Empower your business and your people in a disrupted world.

The fourth industrial revolution is now a workplace reality.

Artificial intelligence (AI), robotics, 3-D printing, drones and wearables are rapidly integrating into the work environment. As technology and sociodemographic shifts disrupt traditional business models and the competition for talent continues to rise, organizations must adapt and build new capabilities for the future. To stay competitive, organizations must embrace new approaches to how employees access knowledge, adapt to technology and manage their careers.

Mercer 2017 Global Talent Trends Study

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The workplace is constantly evolving. Expectations and demands — from both employees and the C-suite — are changing with it. How should organizations respond?

Rethink talent processes.

Business leaders see technology at work as the trend that will have the most critical impact on their organizations over the next two years. They want to prepare their workforce for the future and make advanced technologies part of their business. The vast majority (97%) of executives we surveyed say that becoming a digital organization is important to their future, and 77% say they’re on a digital journey already.

Attract tomorrow’s talent.

Reaching high-quality talent depends on a strong digital presence. Brand attraction is strongest when company interactions with candidates, employees and alumni leverage a powerful brand. Technology is shaping this landscape, not only to ensure a positive candidate experience, but also to increase efficiency and decrease time-to-hire. Chatbots, algorithms and online assessments are creating a more scalable and engaging recruitment process, enabling more targeted talent sourcing, and driving more intelligent hiring decisions.

Uncover actionable insights through predictive analytics.

In a radically shifting world of work, deriving actionable insights from talent analytics and big data is a core element of your empowerment agenda. Data analytics form the foundation for informed human capital decisions, helping you identify key drivers of employee engagement and business performance.

Adapt seamlessly to evolving employment models.

The workforce is changing. The employment model is evolving to include different types of talent resources. Organizations need new strategies that comprise traditional “balance sheet,” borrowed, freelance and open source workers.

Understand the impact of AI.

Our research shows that 82% of business leaders will invest extensively in artificial intelligence (AI) in the next three years, yet only 17% are ready to manage workforce that comprises people, robots and AI. HR must be prepared to face these challenges: Adoption of AI, robotics and cognitive computing will have implications for organization design and will impact the talent needs of organizations — including talent sourcing and skills development.

Empower your people to drive digital transformation.

In a digital era, it’s easy to think technology is the key to competitive advantage. But great technology is not enough. Real growth depends on engaging and empowering your employees.

Businesses drive digital transformation by empowering their people.


By helping your people plan for the unknown, mitigate risk and thrive at work, your organization can respond to rapid change and ready itself for the future.

Your high-impact digital HR strategy starts here.
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