Talent and Culture

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There are 7 aspects of the digital culture, talent and skills challenge. They are:

  1. Attracting and retaining the right talent
    This is achieved through transparency and listening to employees.

  2. Become an employer of choice
    An organisation becomes an employer of choice by formulating a long term working strategy together with employees, encouraging creativity, flexibility, and collaboration and building an attractive workspace.

  3. Create a workforce with digital skills
    A workforce with digital skills is obtained by in-house training and recruiting new employees by mining for hidden talent. 

    Creating a digital workforce can enhance existing ways of working, give access to new customers and help develop new products.

  4. Bring leadership into the digital age
    Leaders need to create a mission and vision for the organisation and prepare yearly plans. 

    They should encourage innovation and introduce automation in all areas.

  5. Foster a 'Digital Culture'
    Digital business cultures are different from conventional business cultures. They can be achieved by having a strong mission statement, creating cross-functional teams and developing a diverse workforce.

    Any change should be welcomed by challenging the existing ways of working and giving employees the freedom to be creative.

    While fostering a more digital workforce, the expenditure on training will be high in the early years.

  6. Creating a human robot environment
    Leaders should create an environment where humans and robots can work together successfully.

    To do this, the 'Accenture AI model' is used.

    For example, automation of several tasks leading to training of the staff to perform higher-skilled work where the new work takes output from the automated process and interprets its meaning for the management.

  7. Integrating an on-demand workforce
    Create a balance between permanent and on-demand workforce.

    For example, hiring digital specialists on short-term contracts that will work alongside the permanent staff members.

A few examples of embracing technology disruption to create value would be automating repetitive tasks to free up time to focus on value-added activities and researching and investing in robust hardware and infrastructure choices.

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