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In case you missed it last week... Introducing Skills Canvas, our proven framework that helps you close skill gaps, upskill and future-proof your organisations. It's a practical data-driven framework that transforms how organisations identify, develop, and deploy workforce capabilities in today's rapidly changing landscape. It’s easy to implement. There is no software to install or maintain and no long-term commitment. You can start with one team to see measurable results in just 6 weeks. Our partnership with Pearson, the world’s lifelong learning company leverages a vast skills ontology; a library of specialist skills across all industries, sectors and job families.      Skills Canvas empowers you to identify and close critical skill gaps, creating a workforce ready for the future of work. Providing comprehensive solutions to develop the talent your organisation needs. Interested to learn more? In this carousel, we outline the Skills Canvas Framework. It walks you through the 6-step process showing exactly how we help organisations improve their bottom line through better workforce capability. Want a preview? Take your FREE mini assessment specifically for HR leaders like you here: https://lnkd.in/dYbTn92d Ready to turn skill gaps into your competitive advantage? Book a call now! #SkillsAssessment #GapAnalysis #StrategicWorkforcePlanning #FutureofWork #LearningandDevelopment #HumanResources #SuccessionPlanning #TalentStrategy #AI #TalentShortage ------------------------------------------------------------------------------------------------------------------------------------ I help HR leaders' close skill gaps, upskill and future proof their organisations using practical, data-driven approaches that deliver measurable business results.

Future-proofing your workforce has never been more important....take a look at Skills Canvas

Skills Canvas is here!!

Are You Training in the Dark? 🔍🤔 Are you spending money on training without knowing if it addresses critical skill gaps? Organisations that roll out training programs which are not linked to business needs are wasting resources. If you want to make sure that your training programs deliver ROI here's what I suggest: ✅ Start with a skills assessment, mapping the skills needed to your business strategy. You'll gain absolute clarity on the key areas that drive success. ✅ Analyse the skill gaps and risks to highlight the impact they may have on business performance. You'll be able to identify the highest priority gaps to be addressed. ✅ Create a learning and development plan, to determine the specific upskilling and training programs to be implemented. By following these key steps, your training budgets will target priority skills, learning becomes measurable, and employees engage with development that addresses their actual needs. And when your CFO calls to review your training budget, you'll be able to justify your training investments. No more guessing, just clarity, control and the recognition that comes with driving real results. If you need help demonstrating the ROI of your learning and development plans, DM me. 📩💡 #SkillsAssessment #GapAnalysis #StrategicWorkforcePlanning #FutureofWork #LearningandDevelopment #HumanResources #SuccessionPlanning #TalentStrategy #AI #TalentShortage ........................................................................................ I help HR leaders' close skill gaps, up-skill, and future proof their organisations through practical, data-driven approaches that deliver measurable business results.

As proud supporters of the Careers Service, University of Oxford Micro Internship Program, JBC hosted two exceptional students, Samkeet Shah and Iris Han, over the past weeks. Both interns made valuable contributions to our consultancy, bringing fresh perspectives and enthusiasm to their work. As they return to their studies at the University of Oxford, we want to express our sincere thanks to Samkeet and Iris and wish them continued success in their academic pursuits. #UniversityofOxford #Internship #EarlyCareerTalent #ConsultingCareers #JBC

Is your performance management process stuck in its own bubble? 🔄💭 Organisations often talk about integrated talent strategies, yet the performance management process works in isolation. Working with companies of all sizes, I see this a lot, it feels like they're operating in separate worlds. Here's the hard truth: managing performance without understanding your organisation's skill gaps is like trying to find your way without a map. You might be moving, but are you heading in the right direction? This is what I see: 1️⃣ Your managers are having performance discussions without understanding the specific skills gaps affecting their teams.  2️⃣ Your L&D team is creating training programs that doesn't address the real performance needs.  3️⃣ Employees are receiving generic development plans that overlook the critical skill requirements. Imagine a scenario where those conversations go from being vague to focused on building specific skills. Development plans become personalized, targeting exactly what's needed for success now and in the future. And let's not forget about succession planning! By identifying and nurturing the right skills in your team, you're not just boosting performance; you're also paving the way for your future leaders. The best organizations are making this connection. They're ditching those outdated annual performance reviews and opting for ongoing, skill-based conversations. Managers are getting real-time data about skills, which means they can have meaningful conversations about development. Plus, they're creating a shared language around skills that connects what employees want with what the organization needs. In today's AI driven world, where existing skillsets are becoming outdated...how long can you afford to operate in this way? ⏳ Let's chat! Drop a comment or reach out directly, and let's explore how we can work together to create a more integrated, skills-based approach to performance management. 💬 #StrategicWorkforcePlanning #FutureofWork #LearningandDevelopment #HumanResources #SuccessionPlanning #SkillsMappingandGapAnalysis #TalentStrategy #AI #TalentShortage   

Is your skills strategy ready for the AI revolution? HR leaders let's be honest: your talent frameworks were designed for a world that no longer exists. While you're perfecting your strategies, AI is automating repetitive business processes, rewiring the way we work, and the skills needed.  The gap between your workforce's current skills and capabilities and what they need now, and the future is much wider than you think. We recently worked with a global organization, researching and defining the skills required for the future of work. The process involved wide scale engagement with over 6000 staff at all levels in the organization to arrive at tangible and practical skills. Here’s a sample of the skills developed and now being integrated into the talent strategy. 1️⃣ Using AI tools and digital platforms to collect information  2️⃣ Using AI-powered tools and platforms to automate data analysis   3️⃣ Applying prompts to improve the quality of reports and data  4️⃣ Analysing data, identifying trends, patterns and anomalies These are practical skills that can be applied on a daily basis. Clear, actionable and measurable. If your skills initiatives are only focused on technical certifications, you're fighting yesterday's battle.    The most forward-thinking HR leaders aren't just mapping current skills against future needs - they're completely reimagining the human technology interface with greater focus on developing critical thinking and problem-solving capabilities within the workforce. Read our insight, "The AI Revolution: Reshaping How We Work" to learn more: [https://lnkd.in/epqfnR9q] #StrategicWorkforcePlanning #FutureofWork #LearningandDevelopment #HumanResources #SuccessionPlanning #SkillsMappingandGapAnalysis #TalentStrategy #AI #TalentShortage 

How are you navigating talent shortages? I'm sharing a recent conversation with our client a Chief People Officer (CPO) within the telecommunications sector. 💡 "The statistics are eye-opening—58% of HR leaders citing skills shortages as their primary challenge, and 44% of core skills changing significantly in the next five years. I stated. "The talent shortage isn't just another HR challenge - it's become our most critical strategic business issue," says the CPO. We're all fishing in the same talent pool, competing across industries and geographies for specialized talent. Turnover costs are higher than we realized, impacting recruitment expenses and we're losing institutional knowledge with each departure. 💡 How has this impacted your talent strategy?" "It's completely transformed our approach. We've moved from reactive recruitment to proactive skills development. The traditional hire-and-replace model simply doesn't work in today's environment. Skills mapping and gap analysis has become our cornerstone strategy, we started by creating a comprehensive skills inventory across the organization, identifying both technical competencies and human capabilities like adaptability and collaboration." 💡 "What surprised you most during that process?"  "We discovered incredible talent hiding in plain sight! Engineers with advanced data visualization skills, and so many other capabilities that weren't being utilized” This is how we did it. ☑️ Documenting existing skills across the organization  ☑️ Identifying critical skills needed for 2-3 years ahead  ☑️ Pinpointing the most significant skills gaps  ☑️ Determining which skills to develop internally versus recruit "The most valuable outcome has been our personalized learning pathways. Each employee now has a development plan that addresses their growth aspirations and our organizational needs."  💡 "Has this approach produced measurable results?"  "We've reduced external hiring costs by 22% through internal mobility, decreased time-to-productivity for new roles by 35%, and our retention rates have improved significantly. Most importantly, when market demands shift, we can rapidly redeploy talent rather than start the recruitment process from scratch." For HR leaders beginning this journey, the CPO recommends: "Start small—perhaps with a single department—and build from there. Engage leaders early, as they'll need to champion the skills-based mindset. And communicate transparently with employees about how skills mapping benefits their career development." 💡 "Any final thoughts for HR leaders facing talent shortages?"  "View this challenge as an opportunity to fundamentally rethink your talent strategy. Skills mapping isn't just about filling gaps; it's about creating an adaptive, future-ready workforce. #WorkforcePlanning #FutureofWork #LearningandDevelopment #HumanResources #SuccessionPlanning #SkillsMappingandGapAnalysis #TalentStrategy #AI #TalentShortage

"Won't AI replace data analysts?" It's a question I hear often in my role. The reality? AI has made my work more impactful than ever. In my daily work within JBC, AI has become my powerful ally. While it processes thousands of data points in minutes, my role has evolved to focus on what machines can't replicate: cultural intelligence and human insight. Take a recent project: AI helped analyze vast amounts of workforce data, but it took human expertise to understand why certain skills that looked perfect on paper wouldn't work in local contexts. My value isn't in crunching numbers anymore – it's in bridging the gap between AI-driven insights and real-world implementation. Today, I'm not just a data analyst; I'm a: ➡️ Cultural interpreter translating data into relevant solutions ➡️ Strategic advisor ensuring AI serves client goals effectively ➡️ Trust builder between technology and stakeholders ➡️ Storyteller turning complex data into compelling narratives for change The future of data analysis lies in this sweet spot – where AI capabilities meet human insight. Bhakti Madanal is excited to be at this intersection, helping organizations create more impactful, culturally relevant solutions. #DataAnalysis #AI #DataScience #BusinessTransformation

Ajani Palmer's New Chapter at JBC! Ever wondered how managing the nuts and bolts of a business could lead to spotting golden opportunities? Here's my story of unexpected transitions and exciting new horizons... Big changes for me at JBC! After managing our day-to-day operations, I've stepped into an exciting new role as Business Development Executive. My journey here started in the thick of things - handling our tech migration, taking care of HR, and working with our partners on finance and IT. It turns out that getting to know our business inside and out was the perfect foundation for what came next. These days, you'll find me exploring opportunities to grow our business and boost our revenue. I'm diving deep into lead generation; discovery calls and putting together proposals that demonstrate our impact. One of my favorite parts? I get to work with amazing students from Oxford University's Micro Internship Programme and Activate Learning's T-Level program. It's incredible to see how their fresh ideas and energy add a new dimension to our work. The Oxford interns jump into week-long projects that make a real impact, while our T-Level student is becoming an essential part of our business development team. Moving from operations to driving growth has been quite the adventure, and I'm just getting started. Really excited to see where this journey takes us! #CareerGrowth #BusinessDevelopment #TransferableSkills #ProfessionalDevelopment