Challenges faced by legacy organizations Managing Talent:
Lack of emerging tech: A lack of advanced tech adoption and underleveraged digital transformation of business solutions can make attracting and retaining tech talent difficult.
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Defined boundaries: Legacy organizations sometimes need more openness to partial skill fit, even if the right mindset or potential for cross-functionality exists.
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Lack of learning: Individuals might be keen to reskill and upskill, but there are often disparities in access to and ease of navigation of relevant training.
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Unclear career trajectories and a missing sense of purpose: There may be a need for clear career paths, representation, programs, and development opportunities.
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Overreliance on manual solutions: Legacy organizations often need to improve their automation, leading to laborious administrative processes that require much effort and cognitive load.
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Irrelevant investment: Investing in irrelevant programs/policies that are not employ - ee-centric can make an organization unattractive to current and new talent; compensation and benefits must be aligned with what job seekers want and expect.
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Human bias: Recruitment, onboarding, and employee journey tracking can often be inconsistent and intuition-driven; this presents an opportunity to use AI for prediction and alerts of disengagement.
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“As much of the world scramble for top talent, it is becoming increasingly clear that the workplace everywhere will continue to evolve to meet the technological expectations of employees. Creating a great place to work isn’t about a ping pong table or fully stocked breakroom anymore; employees need the right tools to be their most productive and secure no matter where they work.”
CEO, leading IT company
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