Build strategic, competitive talent pipelines with the only end-to-end talent acquisition platform from source to hire to retire.
Go from candidate requisition to hire in record time with SilkRoad’s On-Demand Talent Campaigns.
Attract and align right-fit candidates to your business to drive measurable business outcomes.
Win the war for talent with award-winning SilkRoad RedCarpet Onboarding™.
Optimize human capital with tailored learning and development experiences throughout the entirety of the employee lifecycle.
Drive employee performance with communication, collaboration and visibility into individual and business goals.
Our consultative advisors rationalize current business challenges and future desired state with people, process and technology solutions.
SilkRoad Technology Integration-as-a-Service ensures your HR data is securely connected to your core business systems.
Security is the foundation of our organization. SilkRoad Technology solutions have been built to keep your data safe.
In the process of evaluating onboarding solutions for your organization? This guide can help.
Sharlyn Lauby discussed the four activities that managers can do to let employees know they proactively support an employee’s internal mobility.
Brendan will oversee the sales team, go-to-market, client acquisition and revenue generation activities to accelerate SilkRoad’s next growth phase within the human capital management market.
Learn the methods your team can implement to better position your organization to source, engage, and hire the best professionals.
Go1 makes it easy for organizations to learn, with the world's most comprehensive online library of learning resources.
SilkRoad Technology enables people to thrive in a changing workplace
Discover a work experience where diverse ideas are met with enthusiasm.
25M onboarding experiences across 2,000 clients in 90 countries and 28 languages
Meet the leadership team - entrepreneurial leaders with a passion for transformation
Rarely in history have organizations across the world been faced with such widespread, long-lasting disruption as a result of a pandemic at precisely the same time. As organizations navigate fluctuating working arrangements and operating models, many are looking to transform their workforce strategy to stabilize, recover and ultimately achieve resilience.
Before the pandemic, SilkRoad Technology partnered with Human Capital Media Research Group – the research arm of Workforce, to conduct a survey to identify where organizations were on their path to drive workforce transformation to endure disruption. These findings and their implications are more relevant today as workforce transformation and disruption are at the forefront of every leader of every organization.
Workforce transformation is a broad term with many applications. For our purposes, we’ll leverage the following definition from Booz Allen Hamilton: “Workforce transformation is about creating the ability and agility of an organization to work in fundamentally different ways.”
During normal times, most organizations experience some level of disruption. Our survey found that nearly 90% of respondents reported facing disruption. 10% of respondents said their organization wasn’t disrupted and didn’t anticipate that it would be in the future. Before the pandemic, most organizations cited disruption coming from changes in technology, their competitive landscape, labor force or industry.
Then the world changed.
Even before COVID-19 hit, 92% of companies thought their business models would need to change given digitalization. Despite herculean efforts and significant accomplishments at many businesses, the pandemic has brought into sharp relief how vulnerable companies really are.
Before the pandemic, our survey found that most organizations felt changes to business processes, culture and technology were needed to address disruption. It’s safe to say these needs were validated given the mass shift from onsite to remote work on a moment’s notice as a result of lockdowns and quarantines to combat the spread of the coronavirus, which required new working models, technology requirements and a need for a more intentional culture.
Beyond the immediate needs to manage a hybrid working model, organizations need to identify strategies and working models that allow them to work in fundamentally different ways. Organizations should consider:
These questions should be considered not only in terms of maintaining business operations today but also with future business models and opportunities in mind that would result in competitive advantages, innovations and improvement in speed to market.
To enact effective change and meaningful workforce transformation, organizations need to support employees through these transitions. Whether organizations need to hire employees to fill critical roles or reskill employees and redeploy them, organizations need to enable, align and engage employees with context and precision. This level of support will enhance employee contribution and drive retention.
An organization’s resiliency rests on its ability to design work and align talent and resources to innovate and penetrate markets with products or services that meet the demands of the market and consumer preferences faster and better than others. Organizations can only do this if they have a workforce strategy and foundation that provides the agility to adapt and endure change.
By acknowledging disruption is happening, aligning transformation efforts to organizational outcomes, and developing and supporting current employees, organizations will not only be able to endure change but accelerate productivity, drive revenue performance and mitigate risk.
To read the full report, download How Organizations Can Achieve Resilience Amidst Disruption.
SilkRoad Technology goes beyond traditional talent management to help our clients attract, retain and align people to their business.
Please select your region below to schedule a call with an expert who services your area.