Challenge 2
Reinvent talent with an atomised approach
How to shift away from outdated talent management structures.
Challenge 2
Reinvent talent with an atomised approach
How to shift away from outdated talent management structures.
of employers
say that job crafting is possible at their organisation.
of employees
feel that they are able to craft their own job.
Why the mismatch?
Transforming talent strategy is a multi-step process.
Your HR team’s new approach to job crafting may look perfect on paper, but it won’t do much if you can’t communicate it effectively. There can also be a big difference between the kind of departmental interaction that’s theoretically possible and the way company culture actually functions.
Employees are more eager than ever to embrace working models like job sharing or multiple part-time roles that match
their different skill sets. A lot of companies, however, don’t have the structures in place to support this.
What’s more, many legacy talent management solutions are designed around restrictive job descriptions rather than hard and soft skill sets, which makes it even more challenging to change ways of working.
“More and more companies are shifting from traditional job structures and educational requirements to focus on experience, enthusiasm, and transferable skills.”
Nick De Schamphelaire, Customer Success Manager at huapii
How to re-align for the perfect match
We asked Nick De Schamphelaire, Customer Success Manager at huapii
The first step is to start having honest conversations with your people, that go beyond the limitations of an engagement survey. Find out where the pain points and hurdles lie for employees when it comes to shaping their dream career. If you dismantle these systematically, you’ll naturally be headed towards a transformation of your people culture.
We’re seeing more leading companies reshaping their approach by moving away from traditional job structures and educational requirements, and instead focusing on experience, enthusiasm and transferable skills.
So next time you write a job ad, throw out the template first.
3 ways to make it work
Identify role- specific skills
List competencies for each role to define what success looks like, and create a talent framework.
Adopt agile learning
Support development via on-demand, bite-sized resources for skill acquisition.
