Your workforce needs to be more agile than ever before. Half of all work tasks will be capable of being carried out by machines by 2025 — equating to the loss or displacement of 75 million jobs. But, in the same period, 133 million human jobs will be created. You don’t have to panic about layoffs in your organization, but you do need to start preparing for a massive migration as employees transition from dying jobs to net new roles. And getting the wrong people in the wrong seats can be extremely costly.
Predict successful career paths across jobs and departments with AI and I/O Psychology.
Plum’s Talent Recommendation Engine, powered by Industrial/Organizational Psychology and AI, intelligently matches every employee’s talents to behavioral job needs across the organization, all while providing your employees with individualized and transparent career pathing. Plum can predictably map career paths across teams and departments, not just silos. Think of it as a career lattice rather than a ladder. It’s scalable strategic workforce planning and upskilling that prioritizes a fantastic experience for every employee.
We wrote en entire ebook full of reasonable and intentional steps you can take right now to ensure your organization’s talent processes are future-ready. Check it out!
85% of the jobs that will exist in 2030 have yet to be invented! With emerging job titles such as Augmented Reality Journey Builder, AI-Assisted Healthcare Technician, and Chief Trust Officer, how do you find candidates with the relevant education and previous work experience? Simple. Plum quantifies talents, such as innovation, adaptability, and communication, which are 4X more accurate at predicting success in the future of work than skills and knowledge.
Too often, succession planning decisions happen during closed-door talent review sessions where employees have no say. Provide actual career pathing value for every single employee with Plum Talent Guides. These talent-based professional development guides provide a collaborative platform for individuals and their managers to create career path roadmaps.
Historically, succession planning and promotions have been based on “culture fit.” In other words, how likable someone is. With Plum, career pathing can be data-driven, and therefore more predictive and less biased. And this talent data doesn’t end with internal mobility; it can be leveraged to identify emerging leaders and inform professional development!
In the past, internal mobility competency models have been developed by expensive consulting services and were therefore reserved for select few roles. Now, role-specific competency models can be generated in minutes for every role in your organization. These competency models are created by multiple job experts and top performers within your company, so you can rest assured that your job profiles align with the criteria that make the roles in your organization unique.