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DTSTART:20261101T010000
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DTSTART:20260308T030000
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DESCRIPTION:As work changes faster than traditional job architectures can keep up\, more organizations are planning and deploying talent around skills rather than job titles. Done well\, skills-based systems can help leaders see capability gaps earlier\, move talent faster\, build rather than buy critical skills\, and open more internal opportunity. A skills-first model only earns trust when it functions as workforce infrastructure: connected to business strategy\, manager decision-making\, and internal mobility\, not just better matching.\n\nThis Session Will Examine:\n\n• What changes when planning\, mobility\, and investment decisions are made at the skill level rather than the job level.\n• How AI-driven skill inference and matching can improve visibility\, and where they can mask quality\, transparency\, and equity problems.\n• Forecasting emerging skills and capability gaps when job architectures lag the actual work.\n• Building internal talent markets that expand opportunity\, accelerate reskilling\, and support business priorities rather than simply reshuffling talent.\n• Balancing faster internal movement of talent against continuity\, engagement\, equity\, institutional knowledge\, and team performance.\n\n
X-ALT-DESC;FMTTYPE=text/html:As work changes faster than traditional job architectures can keep up, more organizations are planning and deploying talent around skills rather than job titles. Done well, skills-based systems can help leaders see capability gaps earlier, move talent faster, build rather than buy critical skills, and open more internal opportunity. A skills-first model only earns trust when it functions as workforce infrastructure: connected to business strategy, manager decision-making, and internal mobility, not just better matching.<br><br><strong>This Session Will Examine:<br /></strong><ul><li>What changes when planning, mobility, and investment decisions are made at the skill level rather than the job level.</li><li>How AI-driven skill inference and matching can improve visibility, and where they can mask quality, transparency, and equity problems.</li><li>Forecasting emerging skills and capability gaps when job architectures lag the actual work.</li><li>Building internal talent markets that expand opportunity, accelerate reskilling, and support business priorities rather than simply reshuffling talent.</li><li>Balancing faster internal movement of talent against continuity, engagement, equity, institutional knowledge, and team performance.</li></ul>
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SUMMARY:THINK TANK: Skills-First Workforce Strategy: AI\, Workforce Planning\, and Internal Talent Markets
DTSTART;TZID=America/New_York:20261028T130000
DTEND;TZID=America/New_York:20261028T134500
DTSTAMP:20260723T204109Z
TRANSP:OPAQUE
STATUS:CONFIRMED
SEQUENCE:0
LOCATION:https://us06web.zoom.us/j/2237646017
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