There’s no shortage of virtual team building blogs available (we even wrote one at the beginning of the pandemic!). From tips and tricks to boost communication to fun ways to celebrate and sip a coffee or cocktail with your teams, by now companies are up and running with supporting their teams remotely.
There are countless resources and technologies available to help organizations become more agile, efficient, and provide a competitive edge. But HR leaders know there is one resource that is infinitely valuable yet often overlooked: employees.
Effectively attracting, harnessing, and deploying the talent within your company is always essential, but it’s especially crucial in times of uncertainty. At Plum, we know you’re concerned about how to manage your talent needs, from hiring and workforce planning, to saving money. That’s why this latest blog post is designed to help you move your talent programs forward during the unprecedented time we’re all living in right now.
If your company has moved remote in response to the COVID-19 physical distancing measures, you’re likely set up in your new home working environment by now, and figuring out what’s working well for you. But you're also probably discovering (with possible alarm) what isn't. This new reality so many of us are finding ourselves in comes with many perks, but also many challenges, and we’re here to help.
Plum's CEO Caitlin MacGregor originally published this blog to SAP's Digitalist Online Magazine.
In the future of work, talent management teams will need to get their hands on predictive data to make the best talent decisions.
Last year, information leaked that Amazon tried to build an algorithmic system to analyze resumes and suggest the best hires. It failed. Hard.
85% of jobs that will exist in 2030 have not been invented yet.
Machines will be capable of carrying out half of all work tasks by 2025 — equating to the loss or displacement of 75 million jobs. But, in the same period, 133 million human jobs will be created.