Explore Insights

Michael Priddis, CEO of Faethm, shares the opportunities for companies that adopt a data-enabled and human-first approach to workforce transformation, in response to automation, COVID and recession, to rapidly upskill and reskill their workforces to transition to the jobs of tomorrow.

It’s time to change the way we think about and deploy learning within organizations. We need this shift not only to meet future skills needs, but also to leverage career development programs, continuous learning, and upskilling to maximize the value from human capital, the real engine of growth and success.

When building a coaching culture, leaders must focus on key qualities such as continuous learning, leadership development, and performance coaching to foster an environment where employees feel confident, engaged, and empowered to contribute innovative ideas. By incorporating these principles, organizations can create a supportive framework that drives long-term success.

For organizations navigating a post-pandemic workforce, three practices—reskilling, upskilling, workforce redeployment, managing organizational transformation, and building a highly skilled, future-ready workforce—can help manage downsizing, minimize layoffs, and foster long-term success in a world reshaped by COVID-19.

During times of economic uncertainty, outplacement services play a vital role in workforce transitions. Offering career coaching, reskilling, and support, they help maintain employee morale and ensure smooth workforce reduction strategies.

Resilience is like a battery; to maintain a full charge, it must be properly maintained and periodically recharged. Run the resilience battery too long in an environment that is harsh and unwelcoming, and it will eventually be drained and lose power. Understanding how to build and sustain resilience in the workplace is essential—here’s how to get started.

Supply chain management offers diverse career opportunities with growing demand. From essential skills and analytics to global trends, discover how to get into this field and advance your career in logistics and supply chain management.

The COVID-19 pandemic has, in many ways, transformed some of the assumptions we have made about workforce planning in the midst of an economic downturn. The human capital industry simply cannot only offer traditional solutions when faced with a non-traditional challenges.

Coming out of the pandemic, some organizations will lead in human capital management by treating their talent as a renewable resource. Others will lag, focusing on wasteful layoffs. This is the moment to position your organization for the future of work by prioritizing employee development and skill development.

Effective virtual onboarding is essential for employee success and retention. Numeris’ award-winning onboarding program showcases best practices, focusing on digital onboarding, employee engagement, and retention strategies. By embracing virtual tools, Numeris ensures new hires feel connected, supported, and ready to succeed in their roles.

A global survey from Peakon—with views from tens of millions of respondents—confirms that future business success requires employers to identify and deliver on a variety of employee expectations, most importantly the desire to work for an organization that supports mental and physical well-being.

The pandemic has reshaped leadership, emphasizing compassionate leadership, emotional intelligence, and adaptability. Leaders must focus on trust-building, employee engagement, and resilience to support teams and cultivate a positive workplace culture, ensuring long-term success through values-based leadership and effective crisis management strategies.