Insights from Experts in Workforce Management

Insights from Experts in Workforce Management

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In
a panel discussion centered around the theme “From 2023 Tech Setbacks to
2024 Talent Triumphs”, held at the Finance Magnates London Summit 2023,
industry experts delved into the details of talent management against the
backdrop of technological setbacks and emerging triumphs. Moderated by Nadia
Edwards-Dashti, Chief Customer Officer at Harrington Starr, the discourse aimed
to challenge prevailing perceptions of talent while forecasting its future
trajectories.

The
panelists, Felicity Graham, Talent Acquisition Manager at Confluence, Sophie
Theen, COO & Advisor at Paydock, and Michelle Rockson, People Partner at
TrueLayer, shared their insights on redefining talent amidst dynamic market
conditions.

The
panelists, representing diverse sectors, shared their perspectives on steering
organizations through turbulent times and fostering environments conducive to
sustained growth and innovation.

Felicity Graham, Talent Acquisition Manager at Confluence

Graham
set the stage by contextualizing recent upheavals, including the reverberations
of the COVID-19
pandemic, inflationary pressures, geopolitical tensions, and fluctuating
interest rates. Graham underscored the imperative for organizations to
recalibrate their hiring and retention strategies to remain competitive in a
dynamic labor market.

Sophie Theen, COO & Advisor at Paydock

“The
market has been quite tight, the labor market over the past two or three years.
Over the last 12 months, due to the layoffs, it has become a little bit more
fluid again. I think going into next year, a lot of the research that I’ve done
shows that investment is going to go up for a lot of organizations, so talent
is going to become tighter. We really have to stay ahead of the curve,” Graham
said.

Theen
broadened the discussion by emphasizing the multifaceted nature of talent management,
extending beyond recruitment to encompass leadership development and
organizational culture. She emphasized the pivotal role of leadership teams in
nurturing talent across all echelons of the organization, thereby fostering a
culture of innovation and sustained success.

Theen
remarked: “Talent includes your leadership team, too, Not always the
founders throughout the company’s lifecycle. As a business leader, you see
Talent as those who perform tasks, lead teams, explore new business, and
develop products to expand market presence.”

Rockson
emphasized the paramount importance of prioritizing employee experiences and
professional development initiatives amidst phases of organizational
transition. She elucidated TrueLayer‘s
commitment to cultivating a culture of continuous learning and empowerment,
underpinned by initiatives aimed at fostering holistic employee well-being and
growth.

Transforming
Talent Management

Throughout
the discourse, panelists emphasized the criticality of redefining conventional
paradigms of talent management to embrace a holistic approach. Central to this
paradigm shift was the concept of the Employee Value Proposition, which
transcends traditional benefits to encompass elements of individual purpose, growth opportunities,
and well-being within the organization.

The
panel discussion delved into several key aspects of modern work trends and
employee benefits. One notable area of focus was the discussion around
maternity and parental leave benefits. The panel highlighted companies that
offer extensive benefits in this regard, such as 24 weeks of paid leave and
support for transitioning back to work. These benefits are seen as exemplary in
the industry, reflecting a commitment to supporting employees during
significant life events.

Michelle Rockson, People Partner at TrueLayer

Another
important topic of discussion was diversity, equity, and inclusion (DEI)
initiatives within organizations. The panel emphasized the importance of having
diverse interview panels and fostering inclusive cultures. Companies are
increasingly recognizing that DEI efforts are vital for attracting and
retaining talent in today’s competitive job market.

The
conversation also touched on the significance of well-being and work-life
balance initiatives. Companies are implementing various well-being programs,
including well-being days, peer support groups, and social committees. These
initiatives aim to promote employee wellness and create a supportive work
environment where individuals can thrive both personally and professionally.

Rockson
commented: “If you wake up in the morning feeling like you’re having a
tough day, you can take a well-being day. It’s for you to clear your schedule,
etc., but you just put it through the system and it’s done. You get 12 days a
year, which is industry-leading.”

Embracing Fractional Work and Optimized Management

Addressing
emerging trends in workforce dynamics, the panel delved into the concept of
fractional work, wherein individuals engage with multiple companies on a
part-time basis. The trend reflects a growing demand for flexibility and
specialized expertise, necessitating adaptability and forward-thinking in
talent acquisition and development strategies.

The
panelists advocated for a paradigm shift towards more optimized and lean
approaches to workforce management, wherein adaptability, open-mindedness, and
strategic thinking are paramount. Leaders were urged to prioritize investments in
talent across all facets of the organization, recognizing the intrinsic value
of each individual in driving organizational success.

In
a panel discussion centered around the theme “From 2023 Tech Setbacks to
2024 Talent Triumphs”, held at the Finance Magnates London Summit 2023,
industry experts delved into the details of talent management against the
backdrop of technological setbacks and emerging triumphs. Moderated by Nadia
Edwards-Dashti, Chief Customer Officer at Harrington Starr, the discourse aimed
to challenge prevailing perceptions of talent while forecasting its future
trajectories.

The
panelists, Felicity Graham, Talent Acquisition Manager at Confluence, Sophie
Theen, COO & Advisor at Paydock, and Michelle Rockson, People Partner at
TrueLayer, shared their insights on redefining talent amidst dynamic market
conditions.

The
panelists, representing diverse sectors, shared their perspectives on steering
organizations through turbulent times and fostering environments conducive to
sustained growth and innovation.

Felicity Graham, Talent Acquisition Manager at Confluence

Graham
set the stage by contextualizing recent upheavals, including the reverberations
of the COVID-19
pandemic, inflationary pressures, geopolitical tensions, and fluctuating
interest rates. Graham underscored the imperative for organizations to
recalibrate their hiring and retention strategies to remain competitive in a
dynamic labor market.

Sophie Theen, COO & Advisor at Paydock

“The
market has been quite tight, the labor market over the past two or three years.
Over the last 12 months, due to the layoffs, it has become a little bit more
fluid again. I think going into next year, a lot of the research that I’ve done
shows that investment is going to go up for a lot of organizations, so talent
is going to become tighter. We really have to stay ahead of the curve,” Graham
said.

Theen
broadened the discussion by emphasizing the multifaceted nature of talent management,
extending beyond recruitment to encompass leadership development and
organizational culture. She emphasized the pivotal role of leadership teams in
nurturing talent across all echelons of the organization, thereby fostering a
culture of innovation and sustained success.

Theen
remarked: “Talent includes your leadership team, too, Not always the
founders throughout the company’s lifecycle. As a business leader, you see
Talent as those who perform tasks, lead teams, explore new business, and
develop products to expand market presence.”

Rockson
emphasized the paramount importance of prioritizing employee experiences and
professional development initiatives amidst phases of organizational
transition. She elucidated TrueLayer‘s
commitment to cultivating a culture of continuous learning and empowerment,
underpinned by initiatives aimed at fostering holistic employee well-being and
growth.

Transforming
Talent Management

Throughout
the discourse, panelists emphasized the criticality of redefining conventional
paradigms of talent management to embrace a holistic approach. Central to this
paradigm shift was the concept of the Employee Value Proposition, which
transcends traditional benefits to encompass elements of individual purpose, growth opportunities,
and well-being within the organization.

The
panel discussion delved into several key aspects of modern work trends and
employee benefits. One notable area of focus was the discussion around
maternity and parental leave benefits. The panel highlighted companies that
offer extensive benefits in this regard, such as 24 weeks of paid leave and
support for transitioning back to work. These benefits are seen as exemplary in
the industry, reflecting a commitment to supporting employees during
significant life events.

Michelle Rockson, People Partner at TrueLayer

Another
important topic of discussion was diversity, equity, and inclusion (DEI)
initiatives within organizations. The panel emphasized the importance of having
diverse interview panels and fostering inclusive cultures. Companies are
increasingly recognizing that DEI efforts are vital for attracting and
retaining talent in today’s competitive job market.

The
conversation also touched on the significance of well-being and work-life
balance initiatives. Companies are implementing various well-being programs,
including well-being days, peer support groups, and social committees. These
initiatives aim to promote employee wellness and create a supportive work
environment where individuals can thrive both personally and professionally.

Rockson
commented: “If you wake up in the morning feeling like you’re having a
tough day, you can take a well-being day. It’s for you to clear your schedule,
etc., but you just put it through the system and it’s done. You get 12 days a
year, which is industry-leading.”

Embracing Fractional Work and Optimized Management

Addressing
emerging trends in workforce dynamics, the panel delved into the concept of
fractional work, wherein individuals engage with multiple companies on a
part-time basis. The trend reflects a growing demand for flexibility and
specialized expertise, necessitating adaptability and forward-thinking in
talent acquisition and development strategies.

The
panelists advocated for a paradigm shift towards more optimized and lean
approaches to workforce management, wherein adaptability, open-mindedness, and
strategic thinking are paramount. Leaders were urged to prioritize investments in
talent across all facets of the organization, recognizing the intrinsic value
of each individual in driving organizational success.

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