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Conventional talent pool management methods are fraught with numerous challenges that impede their efficiency and effectiveness.
Talent planning is essential for an organization's 'Skills-first' journey. It serves as a strategic priority for HR teams, allowing them to optimize employee performance and development, identify skills gaps, and improve mobility for open job roles and requisitions.
Having clear visibility into your workforce data not only eliminates decisions based on managerial instincts but also streamlines several HR processes, such as talent management.
When faced with a vacant position within your organization, how do you ensure that you allocate resources effectively to accomplish the task at hand?
Whether it's Talent Acquisition or Talent Development, Skills Mapping is crucial for matching the right talent with the right job roles. When done effectively, it not only boosts the overall productivity of the workforce but also equips your organization to stay competitive, enhance retention rates, and adapt to future market and technological changes.
As skills adapt to market demands and technological progress, they create a gap in your workforce that can only be bridged by either recruiting new talent or enhancing the skills of existing employees to meet the demand.
Did you know that replacing a single employee can cost your company up to 200% of their annual salary? That’s why employee turnover has become a nightmare for every company.
It’s been said and heard a hundred times that ‘the people’ are the real strength of any organization. But this fact stays irrelevant if you lack a bird’s eye view into their specific skill set as well as current job performance.
Growing your company in a world where technology and markets are always changing means using your team's complete skill set and knowing what skills you have and what you'll need soon.
As the times change and the world is continually exposed to new technological advancements, conventional tech skills are also evolving and transforming into "power" skills.
With our increasing dependency on digitization, tech skills have become crucial for all organizations, regardless of their industry. As more and more organizations are automating their workflow to meet the demands of the ongoing technological disruptions, tech skills are also evolving at an unprecedented rate and introducing new skills and job portfolios into the mix. At iMocha, we partnered with EY to understand this ongoing paradigm shift and answer three critical questions: What would be the in-demand tech skills across domains in 2025 and beyond? What would be the strategic and functional impacts of tech skills transformation? How are organizations responding to tech skills transformation? In our survey, we interviewed 50 HR and business leaders and conducted secondary research on over 26 million profiles to discover that 76% of these professionals & organizations have witnessed an increase in the demand for ‘application developers’ in recent years, while 62% of them have witnessed a similar surge for “business application power users” and “power developers.” But with a limited talent pool and shortage of required talent across the Indian, US, and European markets, how are organizations aiming to meet the increasing demand for application development and business power development skills? The answer can be organizational readiness through skills intelligence! In this blog, we’ll explain how building a skill taxonomy can help you overcome talent shortages and skill gaps and acquire future-proof application development and business application skills for your organization. Let’s get started! Table Of Content - Three ways to tackle the shortage of qualified Application Developers & Business App Users Understanding changing job roles Investing in developing real-time visibility Assessing your organization’s overall skill proficiency - Emerging Application Development skills and how you can develop them - Final Thought
