WIDENING CAREER OPPORTUNITIES, BUILDING NEW CAPABILITIES

Re-skilling programs, digital upskilling and career development: Anticipating needed future skillsets to set-up a balanced training strategy that supports high potentials retention

• Synchronizing development programs’ design with the evolving needs of the company – no one size fits all (e.g. “technical experts” vs. “managers”)
• Glass ceiling vs. burn-out in fast pace development: Disengagement and risk of “Peter’s Principle” in SSC/GBS environment
• Leveraging on digitalization to create new roles and widen the scope of career opportunities
• Empowering employees with self-development programs in the background to deal with an increasing complexification of tasks and prepare for the transition of more strategic roles