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Mercer Skills-Edge Suite
With transformation an everyday reality, the opportunities around skills-based talent practices are unprecedented. Without accelerating progress on their skills agenda, organizations won’t have the talent to take advantage of emerging new jobs. Leading companies are re-inventing their talent and reward programs around skills.
Career development/pathing
Enable employees’ ownership of their careers through skill mapping and adjacencies, which shine a light on actionable career paths
Talent acquisition
Select candidates based on skills, using AI-driven skill inferences and simple digital assessment tools to improve the quality of the process and the candidate experience
Performance management
Know that agile environments require rapid, multi-sourced performance feedback and assessment, so skill proficiency and development activities are even more critical
Strategic workforce planning
Apply internal and external supply and demand skills research data and devise plan to close skills gap
Skills assessment
Measure skills and capabilities objectively for talent acquisition, development, succession or a broader people strategy, based on your skill framework
Reskilling
Conduct rapid reskilling, targeted by robust assessment capability, without laborious current state analysis
Pay-for-skills
Invest in future skills and reinvent pay programs with AI-driven pay decisions based on skill demand, supply and criticality
Succession planning
Ensure succession pools are informed by individual skills to expand potential talent pipelines and avoid job structures that may limit diversity
Internal talent marketplace
Deploy talent to gigs, projects, experiences based on skills supply and demand, promoting internal mobility and diversity of thinking and experiences across the organization
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