Transformation demands deconstructing jobs to units of skill and updating talent models so skills become the basis for defining work, deploying talent, managing careers and valuing employees.
Making the move from jobs to skills affects how you approach workforce planning, reskilling/upskilling, performance management, your internal talent marketplace, succession planning, pay and talent acquisition.
Set up your organization for a successful future by implementing a robust skills strategy. By proactively filling skills gaps and paying for the skills most important to your organization, your team will become more agile, flexible and future-proof.
Balance your short-term tactical needs with longer-term transformational objectives with these flexible products under Mercer Skills-Edge Suite — Skills Library, Skills Pricer and Skills Pay Planner.
Understand the
skills needed to support
your future strategy
Re-envision your talent
supply to meet
business demand
Build a healthy and resilient talent ecosystem, with skills as the currency of the new model
In this interview series Jean Martin, Head of Products, Career Business, Mercer and Heather Ryan, Compensation and Rewards Product Leader, Career Business, Mercer talk to Binny Rieder, VP Global Compensation and Recognition, IBM and Anshul Sheopuri, VP and CTO Data and AI, IBM about the journey that IBM has taken to plan and adopt a skills-based pay approach in IBM.
Listen to the interview series to gain insights, and get started on your skills-based journey!
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