Rethinking your talent strategy with assessment for development

The shift towards digitisation has forced organisations across the globe to rethink their talent strategies. As the world of work and ways of working have changed, so too have the essential skills and characteristics needed for success. Workers have had to become increasingly flexible, adapting to and evolving with the changing needs of their employers, and businesses are facing new talent shortages as they transform to meet the needs of a changed world.

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Three ways outplacement supports your career management strategy

How can organisations integrate outplacement support into their career management strategy? The pandemic has changed the way that people view their careers, and how companies view hiring, training and transitioning employees. Yesterday’s outplacement designed solely as an exit strategy is being replaced with outplacement’s evolving role to build career mobility and make smarter decisions in a rapidly changing workforce: career transition management for the entire employee lifecycle.

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Three ways outplacement helps you support all employees

Three benefits of providing outplacement support to your employees. As we assess the global jobs market more than one year since the start of the COVID-19 pandemic, it is clear the environment is in flux. Over the next five years, 43% of businesses expect to reduce the size of their workforce, yet, over the same period, 34% of businesses plan to expand their workforce.

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The evolution of outplacement and its value in the new reality

How has outplacement support changed and what are employees expecting from their support in the new reality? In 2021, it’s predicted that 2.5m people will receive outplacement support; with 200,000 jobs having been lost to the pandemic in the UK alone. So, as businesses seek to support their people in navigating transition in an increasingly volatile world of work, it’s crucial that organisational leaders understand how outplacement support has changed, and what employees are expecting from their support in the new reality.

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Demonstrating trust in the new reality

Remote working has brought the issue of trust into focus for both employers and employees. Workforces are now more than 12 months into remote working, and ongoing vaccinations will mean that many business leaders are looking forward and planning ahead for a return to work. And while the expectation of return to work differs across industries, the general perception is that flexible working will become the norm.

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Here’s how outplacement helps future-proof employees

How has outplacement evolved to better support businesses and employees through times of change? The year 2020 was a year unlike any other. The job market was already in upheaval when the pandemic struck, disrupting the way people worked almost overnight. Outplacement was immediately elevated in importance, playing a major role in helping businesses, employees and economies transition and recalibrate into this new reality.

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5 challenges you can tackle with on-demand coaching

On-demand coaching supports coachees with a wealth of challenges, but how do you pick an area of focus? Our latest article looks at some of the most timely topics you can discuss with your coach. As organisations continue to adapt and digitise to meet the needs of their changed markets, employees at all levels are facing heightened demands when it comes to maintaining performance and driving organisational success.

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Remote working and wellbeing: Do they go hand-in-hand or are they in competition?

One of the central issues facing the HR function as we move from the height of the pandemic into the new reality is employee wellbeing. ManpowerGroup’s latest Skills Revolution white paper found that 63% of HR leaders see maintaining and supporting employee health and wellbeing as their number one priority for 2021 and beyond, while the Mental Health Foundation (MHF) found that supporting wellbeing can increase overall productivity by as much as 12%.

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