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Future-Proof Your Talent Strategy

How artificial intelligence is shaping the skills of the future

Assess AI’s impact on roles at your organization

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Artificial intelligence (AI) technology is rapidly changing today’s workforce, heavily impacting the skills of the future. 

TalentNeuron research found that three-quarters of jobs had more than 40% of their required skills change between 2016 and 2019, indicating that static roles are no longer an effective way for organizations to think about building the future workplace.

Organizations have multiple options for roles impacted by artificial intelligence beyond simply eliminating them. Based on a role’s risk of AI impact and the proportion of digital dexterity skills, HR leadership can choose to focus, acquire, broaden, redeploy or downsize the role.

This research focuses on how to assess AI’s impact on current roles and then reevaluate role design based on that expected impact.

Answer questions such as:

  • What future skills will my organization need?
  • What can I do to protect my organization today and tomorrow?
  • What soft skills, hard skills, digital skills or other skills will my company no longer need in five to 10 years?
  • When should my organization choose upskilling and reskilling vs. hiring to close skill gaps?

Strategically redesign roles based on potential AI impact and better build the future workforce.

About TalentNeuron™

TalentNeuron™ research covers 90% of the global GDP, enabling you to formulate a comprehensive location strategy that’s not just about real estate costs. Discover optimal talent hubs and hidden talent pools by comparing and ranking target locations based on various talent, cost and macroeconomic criteria to: 

  • Expand your global footprint for future investment and business goals in a hybrid world.
  • Consolidate your location portfolio to offset significant talent, financial and geopolitical risks.
  • Identify diverse sources of talent as the opportunity to acquire talent beyond hub locations becomes a more permanent part of long-term workforce planning strategies.
  • Understand the location strategy and remote work profiles your traditional and nontraditional competitors are targeting.

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