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The New Workforce: A Talmix A-Z

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Change The New Workforce Talent Mobility Businesses that invest in talent pools will and expertise to meet shifting demands, and alleviate pressure on core teams. Shift to Remote Work Remote working is here to stay - the shift has enabled wider talent networks around the world to open up, allowing key skills to be accessed at a much faster rate to deliver on business-critical initiatives. Agile Strategies Developing truly agile business strategies means embracing a changing talent landscape and recognising how to build a dynamic workforce that is able to respond to today's challenges. The new world of work will not allow for any complacency or nostalgia. Leaders need to prepare their organizations for ongoing uncertainty, disruptions, and constant change. Old barriers are being brushed aside under the pressure of unrelenting disruption, rapidly evolving customer expectations, and an unprecedented pace of change. BUSINESS CHANGES THE OLD WORKFORCE BUSINESS MODELS OPERATING MODELS SUPPLY CHAIN WORKFORCE TALENT THE NEW WORKFORCE Traditional, digital as support models Agile, data-led model; digital at the core Hierarchical; siloed, and slow decision making Flexible; dynamic and responsive to change Globalized; low cost; Just-in-time Localised, resilient, eicient Focus on full-time employees and traditional roles Drawing from wider talent pools; objectives over roles Reactive; ad hoc talent to plug gaps Talent-on-demand models; elastic, extended workforce WORKPLACE Workers living close to organization Globally accessible workers; remote working shift Where are we seeing change? Winning organizations navigate changing environment and react in real time to stay ahead of curve and competition. The pandemic has accelerated digital transformation at 59% of organizations, accelerated by a culture shift aimed at reducing costs and remaining resilient. This is something we've noticed at Talmix – a number of our clients have been adjusting their approach to change management, investing in AI and IoT, or shifting to more cloud-based business activities – businesses are looking for the right talent to oversee initiatives, understanding that the people behind transformation need to be as capable and agile as their technologies. 87% of executives now plan to prioritize enterprise agility over the next two years. By 2022, 42% of the core skills needed to perform most jobs are expected to change, whilst 54% of employees will need reskilling. 75% of CEOs agree that corporations need to accelerate technological transformations to remain competitive. C 87% 75% 2022

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