Talent University

Talent management

Give your employees the tools to upskill and grow. See how AI can improve internal mobility, succession planning, and retention.

Talent management

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  • Leveraging AI to redeploy people who otherwise could have been laid off
  • How to identify early flight risks in talent
  • Optimize the succession planning process
  • Get visibility into what skills are needed to compete with competitors

Companies often don’t know what skills their own employees have. They often don’t know how to deploy and redeploy individuals in their organization.

People often quit for new challenges. Sometimes those people who quit could have found those challenges in the form of open jobs in their own companies!

Sometimes people are laid off, but they could have had their jobs saved if there was a job internally they knew about, and were a fit for.

Succession planning is sometimes happening at large enterprises, but usually only for company leaders, not the entire workforce.

Companies are managing talent more reactively than proactively. Talent departments struggle to understand the skills of their workforce, how to upgrade them, or how those skills stack up to their competitors.

AI changes all this.

It breaks down a person’s profile and history into skills. At that point a company immediately sees how to redeploy those skills, sees the potential, and can act on it.

For an example, let’s say a manager has an open job in the accounts payable department. It requires customer service skills and attention to detail. AI shows the manager that there’s an employee within the company who’s a good match. Maybe that employee is in another location and division, someone the manager never would have thought of because that person’s not currently in accounting.

The same thing goes for the employee’s perspective. The AI looks at a person’s profile and knows what skills they have. At that point an employee can proactively see how their skills could lead to a new role internally, instead of quitting for a new challenge.

AI also helps companies redeploy people who otherwise could have been laid off, by seeing how their skills can be used elsewhere in the company.

Talent Intelligence Platforms can help companies see who’s a flight risk. For example, if one person typically stays in their role for only two years, the AI will pick this up, and notify managers that they should take proactive steps to offer the person new challenges, rather than have them leave for those challenges elsewhere.

Even succession planning is enhanced by AI. Companies can identify who has the skills they need to fill a role when it opens up, and they can do this for every job in the company, not just for senior leaders.

AI gives a company visibility into what skills are needed to compete, what gaps exist in its current workforce, and how its skills compare to that of its competitors.

Consider a company that’s transitioning their workforce to be more remote. A company looking for managers who have certain skills and experience in managing remote workers could use a Talent Intelligence Platform to take a look at the skills of its managers, or all employees, and see where the gaps are when it comes to managing remote workers.

All in all, AI allows you to get a sense of your workforce’s skills like never before.

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