to more of a collaborative ecosystem. At a more granular level we also know that market changes will dramatically affect individual jobs and the skills needed to deliver them. Some jobs will be eliminated, some will be made contingent, some will shift their focus, some will be elevated and brand-new jobs will be created. Drawing on our deep expertise in how to organize work, our benchmarking data and renowned work measurement methodology we can help you build an organization that is quick to make decisions, collaborative and agile. We’ll clarify governance structures and accountabilities and get right down to the granular level of designing individual jobs and matching these jobs to the skills and behaviors required to deliver them.

We’ll help you build an agile organization, clarify accountabilities and get right down to the granular level of designing individual jobs.

Given the pace of change ignited by COVID-19 and the competition for skilled talent, organizations will need to invest in reskilling or upskilling large parts of your workforce.

We will analyze your people data to review where you can most successfully reskill and upskill people into different roles. And, then, drawing on our skills based and behavioral assessment and development programs, we can help you support their transition. We have a full portfolio of programs covering project management, digital skills, sales training, leadership development, agility and communication skills to name but a few.

We’ll tell you who you can most successfully reskill and put in place the training programs to support their transition.

You can’t upskill and reskill everyone in your workforce. You will have gaps and, as you accelerate out of the turn you will competing hard for the best talent on the market. We can help you recruit the right people, in the right places at every level of the organization.

  • Executive search: We can identify and attract the right leaders who will deliver on your business priorities. We will assess for ideal organizational fit and build appropriate frameworks for compensation and retention.
  • Professional search: Through our innovative search process and unrivaled access to candidate pools and data, we are uniquely positioned to help identify and attract professionals at the middle to upper levels of management, in both single-search and multiple managed search projects. We can determine the traits needed for success in every role and match candidates against best-in-class profiles, while also gauging cultural fit.
  • Recruitment process outsourcing: Our industry-leading RPO solutions, which include full lifecycle recruitment, blended recruitment, and additional “add-on” recruitment solution services, combine the expertise of our recruiters with state of the art technology to streamline recruitment processes, optimize employer and candidate experience, and improve quality of hire.
  • Project recruitment: We can deliver the same talent acquisition services as we would in an end-to-end RPO solution, but within a defined project start and end date. Our Project Recruitment solution is seamless and aligned with the client’s broader talent acquisition strategy. Clients enjoy the same benefits around reduced time to hire, reduced cost per hire and improved candidate quality that they would with a full RPO solution, but via an on-demand model to manage short-term or specialized needs.

 

As they accelerate into the turn organizations will need to carefully monitor their reward spend against business performance as they bring back furlough employees and secure the critical talent they need. Organizations will need to relook at incentives, especially for the salesforce, to ensure that their goals and targets make sense and that they are paying for the right things. With jobs changing and people taking on new roles, employees also need to know that their pay is fair. So, this is the time to pay attention to internal equity.

Our reward experts can work through the details of each part of your reward program to help ensure that your rewards attract and retain the right talent, build engagement and drive the right behaviors all at the right spend.

 

Deep insights at your fingertips – at all times

In our hands it’s more than just data. We use it to build the DNA of outstanding leaders, effective organizations, high performance cultures and game-changing reward programs. In your hands it can continue to inform smarter decisions backed by more than 4 billion data points, including:
– Over 69 million assessment results
– 8 million employee engagement survey responses
– Rewards data for 20 million employees across 25,000 organizations and 150+ countries

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