In a recent 2022 CEO Deloitte survey, chief executives reported optimism about growth amidst uncertainty marked by talent supply chain disruptions and the continuing effects of the COVID-19 pandemic. Talent remains a top concern for CEOs, with 71% of CEOs citing global labour/skills shortage as their top external challenge to their business strategy. From a global talent perspective, there are generally five key forces creating a perfect storm for change and the race for talent:

• Changes in the workforce

• The digital age

• The shifting geopolitical climate

• The rise of (domestic and international) remote working and increasingly dispersed talent

• Evolving employee expectations
  

To counteract these forces, many organisations are now taking a more global view of talent and, as a result, are unearthing many potential opportunities for both their business and their employees. Some of these opportunities include:

• Increasing the talent pool available to an organisation.
• Enabling the career aspirations of existing employees through a greater number of opportunities.
• Increasing an organisation’s ability to deploy key skills to where they are needed most within the organisation

To help businesses take advantage of these potential opportunities, we are proposing a new model for global workforce management which will allow organisations to respond to the changing forces influencing the world of talent. Through a proactive consideration of the broader business strategy, the Global Workforce Model cuts across traditional functional silos to minimise handoffs and offer clear mobility types available on a self-service basis. Return on investment is transparent and constant iteration ensures repeated value is delivered to the wider organisation.