Your Company's Future Depends on Learning-Centric Talent Expansion

© 2015 Skillsoft Ireland Limited © 2015 Skillsoft Ireland Limited

Why Your Organization Needs

Learning-Centric Talent Expansion

© 2015 Skillsoft Ireland Limited

The world of work is CHANGING

The way people work, where they work, and how

they work are all going through a major transition.

2

© 2015 Skillsoft Ireland Limited 3

Skill requirements are SHIFTING

39% of employers report having difficulty filling

jobs due to the lack of available skilled talent.1

1 https://hbr.org/2014/08/employers-arent-just-whining-the-skills-gap-is-real

https://hbr.org/2014/08/employers-arent-just-whining-the-skills-gap-is-real



















Baby Boomers are RETIRING

Since 2011, approximately 10,000 Baby Boomers have

turned 65 every day — and this will continue for the next 15

years until they all reach retirement age. Millennials will

make up nearly half of the working population by 2020.


Baby Boomers are RETIRING

Since 2011, approximately 10,000 Baby Boomers have

turned 65 every day — and this will continue for the next 15

years until they all reach retirement age. Millennials will

make up nearly half of the working population by 2020.

More than anything, Millennials want

the opportunity to develop skills for

the future.3

2 https://hbr.org/2010/05/mentoring-millennials

https://hbr.org/2010/05/mentoring-millennials





The hiring pool is SHRINKING

As unemployment goes down, the skilled

labor pool is reduced. In fact, by the year

2020, there will be 85 million fewer

skilled workers than businesses need.


The hiring pool is SHRINKING

As unemployment goes down, the skilled

labor pool is reduced. In fact, by the year

2020, there will be 85 million fewer

skilled workers than businesses need.

That’s just 5 years from now.


Anatomy of the Skills Gap

Organizations need skilled workers, and over the next five

years, the risk of not being able to find the right people will

increase substantially.



Organizations need skilled workers, and over the next five

years, the risk of not being able to find the right people will

increase substantially.

This is called the skills gap, and the combination of a

shrinking talent pool and rapidly evolving skill requirements

means you won’t be able to simply hire your way out of it.



This skills gap is an enormous risk to the continuity of

business everywhere. It deprives organizations of the skilled

talent they need and, perhaps more importantly, leaves a

leadership gap as more experienced professionals leave or

reduce their presence in the workforce.



So how do we build a bridge?


Bridging the Gap


Bridging the Gap

Fortunately, the desire to increase skills is universal for both employees and

employers. The key to unlocking your full potential is a talent strategy

that puts learning and people at the core. In fact, it’s the only track to a

sustainable competitive advantage.


Bridging the Gap

In order to succeed in a people-centric organization, talent management,

core HR, payroll, and other human capital and enterprise software systems

need to come together with learning technology and content to change the

way we guide our organizations forward.


Bridging the Gap

In order to succeed in a people-centric organization, talent management,

core HR, payroll, and other human capital and enterprise software systems

need to come together with learning technology and content to change the

way we guide our organizations forward.

An open learning and content platform at the center of your talent

management ecosystem helps you know, grow, and engage your

employees, wherever they are. And it’s one of the reasons Skillsoft and

SumTotal came together.


Introducing the

Learning-Centric

Talent Expansion Suite


Learning-Centric Talent Expansion Suite

This convergence of talent,

content, and learning in a

single unified solution is

critical.



Relevant content

Employees need high-quality

content that’s readily available

and easily accessible when

they need it, rather than

content that they have to seek

out — and that assumes they

even know the content is there.



Consumption, on demand.

People need information that’s

accessible, where and when

they need it — in enterprise

applications, through mobile

devices, and anywhere else

they may be.



An engaging experience.

Engagement and relevance

should no longer be driven by

an individual participating in a

learning activity.

Instead, they need to be driven

by a solution that captures the

actions of many users and

then analyzes that data to build

an intelligent solution that

delivers in a contextual and

predictive manner.



For example:



For example:

Learning management allows

learners to find the specific

piece of content they need

when and where they need it.



For example:

Performance management

can track when a person

needs to increase their skills or

competencies and presents

the right learning assets to

them.



For example:

Succession management

adds personalized content

recommendations based on

the career path an employee

may be pursuing and the

experience the employee has.



For example:

Workforce management

promotes the right learning

content when a skill gap is

discovered in an existing or

new role.



For example:

Recruiting management has

the ability to discover if there is

someone capable within the

organization, as well as the

ability to make better decisions

about who to hire and when.


Conclusion

The ability to evolve to meet the changing needs of business is imperative for

organizations that want to get ahead — and stay ahead — of the competition.

To be effective going forward, talent management needs a radical, people-

centric shift.


Conclusion

The ability to evolve to meet the changing needs of business is imperative for

organizations that want to get ahead — and stay ahead — of the competition.

To be effective going forward, talent management needs a radical, people-

centric shift.

Everyone wants to learn differently. Adaptive and continuous collaboration and

learning are paramount in a world where shifts can happen in a matter of days

instead of years. Organizations need to be ready with the talent strategy,

processes, and technology necessary to be a leader for today… and tomorrow.

© 2015 Skillsoft Ireland Limited

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Your Company's Future Depends on Learning-Centric Talent Expansion

Recruiting & HR

Transcript of Your Company's Future Depends on Learning-Centric Talent Expansion