Amidst a storm of workforce shortages, rapidly evolving social and political priorities, a new generation of workforce expectations, and financial safeguarding, having the right talent strategy is a strategic imperative. In a new blog, North Highland experts weigh in on how leaders can maximize the return on their investments in people. By managing talent as an asset rather than an expense, moving from silos to skill sharing, and adopting strategic career paths, the blog offers pragmatic guidance to any leader navigating today’s workforce and talent headwinds.
According to North Highland, the peak of the Great Resignation has passed, and the subsequent wave of “quiet quitters” have been met with various management approaches and strategic decisions aimed at mitigating their impact. Also, according to them, to capture that value and realise the “people ROI,” organisations must build an optimised talent reinforcement system. They must design and deploy this system through insights-driven, people-centric transformation, and adoption methods. And they must ultimately scale it enterprise-wide; skills are an asset, and they must be treated as such beyond the traditional HR function.
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