In certain industry and geographical segments
up to 40% of the workforce will be moving towards retirement over the next 15
years. Equally there is a shift away from skill based trades as a career of
choice. Many organizations have also downsized human resources departments and,
in the absence of effective recruitment programs, struggle to develop and
maintain an optimal candidate pool.
Attracting skilled people is challenging due
to today’s highly mobile workforce, an increasing tendency for prospective
employees to no longer view a job as a lifetime commitment and a very
competitive marketplace for skilled personnel. Staff/ Knowledge
Retention. Retaining the experience and knowledge built up within the
organization is critical to ongoing effective performance, particularly in an
environment of increasing turnover.
Shortage of suitably skilled people and the
difficulty of training for broader competencies (e.g. managerial talent) mean
that many companies are learning to take the “hire talent, train skills”
approach. This approach makes training of staff, in both specific skills and
organizational work practices, even more critical. An additional issue in
asset-centric focused organizations is the critical need for skills recertification
to meet operational standards and health and safety responsibilities.
Effective Workforce Deployment
Every organization must plan their work to ensure they have the right
people, with the right skills, where and when they need them. This is a key
issue for asset-centric organizations because of the need to balance complex
work requirements with availability of appropriately skilled personnel. All
organizations are performing this task, but often via manual processes which
are time consuming and costly.