Today’s business landscape is increasingly complex, characterised by rapid technological change, evolving workforce expectations, and global economic uncertainties. To thrive in this environment, organisations must view strategic talent management as a transformative tool—turning potential risks into opportunities for growth. Workforce solutions partners, like KellyOCG®, are at the forefront of this transformation.

Identifying talent management risks.

Organisations face several critical talent management risks, including:

  • Skills obsolescence: The accelerated pace of technological change can render existing skills outdated, leading to misalignment between employee capabilities and business needs.
  • Employee disengagement: Without growth opportunities and sufficient recognition, employees can disengage, harming productivity and retention.
  • Diversity, equity & inclusion (DEI) gaps: In the absence of a strong, inclusive culture, organisations risk losing diverse talent, stifling innovation and creativity.
  • Cross-border talent challenges: Managing talent across the UK and Europe requires knowledge of regulations, labour laws, visas, licencing, and more.
  • Bias in technology: Poorly managed tech can perpetuate bias, causing discrimination and compliance challenges.

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Strategic approaches to talent management.

To convert risks to rewards, global workforce solutions experts—such as KellyOCG—help organisations address these challenges with strategies like:

  • Continuous learning and development: Establishing ongoing upskilling, reskilling, and educational initiatives to ensure employees stay proficient and adaptable. According to the 2024 Kelly Global Re:work Report, only 25% of employees receive training and development, underscoring the need for enhanced learning opportunities.
  • Employee engagement initiatives: Recognising and rewarding employee contributions acknowledges their efforts and reinforces behaviours aligned with organisational goals. These initiatives can include monetary incentives, public recognition, career development opportunities, or simple expressions of gratitude. By fostering a sense of value and belonging, employees feel more connected to their work, improving collaboration, morale, and loyalty. Engaged employees are more likely to be productive, satisfied, and committed, reducing turnover and driving overall organisational success.
  • DEI programs: Addressing inclusion gaps by setting measurable DEI goals and implementing unbiased hiring practices. Nearly half of employees from minority groups report considering leaving their roles due to insufficient DEI efforts.
  • Managing cross-border talent in the UK and Europe: Companies must be proactive to stay ahead of regulatory changes. The regulatory landscape in these regions is intricate and dynamic, requiring meticulous attention to legal, economic, and cultural factors. By staying informed and agile, businesses can effectively manage a global workforce and foster growth while mitigating the risks associated with operational inefficiencies and non-compliance.
  • Embracing and leveraging technology in talent management: When artificial intelligence (AI) tools are trained and managed effectively, AI and data analytics can revolutionise talent management. As this is impacting the talent landscape at pace, we have taken a deeper dive into some of the ways it can be leveraged:
  • Predictive analytics: Forecast talent needs and identifying potential skill gaps before they hinder performance.
  • Personalised learning: Tailor development programs to individual employee needs, enhancing engagement and effectiveness.
  • Bias reduction: Use advanced, AI-driven tools trained to minimise unconscious bias in recruitment and promotion decisions to strengthen DEI objectives.

One way KellyOCG helps clients leverage technology is our future skills navigator. A combination of consulting experience and proprietary AI-powered technology, the future skills navigator effectively outlines the jobs and skills required now and predicts what will be required in the future. 

Future skills navigator in action.

KellyOCG’s innovative future skills navigator tool is being used by a progressive energy client to analyse the impact of AI and automation on key roles in the global energy technology sector. With the tool, we’re identifying emerging skills and competencies, as well as highlighting the transformation of many traditional roles due to AI advancements.

The future skills navigator provides insights into future job titles and responsibilities—often 10 years out—and allows us to offer unmatched workforce development direction, including:

  • An outline of strategies for upskilling and reskilling the workforce to meet future demands.
  • Concrete recommendations for transitioning from current state to future state job roles.
  • A roadmap to future-proof the workforce.

If you’re interested in putting the KellyOCG future skills navigator to work for you, submit your request at kellyocg.com.