Yesterday's talent formula doesn't work, we've changed that.

Yesterday’s “career” formula does not work and will become more challenging to overcome with the integration of technology and future of work demands. The kinds of skills employers require are shifting, with profound implications for the career paths individuals will need to pursue and the support and resources each one will need. Yet, managers spend, on average less than 10% of their time managing and supporting employee development creating feelings of boredom, underutilization and stagnation. This in turn, causes turnover. Close to 50% of employees that leave do so because they lack internal mobility. Given next generation work demands, it is not enough to show people potential jobs available (internal job boards) and make learning accessible (training, learning and development, online education partnerships such as Guild, Coursera, etc.) but also develop adaptable, smart plans that strategically create opportunities between the WHAT (tasks that must be learned) and the WHY of learning such tasks (current and future of work opportunities and demands).

HR leader's ability to understand job demands and talent/skill availability, as the job market changes or adapts to the future of work, will be key in predicting what tasks should be people and/or machine driven. This level of alignment will have a profound impact in supporting employees in navigating career uncertainty and enterprises' potential to reach what is currently unimaginable. Industries such as Retail, Service Hospitality, etc. will have a profound shift change impacting the majority of American workers. Retail, in particular, is an industry facing rapid change and impacting close to 15 million workers accounting for more than 70% of U.S. workers paid at or below the minimum wage, a number that is expected to grow by 12% by 2020. Low wage retail workers are the largest segment of US employment and yet the least invested in and the most difficult to affect; they move from job to job, in search for better opportunities. If enterprises continue to recruit, manage and develop talent in the same old traditional way, the relevance and obsolescence gap will continue to widen. It is imperative that we adopt innovative technologies to democratize, empower and drive employee's understanding of their role and potential opportunities as this shift happens. This is why I we've built madeBOS, an AI platform that empowers both employees and employees discover and maximize available opportunities and talent.

To learn more about how you and your company can join madeBOS in changing the future of work, email us and request a demo at info@madeBOS.com.