Sometimes the cause of disruption also contains the seeds of its solution. This is the case today as companies wrestle with the implications of new, intelligent technologies – artificial intelligence, machine learning, automation, and more – on their people and their talent strategy.
How can people keep up when the business and technology landscape is changing so rapidly? Accenture tell us in this research.
Key points include:
From incrementalism to innovation: Adopting a zero-based mindset, leading companies can take a clean-sheet approach to redesigning the learning organisation with clear objectives in mind – for example, reducing time to implementation and improving speed to competency.
From cost centre to competitive advantage: Research has found that high-growth companies are over three times more likely to invest in creating a talent-rich business – building competitive advantage through flexible, augmented and adaptive workforces. Learning is no longer simply a sunk cost. Now, it’s a path to competitive differentiation.
From LPs to Spotify: Consider people who grew up listening to music on LPs or CDs, but who can now stream music using a service that monitors their preferences and then predicts additional music likely to match those preferences. In much the same way, high-growth companies will reinvent themselves to deliver more personalised employee learning experiences based on roles, job profiles and competency-based assessments.