A new era of hybrid working was ushered in by the pandemic and this has caused a seismic shift when it comes to perceptions about leadership. There are many challenges to continuing to inspire, motivate and monitor employees who are working under a hybrid structure - but there are opportunities too.

Identifying and addressing skills shortages is vital for businesses looking to develop their staff and grow their services. According to the 2020 World Economic Forum, more than one billion workers worldwide will have to be reskilled by 2030. 

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Over the past year, organizations have had to become more adaptive and open to change, especially when it comes to talent management. With this new outlook has come a whole new swathe of opportunities for businesses to be more agile and competitive, improve cost efficiency and better manage risk.

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Having access to industry relevant data helps to streamline many processes, especially when it comes to something as critical as workforce planning. The use of data can generate insights into the market where you’re operating, including current threats, trends, changes and the potential for progress and growth.

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Even before the business community started dealing with COVID-19, the contingent workforce was on the rise. These are the freelancers, seasonal employees, digital nomads and part-time employees who provide organizations all over the world with the freedom and agility to be more efficient and responsive.

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