Transform with talent market insight
Real business transformation depends on understanding both your current workforce and the broader talent market. With clear insight into current workforce metrics, labor market trends, and competitor strategy, leaders can benchmark and adjust their plans with confidence.
Plan with predictive analytics
Rapidly changing business and competitive environments require continuous workforce adaptation. Utilizing an SWP tool with predictive analytics allows HR leaders to model potential changes and recognize future workforce demand in advance. This leaves further time to upskill, hire, or devise a plan, ensuring the business always operates at full capacity.
Determine the levers that optimize workforce structure
Restructuring and workforce redesign require smart scenarios that account for both internal and external factors. Scenario planning shows how changes like opening a new location, updated revenue goals, shifts in labor laws, or automation opportunities affect the necessary supply and demand of roles and skills.
Create future operating models
Business transformation often involves designing new operating models to better deliver value to customers. Our Market Intelligence platform enables the detection of trending, industry-specific models and the benchmarking of current models against your competitors. This helps leaders compare traditional, emerging, and best practice approaches to building a strong workforce and revenue streams.
Build future skills
Long-term success depends on knowing which jobs and skills will matter most. Labor market intelligence helps you analyze the external talent market to define what skills and jobs your business will need for the foreseeable future.
5 for 2025: Trends that Will Shape the Future of Your Workforce
How geopolitical shifts, AI advancements, talent shortages, and more will be pivotal for workforce transformation in 2025.
Prepare for the future of work
Our solutions help you detect and understand the future skills relevant to your industry, so you can build a strategy based on skills rather than guesswork.
70% of HR professionals
cite talent challenges and gaps as their companies’ biggest business obstacles. Get ahead of internal recruiting and upskilling to close gaps before they spiral.
Nearly 66% of current students
will have jobs that don’t yet exist. Preparing for these shifts now prevents disruption later.
4.3 million current students
will quit their first jobs in less than a year. Clear career paths and focused development improve retention and engagement.
