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Organizations are waking up to the fact that investing in reskilling and upskilling to prepare employees for the future is ultimately good for their people and their business.

Michael Priddis, CEO of Faethm, shares the opportunities for companies that adopt a data-enabled and human-first approach to workforce transformation, in response to automation, COVID and recession, to rapidly upskill and reskill their workforces to transition to the jobs of tomorrow.

Resilience is like a battery; to maintain a full charge, it must be properly maintained and periodically recharged. Run the resilience battery too long in an environment that is harsh and unwelcoming, and it will eventually be drained and lose power.

A poorly managed expat executive transition can lead to a host of negative outcomes for both the individual and the organization. To avoid these pitfalls and ensure a smooth process, it’s crucial to develop a comprehensive expat transition management plan. This plan should incorporate three key best practices for effective expat relocation, expat repatriation, and overall expat career transition. By focusing on these essential strategies, organizations can better handle expat termination planning, support services, and offboarding, ultimately safeguarding their investment in expat talent management.

Julie Bertani-Kiser, CHRO at Recology, shares lessons from an employee-owned company on the role of engagement and transparency in driving successful strategy implementation.

While many organizations are chasing new technologies and applications, they may be losing focus on the core elements of a successful workforce, like employee engagement.

Our own research has revealed that all teams–not only those with a global orientation–are struggling.