Achieved goals

• Identified emerging roles and skills among the top competitors in the market
• Gained transparency on future skills and established a structure to guide future-focused employee development
• Enabled proactive data-driven workforce decisions

Challenges faced

A leading global shared services organization was responsible for innovating, designing, transforming, and efficiently executing business services for internal units and external customers. With 20 years of experience in shared services, the unit focuses on creating an agile digital environment for its workforce.

By analyzing macroeconomic data with a focus on workforce trends, the task was to:

• Evaluate the future orientation of skills demanded by the shared services business.
• Benchmark the jobs and skills demand against selected direct competitors.
• Evaluate future workforce trends and track the evolution of job roles and skill profiles

The reason behind the project

The project lead explained its aims and motives:

“We always saw potential in applying big data and workforce analytics to obtain new insights about our workforce and optimize HR processes. For us, it was a great opportunity to enable targeted action through storytelling with data and strengthen HR function utilizinganalytics.”

The primary goal was to gain an overview of the current labor market situation, including competitor benchmarking, trending skills, and emerging job roles. In short, the organization aimed to analyze labor market competitors, identify the future-oriented skills and trends they are looking for, and understand its own positioning among them.

Why the organization chose TalentNeuron

“Innovative, data-driven, and fast in execution — TalentNeuron showed its innovative approach towards the set target and explained how we could profit from the available data and complete the analysis in a data-driven way efficiently and quickly,” the project lead explained. “The team convinced us from the kick-off meeting until the results hand-over with its professional attitude.”

At first, the project teams needed some time to calibrate and link the set goals with the available macroeconomic data.

“As it was clarified, we were steadily kept up to date by the professional team. The project was led by Yugendra Subedee, and we experienced very high-quality project management, including perfect team constellation and seamless communication,” the project lead added.

Questions answered in the project

Competitor benchmarking:

• How does the shared services organization perform in terms of talent recruitment compared to selected competitors in the market?
• What are the labor trends of industry-specific competitors?
• Which skills are in high demand in the market?

Future workforce insights:

• Which roles and skills are becoming more relevant in the specific industry and which ones are becoming less relevant?
• What are the main future capability clusters that emerging roles and skills fall under?
• For select roles: How does the distribution of traditional hard skills, digital skills, and soft skills differ between selected competitors in the market and the internal workforce?

The results

“Within six weeks, we gained the knowledge about our competitors’ skill landscape and received a much better picture of the global labor market situation,” the project lead said.

The insights provided into business trends, skill development, and emerging roles have helped her team redefine the workforce strategy and meet data-driven decisions. Knowing the skills that are trending in the labor market and how these trends are converted into concrete skills and job profiles has helped optimize employee development paths and hiring practices for future readiness.