As the “half-life” of skills decreases, the need for a more dynamic view of the workforce has increased. One key driver of this uncertainty is the rapidity with which skills become obsolete due to technological and economic change. There is increasing uncertainty about the future within many organizations. Several factors from both inside and outside the organization are driving the surge in demand. The desire for better workforce metrics spans a diverse set of needs that mostly focus on the future, with information on the readiness of the workforce to meet new demands the clear leading priority (figure 1). The pressure to generate deeper insights about the workforce often starts at the highest levels: More than half of our survey participants (53 percent) reported that their leaders’ interest in workforce information has increased in the past 18 months. And while 83 percent of respondents said that their organization produces information on the state of their workforce, only 11 percent of organizations produce the information in real time 43 percent said they produce it either ad hoc or not at all. Despite the fact that our report has issued a call to action on people analytics since 2011, only 56 percent of respondents to this year’s survey said that their organizations had made moderate or significant progress in this area in the past 10 years. Ninety-seven percent of respondents to this year’s Global Human Capital Trends survey said that they need additional information on some aspect of their workforce. The demand for new workforce insights is reaching new heights, and it is nearly universal. Order a copy of Work Disrupted, Deloitte's new book on the accelerated future of workĮxplore 5 lessons from the pandemic for the future of work Explore the Human Capital Trends collection
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