"Elevate Experiences & Offerings Beyond Job Roles"

In this journey towards cultivating a workplace for Talent 5.0 with a winning strategy for the future, it is critical to fold together a cohesive culture which unites all members of the organisation to the last mile. One of the recent developments involve AI tools, especially with ChatGPT becoming part of the consciousness of the digitally native. For us, AI can create an ecosystem of real intelligence - artificial intelligence and human intelligence.

One more area to reflect has been an elevated expectation of the offerings of your workplace beyond roles and designation, especially in areas of wellbeing and mobility. This starts from developing internal talent marketplaces that craft career journeys of abundance where people are embedded into growth journeys that explore the borders of their capability and beyond. Macro employment trends such as gig working, and hybrid workplaces require scoping and development of critical talent to build enriched talent pipelines. 

Building a digital first ecosystem taking strides towards creating InsureTech capabilities requires an outside look at the industry, and through our inclusive hiring journeys such as Talentize we aim to build a talent pool that is industry agnostic with the core focus on innovation and ideation in this upcoming “Tech-ade”.

One more direction we have moved towards has been in creating a workforce of eager and hungry individuals. This encompasses millennials and Gen Z to creating culture hubs uniting the accelerated trajectories of digital natives and knowledge capabilities of digital immigrants.

Equipping oneself to participate in and lead change, especially in the context of merging technology into your processes and career journeys with an eye of inclusion across all cohorts, is a crucial skill that can make one become business partners in the true sense.

One more area is the need of evolving beyond function. Career management with a focus on internal mobility can come only when the proponents of such become champions of balancing the talent pools and available opportunities creating a compelling value proposition for the workplace as a whole. Only then they can lead participants in designing adaptive career paths.

Talking about change in an organisation, I feel as a leader, it is important to unpack the change - is it a simple tweak, is it a 180-degree shift, is it a change in policy? And demonstrate through behaviour in your everyday.