1/31/2024 0 Comments Fireside bowl stage dive![]() ![]() The people analytics team's omniscience with respect to people data ("Knowledge is power” ) unsettles traditional HR leaders who prefer things not to change. People analytics leaders on the HR leadership team bring evidence-based points of view, threatening the status quo. People analytics leaders and teams upset the balance of power in Human Resources and the broader organization in multiple ways. Join us as we deep dive into "the why" and "the how" behind the development of the Google Career Certificates program and the implications for your organization and today’s workforce gap.Ī Disturbance in the Force: People Analytics and the Balance of Power What do job openings look like for this field, and are there additional job pathways that learners can gain access to by acquiring certain skills? - What’s the demand like for the 200+ skills we teach learners, both presently and in the future, and what skill sets would make learners most competitive for today’s jobs, while maximizing their earning potential? - How can we deploy the program with ecosystem partners to minimize local skills gaps? To help develop these hands-on certificates, Google turns to Lightcast to guide the program development and implementation. Program graduates are able to connect with 150+ top employers who are committed to considering Google Career Certificate graduates for entry-level jobs. To help bridge that gap, Google created the Google Career Certificates program to provide job seekers with access to more than 2.4M+ in-demand jobs in fields including cybersecurity, data analytics, project management, and more. Hunter Cook, Google Matt Miller, Lightcastħ5% of US jobs paying over $35,000 per year require a bachelor’s degree or higher, but only 37% of people have one, leaving good jobs out of reach for 80M Americans. To these, let's ensure we're ready to respond proactively, purposefully, and with noble intent on behalf of all stakeholders, especially us humans.ĭeveloping Google Career Certificates Through a Data-First Approach Of course, such changes now stem from the ever-increasing adoption of artificial intelligence, robotic automation, and other digital enablers. This presentation will share insights from ongoing research on the Future of Work, as well as introduce new ideas that'll help leaders, workers, HR professionals, and technologists build agile organizations, organizations that can quickly adapt to current or imminent changes. There are also dynamics we'll have to investigate anew, with fresh eyes, and, like our relationships to our workplaces, we'll have to reinvent. ![]() ![]() Work and Talent Strategies in the Age of AI and Perpetual DisruptionĪs regional and global events accelerate the pace and degree of change, how do individuals, teams, groups, and organizations adapt with confidence and wisdom? While we are certainly in new times - leaders and experienced professionals included - we can still learn from insights of the past. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |