2022-02-19-益普索Ipsos-2022年全球人才转型报告（英）_37页_9mb

Talent Transformation Summary

Core Content

This document discusses the talent transformation crisis affecting both enterprises and employees in a digital-first world. It highlights the challenges of finding and retaining job-ready digital talent, the mismatch between employer-provided learning and development (L&D) programs and employee satisfaction, and the need for radical talent transformation to sustain innovation and business growth.

Key Insights

• Digital transformation is stalling due to a lack of job-ready digital talent, with 59% of enterprises reporting that not having enough skilled employees has a major or moderate impact on business.
• Employee dissatisfaction is high, with 55% of employees being only somewhat or not satisfied with current L&D opportunities, despite 80% of enterprises considering their programs at least moderately successful.
• Talent gaps are widening and 56% of enterprises are struggling to hire new employees with the required experience.
• The pandemic has exacerbated talent issues, with 69% of enterprises citing disruption to business caused by the pandemic as a significant challenge.
• Employees expect investment in their future through skill training, with 62% of employees agreeing that companies have a responsibility to pay for training and upskilling.

Main Concerns

Enterprises

• Profitability, agility, and innovation are top priorities.
• Digital transformation is hindered by a lack of employee adoption and engagement.
• Talent shortages are causing project delays and increased competition in hiring.
• Country-specific concerns include:
  • France and Germany focus on innovation.
  • U.S. prioritizes agility and adaptability.
  • U.K. is most concerned about financial performance.

Employees

• Low satisfaction with current L&D programs, with 56% of employees in the U.S. agreeing that having the opportunity to improve their skills boosts workplace happiness.
• High expectations for career advancement and technical skill development.
• Younger employees (18-29) have higher expectations for training, with 50% of U.S. employees expecting their employers to invest in their future.
• Fear of asking for training is prevalent, with 33% of U.S. employees scared to request additional training on technical tools.

The Glaring Disconnect

• Misalignment exists between enterprises and employees on the effectiveness of L&D programs.
• 84% of U.S. employees feel a disconnect with their employers’ L&D initiatives.
• Enterprise ratings of success are 55% (U.S.), 39% (U.K.), and 55% (France), while employee satisfaction is 50% (U.S.), 55% (U.K.), and 55% (France).

Solving the Talent Crisis

• Radical talent transformation is essential for business success.
• Continuing "business as usual" is a major threat, as 59% of enterprises believe that not having enough skilled employees is a key issue.
• Collaborative solutions are needed, with 85% of enterprises and 70% of employees agreeing that building job-ready skills is important.
• Hands-on learning and real-world application are crucial, with 89% of enterprises and 66% of employees emphasizing their importance.
• Personalized feedback, mentorship, and expert instruction are also highly valued by both groups.

The Trusted Market Leader in Talent Transformation

• Udacity is highlighted as a leader in creating job-ready digital talent through comprehensive solutions.
• Key partners include Accenture, Cognizant, BNP PARIBAS, Shell, Mazda, Ovodafone, US Bank, Anglo American, Amazon, and others.

Appendix: Country-Specific Data

United States

• Project delays and employee turnover are major issues, with 44% and 44% respectively.
• Employee satisfaction is low, with 39% satisfied with their job, 31% with career prospects, and 34% with future earnings.
• Expectation of employer investment in training is 50%.
• Disconnect in L&D is 84%.
• Enterprise rating of success is 55%.
• Employee rating of satisfaction is 50%.
• Top learning aspects for enterprises include interactive content (87%), clear syllabus (80%), and hands-on learning (89%).
• Employee preferences include interactive content (68%), clear syllabus (61%), and hands-on learning (66%).

United Kingdom

• Project delays and employee turnover are significant, with 48% and 42% respectively.
• Employee satisfaction is 30% with their job, 23% with career prospects, and 23% with future earnings.
• Expectation of employer investment in training is 55%.
• Disconnect in L&D is 80%.
• Enterprise rating of success is 39%.
• Employee rating of satisfaction is 55%.
• Top learning aspects for enterprises include interactive content (83%), clear syllabus (78%), and hands-on learning (78%).
• Employee preferences include interactive content (71%), clear syllabus (66%), and hands-on learning (67%).

France

• Project delays and employee turnover are key issues, with 47% and 49% respectively.
• Employee satisfaction is 28% with their job, 17% with career prospects, and 13% with future earnings.
• Expectation of employer investment in training is 62%.
• Disconnect in L&D is 84%.
• Enterprise rating of success is 55%.
• Employee rating of satisfaction is 55%.
• Top learning aspects for enterprises include interactive content (83%), clear syllabus (78%), and hands-on learning (78%).
• Employee preferences include interactive content (68%), clear syllabus (66%), and hands-on learning (67%).

Conclusion

The document underscores the urgent need for effective talent transformation strategies that align with both enterprise goals and employee expectations. It emphasizes that workforce development is not a luxury but a necessity for sustaining innovation and business success in the digital era.