At the core of human capital strategy you'll often find job architecture; it affects key talent programs such as recruiting, learning and development, and performance management—and not always in a good way. When job architecture is outdated, workforce management becomes more about reacting than planning. People practices can no longer meet changing business needs for workforce flexibility or mobility, or help people understand their development opportunities and career advancement.
Effective job architecture serves as both an underlying framework and a guide that can reflect future talent needs, motivate behaviors that support the organization’s business strategies, and communicate a consistent language of work.
Please join us on April 12th as we welcome Deloitte to share insights from their latest Global Job Architecture Survey, and what those insights could mean for compensation, talent acquisition and more in a challenging talent market.
