Historically, HR teams have relied on static organizational constructs and external providers to support their organizational needs. For example, centers of excellence (COEs) offer on-demand expertise, shared services teams provide scalable and efficient support on repeatable tasks, and managed services or specialized vendors address peaks in demand or a lack of access to talent. But work, workforce, and workplace are shifting rapidly: traditional, siloed talent management practices and learning and development (L&D) content creation factories are not able to support the future of work.
Mature organizations are shifting to a harmonized workforce development model. Data analyzed from our 2020 High-Impact Workforce Architecture research illustrates organizations that systematically and simultaneously design the work, workforce, and workplaceâ€”and promote worker development as the core of their workforce strategyâ€”outperform those that don't.
How can organizations organize and connect their managed services and internal capabilities to deliver harmonized workforce development? We provide three suggestions.
About This Report
Use platforms to fuse processes, technology, and human capabilities.
Scale your capabilities to accelerate harmonized workforce development.
Create impact with stewardship and connection.
Published by Julie Hiipakka
Vice President, Learning & Leadership Research Leader. Human Capital Research & Sensing, Deloitte