First Published on LinkedIn
Changes from the Internet of Things (IoT) and ubiquitous 5G networks will ripple through the economy. Enterprises will have to adapt to the disruption or risk losing out to savvier upstarts, starting with their talent strategy.
While the COVID-19 pandemic may have delayed the rollout of 5G globally, pent-up demand as the world economy recovers will transform not only telecommunications but also a variety of industries including health care and retail.
Assessments can help you identify candidates and employees who can reshape your organization into a mobile-ready enterprise that is prepared to face a future of continuous disruption. Here are three ways organizations can create a mobile-ready workforce, able to take advantage of advances in 5G and IoT technologies.
Identify Mobile-Ready People
Organizations focused on the opportunity of the Fourth Industrial Revolution – merging the physical, digital and biological worlds in ways that create both vast promise and potential peril – will require a new, more flexible approach to workforce planning and development.
Most organizations haven’t defined the critical competencies needed to compete as a mobile-ready enterprise and do not have a process in place to assess those skills in their own people. Fifty-nine percent of HR leaders say their organizations have a defined set of skills needed for their digital transformation, according to Aon’s Digital Readiness survey. And just a quarter of executives rated their organization’s digital transformation efforts highly and said that they have the critical competencies in place.
Support Mobile-Ready Teams
Assessments that test for technical skills can quickly become obsolete...
Aon’s Assessment Solutions research on workforce development found that mobile-ready teams depend on two abilities – working in a virtual environment and working flexibly.
Most organizations need to improve how they support their virtual teams. This is especially apparent during the coronavirus pandemic. But 54% of organizations don’t know how teams need to be set up to be successful in a digital environment, according to our Digital Readiness survey.
Assessments that test for technical skills can quickly become obsolete, which is why it’s more long-term advantageous to assess for the behavioral competencies needed to build mobile-ready teams. For example, if employees score high on agility, it correlates highly with attitude toward using digital tools at work.
Build Mobile-Ready Organizations
Fostering mobile-ready teams includes understanding how job architecture and career paths are evolving. The business environment is continuously changing, and organizations simply can’t offer employees a one-dimensional upward career progression anymore.
True career mobility can help you retain your best people. If your organization doesn’t offer career mobility, the impact to the business can be substantial. For example, Aon Assessment Solutions’ research found that in the U.S. technology industry, employees are three times more likely to quit working for their organizations than moving laterally across job families or functions within the same organization.
Creating a mobile-ready enterprise requires rethinking your talent strategy at the individual, team and organizational level. Are you ready?
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