Best Practices for Workforce Development

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

A Fortune 100 exec asked my colleague a simple but powerful question: “Who’s truly solving the workforce challenge — and what are they doing differently?” Her answer was spot‑on: 👉 Organizations making real progress aren’t treating this as a recruiting problem. They treat it as business continuity, risk mitigation, and long‑term capability strategy. The real differentiator? They’ve stopped talking about the problem — and started building operational, measurable programs. 🚨 Industry Reality: The Talent Challenge Is Solvable 📈 Demand is rising: 91% of organizations plan to hire new mainframe talent in the next 1–2 years. 🎓 Universities are producing more talent: 65% of university leaders say availability has improved over the past five years. 💡 Employers are investing heavily: Two‑thirds already leverage external learning programs to accelerate talent development. This isn’t a pipeline problem — it’s an execution problem. 🔥 What Leading Employers Are Doing Right Now ✔ They treat skills as a strategic investment, not an HR activity. ✔ They build structured, multi‑year pipelines with measurable outcomes. ✔ They fully integrate early talent into cloud, security, automation, and modernization work. ✔ They leverage industry programs instead of reinventing the wheel. ✔ They move with urgency — long before retirements or outages trigger a crisis. This shift from “awareness” to action is what separates the organizations closing the skills gap from those widening it. ⭐ High‑performing employers consistently embrace: 🔹 Role‑based, ability‑aligned pathways Clear progression from entry → practitioner → specialist, aligned with industry competency frameworks. 🔹 Learning integrated with real work Not sequential — concurrent. Accelerates time‑to‑productivity. 🔹 Coaching + mentorship + AI assistants Structured support reduces the experience gap and strengthens retention. 🔹 Broaden talent funnels Apprenticeships, universities, mid‑career cross‑skilling — diversify and stabilize workforce pipelines. 🔹 Program governance + measurement Track competency attainment, contribution milestones, and retention with the same rigor applied to operational risk. 📘 IBM Z: A Lifecycle Approach at Scale IBM has operationalized this at full lifecycle, global scale: 🎓 University & early‑career pipelines via Z Career Connection events 🔗 Mainframe Career Depot — a global talent marketplace connecting employers with job‑ready candidates 🚀 IBM Z Global Skills Accelerator (GSAP) — role‑based mainframe training, coaching, & on the job doing 👥 New‑to‑Z Communities for post‑ramp retention 🎯 Why This Matters Organizations implementing these models see: ✔ Faster time‑to‑productivity ✔ Higher early‑career retention ✔ Deeper skills in critical roles ✔ Increased modernization capacity Early‑talent programs become a capability engine — not a cost center. If your organization is ready to shift from talking to doing, I’d welcome a conversation. #mainframe #skills

Rethinking Entry-Level Hiring: Focus on Potential, Not Just Experience (What your workforce really needs from you) Experience isn't born overnight. It doesn’t materialize from thin air. In today's market, leadership isn’t about demanding prior experience. It’s about nurturing future talent. Here’s how forward-thinking organizations are shifting their approach: 1️⃣ Recognize the Potential Gap Demanding years of experience for entry-level roles creates a barrier. ➜ Acknowledge the current hiring paradox. ➜ Understand the frustration of fresh graduates. ➜ Focus on the skills that can be developed. Open doors, don't build walls. 2️⃣ Value Attitude and Adaptability Years on a résumé don’t guarantee success. Mindset does. ➜ Prioritize a candidate’s willingness to learn. ➜ Look for adaptability in a changing market. ➜ See beyond the paper and into the person. Potential outshines past experience. 3️⃣ Invest in Mentorship and Training Every expert was once a beginner. Build the foundation. ➜ Provide structured mentorship programs. ➜ Offer continuous training and development. ➜ Create opportunities for hands-on learning. Growth is a two-way investment. 4️⃣ Foster an Inclusive Hiring Culture Opportunity shouldn’t be a privilege. It should be a standard. ➜ Break down traditional hiring biases. ➜ Value diverse backgrounds and perspectives. ➜ Create a level playing field for all candidates. Inclusion breeds innovation. 5️⃣ Prioritize Skill-Building Skills are the currency of the future. Invest wisely. ➜ Focus on transferable skills over specific experience. ➜ Identify core competencies and develop them. ➜ Create a culture of continuous learning. Skills grow with opportunity. 6️⃣ Focus on Long-Term Success Short-term experience vs. long-term growth. Choose wisely. ➜ Build a pipeline of future leaders. ➜ Invest in the longevity of your workforce. ➜ Cultivate talent for sustainable success. Future-proof your team. 7️⃣ Leadership is Investing, Not Just Expecting True leadership isn’t about demanding expertise. It’s about building it. ➜ Absorb the initial training burden. ➜ Offer guidance, not just requirements. ➜ Build an environment where potential thrives. Your team will remember the organization that invested in them. Guide them forward. Build their future. Because leadership isn’t about finding perfect candidates. It’s about creating them. Image credit: George Stern

Most companies wait until they have an urgent problem before addressing workforce capability. But the ones building competitive advantage are investing in readiness before the gap becomes a crisis. Here are four areas where organizations need to focus: 𝟭. 𝗥𝗲𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝗳𝗼𝗿 𝗿𝗼𝗹𝗲𝘀 𝘁𝗵𝗮𝘁 𝗱𝗶𝗱𝗻'𝘁 𝗲𝘅𝗶𝘀𝘁 𝗳𝗶𝘃𝗲 𝘆𝗲𝗮𝗿𝘀 𝗮𝗴𝗼 Automation specialists, data scientists, and AI integration roles require new training pathways. Companies that build apprenticeship programs and internal development tracks get ahead of skills bottlenecks before they slow growth. 𝟮. 𝗣𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝘁𝗲𝗮𝗺𝘀 𝘁𝗼 𝘄𝗼𝗿𝗸 𝗮𝗹𝗼𝗻𝗴𝘀𝗶𝗱𝗲 𝗔𝗜 It's not enough to deploy AI tools. Teams need to understand how to integrate AI into their workflows, manage AI-driven processes, and improve performance through human-AI collaboration. 𝟯. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝘀𝗸𝗶𝗹𝗹 𝗴𝗮𝗽𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲𝘆 𝗮𝗳𝗳𝗲𝗰𝘁 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 Skills assessments show what people can actually do, not just what their job titles suggest. Companies that map capabilities across their workforce can redeploy talent strategically and keep people engaged in roles where they can grow. 𝟰. 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗽𝗮𝘁𝗵𝘄𝗮𝘆𝘀 𝗶𝗻𝘁𝗼 𝗿𝗼𝗹𝗲𝘀 𝘄𝗵𝗲𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗻 𝘀𝘂𝗰𝗰𝗲𝗲𝗱 Whether it's technical training, role-specific development, or management skills, companies need structured programs that prepare people for the work that's coming, not just the work that exists today. The retirement wave is gathering speed. Skills-based hiring is becoming the norm. Growth isn't waiting. What's your approach to workforce readiness right now?

Most companies say they're great places to work, but very few employers actually validate (using data) that the HR practices they're employing are *driving better outcomes* and are *good for employees*. As the Head of the Americas of Top Employers Institute, I'm often asked: "What distinguishes a ‘Top Employer’ from the rest?" We validate the HR practices of 2,400+ global multinational companies to help them benchmark their people practices and look beyond the benchmarks in an effort to build a better world of work - and employers work with Top Employers Institute to unlock a data-driven approach to improving business outcomes. We certify and recognize those organizations committed to meeting the highest standards across their people practices. This is broken down into 3 main steps: 1) We survey the HR & Talent teams on over 300 HR and People Practices. 2) Our team of HR auditors validate their responses and collect evidence. 3) If the data and evidence shows they do enough of the best-practices consistently, they have a better chance to certify as a Top Employer. If the data shows otherwise, participants then have access to the data to improve for the future but aren't officially recognized. Here are the top 8 traits of certified Top Employers in 2025: 1) Purpose-driven: Consistently use purpose measurement scorecards to align actions with purpose (+19% revenue growth) 2) Employee-centric & Wellness Oriented: use engagement action plans and manager accountability to drive effectiveness (correlated to +16% revenue), and provide time for employees to unplug and de-stress (correlated to +13% revenue). 3) Growth-focused & Collaborative: Prioritize growth markets, segments, and geographies (+16% revenue) and engage employees in action planning using survey insights (correlated to +11% revenue) 4) Coaching culture: Build strong coaching cultures (correlated to +14% revenue) 5) Inclusive benefits: Offer family-friendly perks like childcare contributions (correlated to +12% revenue) 6) Values-based: Integrate sustainability into leadership values (correlated to +11% revenue) 7) Community-builders: Assign peer buddies to new hires to build belonging (correlated to +10% revenue) 8) Fairness: Conduct pay equity analysis to ensure fair compensation (+12% adoption rate from 2024 to 2025 at Top Employers) The data shows that focusing on purpose, people, and fairness pays off in engagement, retention and revenue, but the challenge is that HR hasn’t traditionally been able to measure and track progress on their people practices holistically every year. That's where we come in. Top Employers are pioneering next-practices with us as we shape the future of work together. Question for you: what innovative ways is your employer taking the lead to elevate your work experience? Drop your thoughts in the comments below.

Employee development shouldn't be an afterthought. It should be a strategy. When companies prioritize learning and growth, everyone benefits from the individual contributor to the entire organization. Here are 10 ways to make employee development a core priority: 1. Build development into your company goals 🎯 Make growth part of your mission. Show how employee development fuels business success. 2. Create personalized development plans 📝 Work with each employee to set short- and long-term goals that align with their role and career aspirations. 3. Schedule regular check-ins focused on development 📆 Separate these from performance reviews. Use them to track growth, offer guidance, and plan next steps. 4. Provide access to learning resources 🎓 Offer courses, certifications, and workshops. Make it easy for employees to explore and learn. 5. Encourage stretch assignments 🚀 Give team members projects that push their limits. It’s a great way to build confidence and new skills. 6. Offer mentorship programs 🤝 Connect employees with mentors who can support and challenge them. Formal mentorship builds knowledge and trust. 7. Invest in leadership development 🧭 Support employees who want to lead. Train them in communication, decision-making, and managing people. 8. Track and reward development progress 🏅 Celebrate growth, whether it’s a new certification or a completed project. Progress matters. 9. Make development part of your culture 🌱 Promote learning at all levels. Share stories of employees who’ve grown within the company. 10. Measure the impact of development 📊 Track how learning efforts affect performance and retention. Use that data to make your programs even better. Building a culture of development takes intention, but it pays off in engagement, loyalty, and performance. What’s one way your company supports employee growth today? 👉 Follow Ricardo Cuellar for more HR strategies that build strong, future-ready teams.

The pace of change in today’s job market is unprecedented. AI, automation, and evolving business models are transforming the way we work, as well as the skills we need to thrive. The question isn’t whether your workforce will need to adapt but when. A recent Harvard Business Review, ‘Management Tip of the Day’ suggests four key steps to future-proof your workforce: 🔹 Use scenario-driven planning to map different paths your business could take, then develop leaders who could succeed in each. 🔹 Tie development experiences directly to succession goals. Identify gaps, offer stretch roles, and pair rising talent with mentors and coaching that target upcoming transitions. 🔹 Make succession planning a business priority. Treat it like any critical strategy, with clear accountability, timelines, and measurable outcomes. 🔹 Expect leaders to develop future leaders. Building talent for tomorrow should be part of every leader’s mandate At Capgemini, we’re committed to developing the next generation of leaders at every level. Through initiatives like our Leadership, Gen AI and Industry campuses, mentoring programs, and peer-to-peer learning opportunities, we aim to future-proof our workforce, close leadership gaps, and drive lasting growth and agility.   What steps are you taking to future-proof your team or workforce?

Why Upskilling and Reskilling Are Crucial for Workforce Agility Adaptability is crucial in today's changing work environment. As technology reshapes the job market, upskilling and reskilling are key for competitiveness and workforce agility. Effective Upskilling Implementation: 1. Identify Skill Gaps: Assess current skills versus needs to find areas for improvement. 2. Set Clear Objectives: Align goals with employee aspirations and organizational objectives. 3. Develop Customized Training Plans: Create tailored programs, including workshops and online courses. 4. Utilize Diverse Learning Methods: Incorporate e-learning, hands-on workshops, and group projects. 5. Foster a Culture of Continuous Learning: Encourage ongoing education with incentives and recognition. 6. Monitor Progress and Adjust Programs: Regularly evaluate training effectiveness and make adjustments. Benefits of Upskilling: - Enhanced Employee Retention: Invest in your workforce to keep valuable talent. - Increased Productivity: Equip employees with the skills needed to perform at their best. - Improved Adaptability: Prepare your team to thrive in a rapidly changing environment. - Support for Internal Mobility: Enable employees to move into new roles within the organization. Approach to Reskilling: How to Approach Reskilling: 1. Assess Needs: Analyze trends for skills. 2. Engage Staff: Discuss career paths with employees. 3. Implement Training: Offer programs for new roles. 4. Encourage Practice: Provide real-world projects. 5. Evaluate Results: Monitor and adjust reskilling efforts. In an ever-changing world, upskilling and reskilling are essential for organizations to create a more adaptable and capable workforce. Thrive in the future of work instead of merely surviving. #Upskilling #Reskilling #WorkforceDevelopment #EmployeeTraining #ContinuousLearning #WorkforceAgility #LearningAndDevelopment #SkillGap #FutureOfWork #WorkforceTransformation

𝗧𝗵𝗲 𝗥𝗼𝗹𝗲 𝗼𝗳 𝗟&𝗗 𝗶𝗻 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗔𝗴𝗶𝗹𝗶𝘁𝘆 🌟 Facing the whirlwind of rapid changes in today’s business environment? Your organization’s agility could be your strongest ally—or your Achilles heel. Let’s be real: without a nimble approach, you risk stumbling over missed opportunities and falling behind more adaptable competitors. The stakes are high. But here’s the good news: Learning and Development (L&D) programs can be your game-changer. Here’s how to pivot towards agility through L&D: 📌 Emphasize Adaptability: Cultivate a mindset that welcomes change. Your L&D programs should focus on teaching employees how to think on their feet and adapt to new circumstances quickly. This can include adaptive thinking workshops and scenario-based training that prepares your team for various business challenges. 📌 Promote Continuous Learning: Foster a culture where learning never stops. Encourage employees to pursue ongoing education and skills development through e-learning platforms, webinars, and microlearning modules. This keeps your workforce ahead of industry trends and ready to tackle new challenges. 📌 Instill Change Management: Equip your team with robust change management skills. Training programs should cover methodologies for managing change, including communication strategies, stakeholder engagement, and resilience training. This ensures your employees can smoothly navigate transitions without disrupting productivity. By integrating these elements into your L&D strategy, you’ll build a workforce that’s not just reactive but proactively driving innovation and growth. Imagine a team that’s always prepared, always learning, and always ahead of the curve. The cost of ignoring agility? It’s steep. Without a focus on adaptability, your organization risks becoming stagnant, missing out on market opportunities, and ultimately, losing its competitive edge. So, invest in L&D initiatives that prioritize agility, and watch your organization transform into a powerhouse of innovation and resilience. Got insights or strategies on boosting organizational agility? Let’s discuss—drop your thoughts below! ⬇️ #LearningAndDevelopment #OrganizationalAgility #ContinuousLearning #ChangeManagement #BusinessGrowth #Innovation #LeadershipDevelopment

Most employee development fails for one simple reason: It’s built for comfort—not for growth. HR leaders know the frustration: You invest in training programs You roll out new initiatives And still… engagement stagnates, retention drops, and performance plateaus. Why? Because most programs focus on content instead of compounding behavior change. Over the years ,I have learned something uncomfortable—but powerful: 🟢 Growth doesn't happen in the comfort zone. 🟢 Lasting performance doesn't come from one-off workshops. 🟢 Culture doesn’t shift when employees stay in "automatic mode.” Here’s the data HR can’t ignore: ➡️ 72% of training impact DISAPPEARS within 90 days if not reinforced!! ➡️ Companies with a culture of continuous learning see 37% higher productivity and 50% lower turnover It’s not more content you need—it’s a strategy that makes comfort impossible and growth inevitable. Here’s what that looks like in practice: 1️⃣ Micro-challenges that unlock fresh potential every week 2️⃣ Real-time visibility so HR can demonstrate the impact 3️⃣ Peer accountability loops to keep momentum alive 4️⃣ Clear career-growth pathways tied to business impact This is how HR leaders can turn workforce development from a “nice-to-have” into a strategic advantage. When you compound small, consistent improvements?  You don’t just develop skills—you transform your entire organization. P.S. Take a moment—how much of your current development strategy is designed for real growth, not just comfort? ♻️ Repost if you believe real growth starts where comfort ends.