In 2022, the changing mechanics of the market for talent made it harder than ever for organizations to attract and retain top performers. Industries were unevenly impacted by rising inflation and corresponding interest rates, leading to layoffs in sectors leading the future of digital transformation (DX) that enabled hiring to support DX transformation in sectors that had been lagging in their DX journeys. On the organizational management side, organizational resilience gave way to a broader focus on adaptable readiness and agility, prompting a shift in talent evaluation considerations to include skills frameworks and ontologies. Within employee experience (EX), skills ontologies proved to be valuable toward reconnecting talent to the organization as the organization changed and evolved while sustaining a sense of value, connection, and employment stability for employees. The shift to skills underscores a broader shift that is taking place within EX transformations – the push to resource and workstyle personalization leveraging AI, ML, and now generative AI (GenAI). The broader arena of the analytics of personalization (AOP) is getting hotter as organizations break down rigid process and workflow controls to better merge individual employee goals, needs, and potential into organizational frameworks and metrics for success on objectives and key results (OKRs).
The Employee Experience Management Strategies program explores these trends, the competitive landscape, and the impact of EX on organizational performance – particularly as economic, industrial, and talent market transformations heat up.