Are you thinking of making an Employer Brand?
View(s):- According to the World Economic Forum’s Future of Jobs Report, as technology usage rises, 50% of all workers will require reskilling by 2025.
- The two abilities that employers anticipate will become more important over the next five years are critical thinking and problem-solving.
- Self-management abilities including adaptability, resilience, stress tolerance, and active learning are new this year.
- According to respondents to the Future of Jobs Survey, 40% of workers will need reskilling within six months.
Many high-end companies aspire to establish an employment brand or to be the most sought-after employer brand. Awarding events like “Great-Place-to-Work” and others fall under the same umbrella or ideas that highlight how crucial it is for businesses to establish a strong employment brand. When examining this facet of employer branding, the employees themselves might be viewed as a product. Employee development is essential to attaining business objectives and ensuring the long-term viability of the company. Thus, there is no question that companies should consider the abilities that will be highly sought after in the next five years.
The top 10 competencies that workers in any organisation should have are listed by the World Economic Forum. The first three of the ten competencies are centred around technology.
And it’s evident that, out of the ten skills, only one (Working with others) is important as far as interpersonal relationships are concerned. Only one (1) comes under Ethics (Environmental Stewardship). There is only one management skill, and that’s talent management. But there are two focusing on self-efficacy: AI and big data, Networks and cybersecurity, and technological literacy. And there are two skills focusing on the cognitive skills: Creative thinking and analytical thinking (Wonder if these two or one of these covers the areas of Critical Thinking).
Software development firms with an HR focus such as hSenid should also take this into consideration. When developing and promoting its models to the world, a local HR system development company with a global presence would need to take these factors into account. In general, it is important to realise that HR cannot manage the process of establishing an HR brand on its own. Additionally, it need the backing of branding and marketing. The ability to build the company’s human capital, however, is the most crucial component of this process. Competency development and the development of human capital are closely related, and skills are essential to both.
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