Are You Prepared to Fill Jobs that Don’t Exist — Yet?

By Claude Werder, Vice President and Principal HCM Analyst, Brandon Hall Group 

Learning is often about courses and completions, rather than improving competencies and business outcomes. Performance management is still largely about ratings and raises instead of developing employees’ potential and agility.

Our research shows that most organizations believe their focus on learning and performance must change and many are making strides. But time is running out. Advances in technology, Al and Machine Learning are creating a new economy that will transform the workforce.

Most organizations struggle to fill their current needs with employees or external hires. How will you find talent— inside and outside your company — to fill roles that don’t exist now but will emerge over the next decade?

Attend our Nov. 12 webinar, Transforming Talent Management for Success in the Knowledge Economy, and we will provide insights to help you get started. I will be joined by Kevin Bonsor, Director of Product Marketing for PeopleFluent, the webinar sponsor.

The estimates are scary: By 2030, roughly 14% of the global workforce may need to switch occupational categories. More than 80% of jobs we will need to fill don’t exist yet.

We are entering the age of the “Learning Worker” — professionals with the agility to learn as they go, adapt to new work environments and apply their learning to new situations.

Brandon Hall Group research shows that digital-age competencies such as emotional intelligence, critical thinking, innovation, analytics, collaboration and learning agilit y will be critical to success.

You will need to develop talent that seeks out new experiences to learn from and enjoy complex problems and challenges associated with unfamiliar situations.

How will you identify who is capable of doing that? Here’s a hint: It won’t be from continuing to conduct once-a-year performance reviews that focus on everything an employee did. It will come from understanding employees’ potential and providing experiences that to them to adapt to an environment of continual change.

We will explore strategies for success in developing the agile “Learning Worker” during our webinar. I hope you will join us on Tuesday, Nov. 12, from 1-2 pm ET.

Claude Werder, Vice President and Principal HCM Analyst, Brandon Hall Group

Claude Werder is Brandon Hall Group’s Vice President and Principal HCM Analyst. He focuses on Leadership Development and Talent Management. Brandon Hall Group is a leading research and analyst firm with Practices in Learning & Development, Talent Management, Leadership Development, Talent Acquisition and Workforce Management/Core HR.

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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