assess.skillsoft.comLearning and Talent Maturity Framework

What you will learnCalculating your results... 1 General 2 Culture 3 Role 4 Ownership 5 Experience 6 Technology 7 Participation 8 Governance 9 Funding 10 Measure 11 Results0% .Welcome to the Talent and Maturity Framework (LTMF) Diagnostic The dynamics of talent’s low supply and high demand are playing out across the globe, affecting every industry sector and continent. However, the majority of HR teams are still employing decades-old traditional practices which don’t come close to addressing the priorities. The demographic shifts, revamped business models, digitization of products, rise in big data analytics and new forms of competition require organizations to fuel drive perpetual skill upgrades. HR must evolve to apply new paradigms toward talent attraction, mine for unrealized capability, build rapid development tactics, implement highly effective engagement strategies and unveil succession pathways with far more innovation than has been demonstrated to date. Organizations who will successfully compete for talent will exploit technology to achieve a smarter way, build a healthier culture and a more resilient workforce. The human capital challenges HR faces today obliges us to tackle new talent imperatives that are both exciting and urgent. We cannot afford to be complacent, the employees entrusted to us and the enterprise agendas we are asked to support deserve no less. The Skillsoft Organizational Maturity Index has been designed to help organizations advance their strategies and in turn, produce superior outcomes. The framework is based on observations of more than 6,700 organizations 45 million employees. This diagnostic will gauge your current maturity level across nine indicators. At the end of the diagnostic, you will receive a report with your current maturity results as well as prescriptions for advancing to the next stage. We’re excited for you. Let’s get started...The dynamics of talent’s low supply and high demand are playing out across the globe, affecting every industry sector and continent. However, the majority of human resource teams are still employing decades-old traditional practices which don’t come close to addressing the priorities. The soft approach many HR teams have taken in the past simply won’t cut it as organizations strive to meet hard business vulnerabilities. No doubt, it’s difficult to change. The war for talent will involve far more than novel recruiting tactics. It’s will take wholesale HR adaptation. To some enterprises, this might be quite disruptive. However, the need for organizations to morph how they manage and grow talent is about as fundamental as Darwin’s principles for evolutionary theory itself. Conditions have changed remarkably. The demographic shifts, revamped business models, digitization of products, rise in big data analytics and new forms of competition require organizations to fuel perpetual skill upgrades. HR must evolve to apply new paradigms toward talent attraction, mine for unrealized capability, build rapid development tactics, implement highly effective engagement strategies and unveil succession pathways with far more innovation than has been demonstrated to date. Old assumptions and stale practices need to be abandoned. Organizations who will successfully compete for talent will exploit technology to achieve a smarter way, build a healthier culture and a more resilient workforce. For most, change is not an option. The majority of companies must take a step forward, one stage at a time, toward a bolder destination. The human capital challenges HR faces today obliges us to tackle new talent imperatives that are both exciting and urgent. We cannot afford to be complacent, the employees entrusted to us and the enterprise agendas we are asked to support deserve no less. For more information about this benchmarking framework please refer to the Skillsoft’s white paper . This maturity framework is based on observations of more than 6,700 organizations 45 million employees. It has been designed to help organizations advance their strategies and in turn, produce better outcomes. As more HR teams resolve to leverage the insights of forward-looking practices and initiating action toward progress, the field itself will become a more indispensable partner to the business. We’re excited that you are about to take a step to diagnose your organization’s current level of maturity.The dynamics of talent’s low supply and high demand are playing out across the globe, affecting every industry sector and continent. A recent study from PwC called, Redefining Business Success in a Changing World” found that 72% of CEOs are concerned about the availability of key skills and 48% are planning to increase headcount. However, the majority of human resource teams are still employing decades-old traditional practices which don’t come close to addressing the priorities. The soft approach many HR teams have taken in the past simply won’t cut it as organizations strive to meet hard business vulnerabilities. No doubt, it’s difficult to change. The war for talent will involve far more than novel recruiting tactics. It’s will take wholesale HR adaptation. To some enterprises, this might be quite disruptive. However, the need for organizations to morph how they manage and grow talent is about as fundamental as Darwin’s principles for evolutionary theory itself. Conditions have changed remarkably. The demographic shifts, revamped business models, digitization of products, rise in big data analytics and new forms of competition require organizations to fuel perpetual skill upgrades. HR must evolve to apply new paradigms toward talent attraction, mine for unrealized capability, build rapid development tactics, implement highly effective engagement strategies and unveil succession pathways with far more innovation than has been demonstrated to date. Old assumptions and stale practices need to be abandoned. Organizations who will successfully compete for talent will exploit technology to achieve a smarter way, build a healthier culture and a more resilient workforce. If you don’t like change, you’re going to like irrelevance even less.” General Eric Shinseki, Retired Chief of Staff, United States Army For most, change is not an option. The majority of companies must take a step forward, one stage at a time, toward a bolder destination. The human capital challenges HR faces today obliges us to tackle new talent imperatives that are both exciting and urgent. We cannot afford to be complacent, the employees entrusted to us and the enterprise agendas we are asked to support deserve no less. Organizations that apply higher levels of talent and learning maturity will be better able to respond to business change and positioned to innovate. They will possess engaged workforces that unbridle potential and navigate change gracefully. Their HR direction is highly purpose-driven, with clear objectives and multi-faceted strategy. They will be undoubtedly more successful in handling dynamics that will affect adaptation and ultimately, organizational competitiveness. For more information about this benchmarking framework please refer to the Skillsoft’s e-book . This maturity framework is based on observations of more than 6,700 organizations 45 million employees. It has been designed to help organizations advance their strategies and in turn, produce better outcomes. As more HR teams resolve to leverage the insights of forward-looking practices and initiating action toward progress, the field itself will become a more indispensable partner to the business. We’re excited that you are about to take a step to diagnose your organization’s current level of maturity. Eager to get started? Just click the next page…Get Started For more information about this benchmarking framework...