Business Leaders Say They Are Unprepared to Manage Today’s Changing Workforce
21 Luglio 2021 - 1:00PM
The pandemic triggered a seismic shift in how, when and where we
work, as well as record levels of individuals leaving their jobs.
Business leaders around the world acknowledge this dramatic change,
but many admit they are unprepared for how to manage talent, use
technology and support their employees in this new environment,
according to the KellyOCG 2021 Global Workforce Agility survey of
more than 1,000 senior executives across 13 countries. Key survey
findings include:
- More than half (59%) of executives say their businesses will
adopt a hybrid working model post pandemic; yet one in four
believe their leaders lack the skills to manage the workforce they
want to build.
- Less than half of executives (49%) say they have a
clear view of the optimal mix of talent required across
all business areas, and 27% are unsure of
what their employees want in terms of a post-Covid work
environment.
- Only a minority of organizations are using leading-edge
technologies to respond to critical issues around workforce
planning and management, including monitoring productivity
and efficiency (44%), managing a remote workforce (38%), and
predicting skills requirements (32%).
- The majority (55%) report that talent from underrepresented
groups has been disproportionately impacted by the pandemic – but
fewer than half (43%) say they are
executing a fully developed diversity, equity, and inclusion (DEI)
strategy for their full-time staff, and only 19% have one for
contingent labor.
In contrast to these underprepared businesses, the study
identified a group of leading organizations – the ‘Vanguards’ – who
report employee wellbeing and productivity have significantly
improved within their organizations during the pandemic, alongside
improved revenue growth over the past three years. These leaders,
which made up approximately 10% of respondents, are taking a
strategic, long-term approach to improve the resilience, agility
and wellbeing of their workforces, compared with the ‘Laggards’ –
respondents who report a decline in employee wellbeing and
productivity over the past 12 months.
“Our research shows a majority of executives agree that talent
has never been more important as a source of competitive advantage,
yet they are ill-prepared to manage and support that talent,”
explains KellyOCG President Tammy Browning. “Given that
we are in the midst of a “talent tsunami” – with workers leaving
jobs at record levels – this is a challenge leaders must face head
on. The Vanguards provide a roadmap on key actions that will give
businesses the edge they need to succeed in an increasingly
competitive and fast-changing marketplace – ensuring their
workforce is fit for a future in flux.”
Specifically, the data uncovered four key dynamics of the
Vanguards’ response to the pandemic that are helping them build a
more agile and resilient workforce, and a more profitable
business.
- Vanguards amplify workforce fluidity. They are
more likely to have a comprehensive strategy for bridging skills
gaps by employing new talent, bringing on contingent labor (62%)
and implementing re-skilling initiatives (52%).
- Vanguards are building a better
employee experience. Nine in 10 (91%) Vanguards say
improving the employee experience is as high a business priority as
improving the customer experience.
- Vanguards are improving DEI. While many still
only pay lip service to DEI programs, Vanguards are around twice as
likely as Laggards (67% vs 35%) to have fully developed DEI
strategies in place for both permanent and contingent talent.
- Vanguards understand that adopting leading-edge
technologies is critical to managing a workforce in flux.
Many have already begun implementing new technologies to alleviate
workload pressure and enhance efficiency (64% vs. 48% of Laggards),
and nearly half are using technology to gain visibility of
workforce utilization and to improve the recruiting process.
Throughout the report, KellyOCG shares insights from in-depth
interviews with five business leaders across industries. These
executives provide on-the-ground perspectives on their responses to
the pandemic, their priorities over the coming months, and the
initiatives that have been most successful in bolstering workforce
resilience. One of those independent experts is Heidi Gerhard, Head
of Talent Strategy at BASF.
“We are capitalizing on learnings from the pandemic to optimize
our employee experience, because we recognize that it will drive
our competitive advantage. It opens us up to new talent, new
perspectives and, ultimately, innovation, which delivers value for
our customers,” says Gerhard.
Read the full report for additional insights.
About KellyOCG®KellyOCG®
connects companies with the talented people they need to fuel and
grow their business through our unrivaled global talent supply
chain and leading workforce solutions including Managed Service
Provider (MSP) and Recruitment Process Outsourcing (RPO). We
combine decades of people industry experience with proprietary
insights and a continued focus on technology to produce world-class
programs that meet an organization’s unique workforce needs and can
start them on their journey to total talent management. Our ability
to anticipate what’s next for talent solutions drives us to
challenge the status quo making us a trusted partner for our global
client portfolio, which spans leading industries across North
America, APAC and EMEA. Visit kellyocg.com or connect
with us on LinkedIn to learn more.
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Media Contact:
Cynthia Carey
cync752@kellyservices.com
+1 248 579 9920 (desk)
+1 248 462 3021 (mobile)
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