Skillsofts Global Knowledge Skills and Salary Report Finds Three in Four IT Departments Face Critical Skills Gaps OutBuro lgbtq professional entreprenuer networking online community gay lesbian queer

Skillsoft’s Global Knowledge Skills and Salary Report Finds Three in Four IT Departments Face Critical Skills Gaps

Gaps in IT staff skills causing increased stress levels and decreased productivity within organizations

BOSTON–(BUSINESS WIRE)–#LandDSkillsoft (NYSE:SKIL), a global leader in corporate digital learning, today released its annual Global Knowledge IT Skills and Salary Report, exploring the current state of skills gaps, training and development, compensation, and job satisfaction in the IT industry. Based on responses from more than 9,300 IT professionals, the report found that 76 percent of IT decision makers worldwide are facing critical skills gaps in their departments – a 145 percent increase since 2016. While still a significant challenge, this represents the second consecutive year of slight improvement (79 percent in 2019, 78 percent in 2020).

skillsoft navy

“Today’s digital-first economy has presented significant opportunities for organizations. However, it has also created a dire need for new skills in cloud computing, cybersecurity, AI, DevOps, and many other critical tech areas,” said Michael Yoo, General Manager, Technology & Developer, Skillsoft. “Gaps in skills don’t just disappear, they only grow wider if not properly addressed. While it is encouraging to see early signs of closing the gap, work is far from done. Organizations must place a bigger emphasis on investing in employee training, empowering professionals to earn new certifications, and filling vacant roles with diverse candidates.”

To continue closing the skills gap, understanding the reasons behind it, and its impact, is critical. As digital transformation accelerates, 38 percent of IT decision makers cited the rate of technology change outpacing their existing skills development programs as the primary driver, followed by difficulty in attracting qualified candidates (35 percent) and lack of investment in training resources (32 percent). In addition to the direct effect these gaps have on organizations’ bottom lines – IDC predicts the financial impact growing to $6.5 trillion worldwide by 20251 – respondents also said they increase employee stress (55 percent), make it difficult to meet quality and business objectives (42 percent and 36 percent, respectively), and create project delays (35 percent), among other challenges.

Of note, organizations are increasingly recognizing the role that professional development plays in combatting skills gaps and raising employee morale and retention, with 56 percent of IT decision makers saying they have a plan in place to train existing team members. And, given that 80 percent of IT professionals report a myriad of benefits after achieving new skills and certifications – including improved quality of work (49 percent), higher levels of engagement (32 percent), and faster job performance (27 percent) – providing upskilling opportunities is a win-win for both organizations and employees alike.

Additional takeaways from the Global Knowledge IT Skills and Salary report include:

  • IT staff crave learning and development and will move on if they are not getting it.

    • For the third consecutive year, respondents that switched employers within the past year cited a lack of growth and development opportunities as their top reason for doing so (59 percent), taking precedence over better compensation (39 percent) and work/life balance (31 percent).
    • When training, 66 percent of respondents said they prefer a formal, instructor-led approach, while the remaining third gravitate toward informal, peer-to-peer methods, underscoring the value of providing personalized and blended learning experiences.
  • Salaries are on the rise and opportunities exist for even bigger paychecks.

    • The average annual salary for IT professionals has increased across all regions. Aside from executives and those in sales, the higher-paying positions are in cloud, risk management, security, and IT architecture and design.
    • 52 percent of respondents said they received a raise in the past year, attributing the increase to a variety of factors including job performance, developing new skills, and obtaining industry certifications.
  • More IT professionals are certified than ever and are boosting the bottom line.

    • 92 percent of all respondents said they have at least one certification, a 5 percent and 7 percent increase compared to 2020 and 2019, respectively.

      • 64 percent of IT decision makers say certified employees deliver $10,000 or more in added annual value compared to non-certified team members, demonstrating the positive impact that investment in training has on organizations’ bottom lines.

Resources:

1 – IDC, IDC FutureScape: Worldwide Future of Work 2022 Predictions, Doc. #US47290521, October 2021

Research Methodology

The 2021 IT Skills and Salary Survey was conducted online from November 2020 through February 2021, yielding more than 9,300 responses globally from IT decision makers and staff. Distributed by Global Knowledge, technology companies, and industry associations around the world, the survey was made available in web articles, online newsletters, and social media, and tabulated using the Qualtrics XM Platform.

About Skillsoft

Skillsoft (NYSE:SKIL) is a global leader in corporate digital learning, focused on transforming today’s workforce for tomorrow’s economy. The Company provides enterprise learning solutions designed to prepare organizations for the future of work, overcome critical skill gaps, drive demonstrable behavior-change, and unlock the potential in their people. Skillsoft offers a comprehensive suite of premium, original, and authorized partner content, including one of the broadest and deepest libraries of leadership & business skills, technology & developer, and compliance curricula. With access to a broad spectrum of learning options (including video, audio, books, bootcamps, live events, and practice labs), organizations can meaningfully increase learner engagement and retention. Skillsoft’s offerings are delivered through Percipio, its award-winning, AI-driven, immersive learning platform purpose built to make learning easier, more accessible, and more effective. Learn more at www.skillsoft.com.

Contacts

Investors
James Gruskin

james.gruskin@skillsoft.com

Media
Caitlin Leddy

caitlin.leddy@skillsoft.com

Pandemic Drives Shortage of Technology Skills Officer OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Pandemic Drives Shortage of Technology Skills

Offering secure online exams will help certification bodies continue to increase the scale of their programs

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#Questionmark–The pandemic has caused employers to embrace digital technology like never before. But many are struggling to find the technical talent they need to make the most of it. Questionmark, the online assessment provider, can help certification bodies continue to help meet the demand for more technical skills by making it easier and more secure to test candidates online.

Researchers have cited a lack of tech talent as the biggest global barrier to the adoption of new technologies in the workplace.1 The number of job vacancies in the UK technology sector has reached its highest level since 2016.2 But attracting and securing technical talent has never been more challenging.

The increased demand for modern technology skills creates a huge opportunity for IT certification providers. Employers are looking to invest in a wider range of relevant skills and workers are recognizing the value of certifications to their career development. Certification bodies are helping to meet this increase in demand by scaling up their programs.

John Kleeman, Founder of Questionmark, said, “The pandemic has increased the scale of digital acceleration across the workforce. But firms can only take advantage of new technologies if their technical teams have the skills to make use of the latest innovations. And that talent is in short supply.

“Certification providers are working hard to help meet the skills shortage by offering more certifications and delivering them more quickly. A great way of reaching more candidates more quickly is to deliver secure online exams.”

Questionmark provides certification bodies with enterprise-grade technology that frictionlessly integrates all aspects of delivering an assessment into one platform. It is:

  • Adaptable and easy to use: it is easy to create content and adapt questions. The platform allows worldwide use and rapidly compiles results. Patterns and trends are easy to spot.
  • Secure online environment: the platform’s proctoring gateway enables the test setter to integrate the right anti-cheating solution, depending on the stakes of the assessment.
  • Frictionless: integration of ecommerce, reporting and digital badging for successful candidates is smooth and easy.

www.questionmark.com/questionmark-certification-hub/

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.zdnet.com/article/the-shortage-of-tech-workers-is-about-to-become-an-even-bigger-problem-for-everyone/
2 https://www.computerweekly.com/news/252502552/Tech-sector-hiring-reaches-highest-level-in-five-years

Contacts

For more information:

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

New Hires During the Pandemic Report Feeling Disconnected From Colleagues OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

New Hires During the Pandemic Report Feeling Disconnected From Colleagues

Personality Tests Could Help Bridge the Digital Divide Separating CoWorkers

NEW YORK–(BUSINESS WIRE)–Employees who started new jobs remotely during the pandemic are gradually adapting to the evolving fully remote and hybrid work environments, but many are struggling to make meaningful connections with colleagues, according to a recent survey of HR professionals conducted by Principles at the 2021 HR Tech Conference.

Ninety-four percent of HR professionals surveyed revealed they have onboarded new employees during the pandemic who have only interacted with their colleagues virtually and have not met anyone in person. Of these, 31 percent reported that while new hires are adapting in some respects, they are struggling to make connections with their coworkers. More alarming, 10 percent were unsure how these new hires were adapting in a virtual environment – highlighting a concerning disconnect between HR executives and the employees they onboard.

Onboarding and Remote Operating Strategies Throughout the Covid-19 Pandemic

When asked about pandemic and future operating models, the survey found that:

  1. Pandemic Operating Models: 44 percent of respondents’ companies operated fully remote throughout the pandemic; 36 percent followed an optional remote/in-office format; and 15 percent followed a mandated hybrid model.
  2. Future Operating Models: 49 percent of respondents are adopting an optional remote/in-office model for the future; 23 percent will be fully remote moving forward; and 19 percent will have a mandated hybrid model. Only six percent are requiring all employees to be on-site in the office.

“While workplaces quickly adapted to remote work at the start of the pandemic, no one was prepared for how long the pandemic would last and the permanent impact it would have on the workplace,” said Jeff Taylor, GM and Chief Customer Officer at Principles. “When hiring picked back up, HR professionals were faced with the challenge of welcoming new employees and integrating them into the company culture without ever meeting in person. The survey shows that we are now dealing with a workforce that is disconnected and disengaged due to the challenges of remote onboarding and operating. HR professionals need to find a way to fill in this gap or else they will run the risk of increased turnover at their organizations.”

As the majority of companies will operate with some remote work moving forward, the survey highlights the necessity for managers to be more aware of the disconnects that can occur in a remote or hybrid workplace between co-workers and the need to leverage new tools and strategies to help employees build better relationships.

Using Personality Assessments to Improve Employee Retention & Engagement

To gauge how companies have been dealing with this disconnect, the survey asked respondents if they have utilized personality assessments in the workplace for team building and management purposes. The survey found that:

  1. 54 percent of respondents believe that personality assessments help people understand their strengths and areas where they might improve, and;
  2. 48 percent said that they allow you to build better teams, however;
  3. 62 percent of those same respondents’ companies don’t utilize personality assessments.

“The truth is that employees feel disconnected, and companies are struggling to find compelling new ways to improve communication, engagement, and team-building to address this disconnect,” said Taylor. “Looking to the future, if organizations want to recruit and retain top talent, they should consider leveraging data-enabled tools to gain deeper insights into employee’s approaches to work, which can help to assemble the best teams and identify the most optimal staffing structures. Using Principles’ tools, organizations can empower all their employees – from CEOs to new entrants – to better understand themselves, understand others, and help others understand them.”

About Principles

Principles is a people management software company that offers an integrated suite of enterprise tools to help organizations improve employee, team and company performance. Its most recently launched product, PrinciplesUs, is a best-in-class personality assessment that provides deep insights into what individuals and teams are like, and how team members can use that understanding to improve their relationships and the ways in which they interact. Learn more at http://www.PrinciplesUs.com.

Contacts

Breanna King

Prosek Partners

pro-principles@prosek.com

70 Percent Of Younger Workers Have Forgotten How to Conduct Themselves in an Office OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

70% Of Younger Workers Have Forgotten How to Conduct Themselves in an Office

Recent studies revealing a “development dip” in worker skills are a signal for action, says Questionmark

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#LearningAndDevelopment–Studies of business leaders and younger workers have revealed evidence of a “development dip”, which left unaddressed, could result in a permanent loss of skills in the workforce.

Twin studies in the UK reveal the way the pandemic has harmed the professional development of 16–34-year-old workers.1 They follow global trends research, which suggests young workers have lost out on work during the pandemic. 2 Questionmark, the online assessment provider, says employers must act on the emerging evidence, to prevent a skills loss becoming a permanent feature of this cohort of the workforce.

In a survey of 250 business leaders at large companies, commissioned by LinkedIn, almost nine out of ten (87 percent) admitted young employees had suffered a Covid-related “development dip”.

A complementary survey of over 1,000 workers aged 16-34 found that two thirds (69 percent) believe their professional learning experience has been impacted by the pandemic. The effects could be long-lasting, with almost three quarters (71 percent) saying they had forgotten how to conduct themselves in an office environment. An International Labour Organization report found that the decline in employment rates among young workers was 2.5 times greater than that experienced by older workers.

John Kleeman, Founder of Questionmark, said: “To make sure the pandemic disruption does not lead to a permanent loss of skills, employers must tackle the ‘development dip’ head-on. Workplace training and development is an investment that brings a positive return to both employer and employee. Considering the extraordinary circumstances through which we are currently navigating, these studies will rightly be seen by many as a signal for action.”

As employers consider the impact of the pandemic on their staff, online tests and assessments can offer real information around development issues across their workforce. The results of the assessment reveal what kind of support is needed. Further assessments can check whether training and interventions are successful. With hybrid work patterns showing no sign of abating, senior business leaders have noted the benefits of online training, such as greater time and cost efficiency, the personal relevance of tailored coursework, and more modular content allowing workers to log on at times that suit them.

Find out more about online assessments can play a crucial role in addressing the “development dip”: https://www.questionmark.com

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 http://hrnews.co.uk/9-in-10-business-leaders-say-young-people-hit-by-covid-19-development-dip/
2 https://www.ilo.org/wcmsp5/groups/public/—dgreports/—dcomm/—publ/documents/publication/wcms_795453.pdf

Contacts

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

agilon health Names Mat Varghese as New Chief People Officer OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

agilon health Names Mat Varghese as New Chief People Officer

Varghese will lead employee development, growth & talent acquisition strategy at company transforming health care for seniors

LONG BEACH, Calif.–(BUSINESS WIRE)–agilon health (NYSE: AGL), the company transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients, has named Mat Varghese as its new chief people officer effective October 11, 2021.

Varghese will become a member of the executive leadership team, reporting to Steve Sell, CEO, and will lead the advancement and execution of agilon health’s employee development, growth, and talent acquisition strategy.

Varghese brings nearly 20 years of human resources leadership and experience in large public companies poised for growth including in the health technology sector.

“Mat has precisely the public company expertise and leadership experience we need to help agilon health meet its full potential, expand our partnerships with leading physician groups and improve the health of seniors across the U.S.,” said, Steve Sell, CEO, agilon health.

Varghese joins agilon health from R1 RCM, a leading provider of technology-driven solutions for health care providers where he served since 2017 as senior vice president of human resources. He also has held human resources leadership roles at Arthur J. Gallagher & Associates, General Electric, General Mills, and CompuSystems Inc. He earned a master’s degree in industrial and labor relations from Michigan State University and a master’s degree of social work from the University of Michigan.

“I am delighted to join the team at agilon health and advance the company’s growth, development and talent strategy during this pivotal time. As our country ages and the need for quality primary care services grows, agilon’s model will make a positive difference in supporting our partner physicians and the senior patients in their care,” Varghese said.

Varghese succeeds Chris Casler, who is leaving to pursue other opportunities. Casler’s work as chief human resources officer during the past two and half years helped position the company for success as it went public.

About agilon health

agilon health is transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients. Through our partnerships and our platform, agilon is leading the nation in creating the system we need – one built on the value of care, not the volume of fees. We honor the independence of local physicians and serve as their partners so they can be the doctors they trained to be. agilon provides the capital, data, payor relationships, executive experience and contract support that allow physician groups to take on the risk of total care for their most vulnerable patients. The result: healthier communities, and doctors who can devote the right amount of time with the patients who need it most. With rapidly growing appeal, agilon is scaled to grow and is here to help our nation’s best independent physician groups have a sustained, thriving future. Together, we are reinventing primary care. For more information about agilon health, visit www.agilonhealth.com and connect with us on Twitter, Instagram, LinkedIn and YouTube.

Contacts

Investor Contact:

Matthew Gillmor

VP, Investor Relations

investors@agilonhealth.com

Media Contact

Claire Mulhearn

VP, Corporate Communications

media@agilonhealth.com

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Lack of IT Talent Is Harming Tech Adoption

Certification bodies should speed and scale up programs to meet new demand

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#IT–A lack of talent is the number one barrier to firms embracing new technologies, according to a survey of IT executives.1 Certification bodies must increase the speed and scale of their programs to equip technology professionals with the skills to meet new challenges, says Questionmark, the online assessment provider.

Some 64% of IT leaders see the shortage of talent as the most significant barrier to the adoption of new and emerging technologies, according to a survey by research company, Gartner. This is a dramatic increase from 2020 when only 4% cited it as a major concern. It poses a more pressing problem than implementation costs (29%) and security risks (7%).2

The vast majority of leaders (75%) fear that the lack of talent risks the adoption of IT automation technologies that enable processes to run with minimal human input. A further 41% fear the talent shortage will slow adoption of digital workplace technologies like intranets and collaboration tools.3 A delay in the adoption of both will delay firms’ ability to maximize their productivity.

Neil McGough, General Manager of Questionmark, said: “The demand for advanced technology skills has never been greater. This means there is a huge market for certification bodies as employers look to upskill and incentivize their teams. To help equip people with the skills they need, providers must deliver their programs quickly and at greater scale. It is vital that they robustly assess candidates’ learning so that employers can trust the certification and the data they use to make decisions.”

Questionmark provides certification bodies with enterprise-grade technology that frictionlessly integrates all aspects of delivering an assessment into one platform. It is:

  • Adaptable and easy to use: it is easy to create content and adapt questions. The platform allows worldwide use and rapidly compiles results. Patterns and trends are easy to spot.
  • Secure online environment: the platform’s proctoring gateway enables the test setter to integrate the right anti-cheating solution, depending on the stakes of the assessment.
  • Frictionless: integration of ecommerce, reporting and digital badging for successful candidates is smooth and easy.

www.questionmark.com/questionmark-certification-hub/

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centres.


1 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption
2 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption
3 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption

Contacts

For more information:

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Gareth Streeter: gareth.streeter@fourteenforty.uk +44 7734 251 496

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Online Training Is Making Workplace Learning Faster and More Effective

Employers encouraged to continue to invest in online training

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#LearningAndDevelopment–New technologies are making workplace training more efficient, accessible and relevant than ever. Though social distancing measures are easing, employers should continue to invest in online learning to equip teams with the modern skills they need, says online assessment provider, Questionmark.

Many employers shifted training online when it became impossible to deliver face-to-face programs. And 18 months later, senior leaders have noted several benefits which make the case not to go back.

These include:

  • Efficiency – online learning cuts out travel time and can speed up delivery.
  • Personal relevance – online learning programs do not depend on a critical mass of employees coming together in one physical location. It is easier to tailor content to the needs of an individual.
  • Frequency and agility – the business environment is constantly shifting. Modular, bite-sized training is often more effective at equipping workers with the modern skills they need. Online training is easier to deliver in small, more regular chunks.
  • Flexibility – because participants do not need to travel to one place, people can log on at a time that suits their working pattern.
  • Cost and convenience – there are no time or travel costs, so workers don’t need to down tools while they travel to and from a physical center. Of course, this also saves on the environmental impact of such travel.

John Kleeman, Founder of Questionmark said: “Online training has emerged as a more effective way of upskilling team members and ensuring training is relevant to their constantly-evolving needs. It is essential that during and after the training, leaders test that people have learned what they should.”

By testing participants during and after the training, employers can be confident that it’s worked. Where participants are failing to grasp the subject matter, managers can provide additional support. By testing skills and knowledge before the training, leaders can make an informed call on which team members actually need it. Assessments can reveal individual areas of strength and weakness and ensure training is more tailored.

www.questionmark.com

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.

Contacts

For more information:

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Gareth Streeter: gareth.streeter@fourteenforty.uk +44 7793 021 607

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Five Crucial Questions for Hybrid Working

Firms are embracing hybrid working, but they must ensure teams have the modern skills to stay productive

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#Questionmark–Employers must act now to ensure staff have the modern skills to stay productive during hybrid working, says Questionmark, the online assessment provider. While firms are continuing to let staff work remotely for at least some of the week, most employees have noticed dips in their productivity.1

Hybrid working, with staff splitting their week between home and the office, looks set to form the future of work. Almost 40% of workers would consider quitting if their employer won’t allow some level of working from home, according to surveys.2

But new working arrangements are not without their challenges. Over half (54%) of employees report up to six instances of lost productivity due to network access issues according to research by security company, Entrust. Leaders cite home internet security and the leakage of sensitive company data as among their top challenges.3

As employers move toward hybrid working arrangements, Questionmark is encouraging leaders to ask five crucial questions.

  1. Do teams know how to stay safe? Human error contributes to 95% of cyber breaches.4
  2. Can teams collaborate digitally? Workers report that they spend, on average, 45 minutes a day searching for information between different systems.5
  3. Are workers communicating effectively? With some in offices and others at home, hybrid working creates new challenges.
  4. Are staff making the best use of new data? As we work more digitally, we generate more data. But this data can only be used to drive efficiency if workers know how to use and understand it properly.
  5. Can workers think critically? New ways of working create new challenges. Employers need teams who can get out of their silos, break down a problem into its component parts and come up with a workable solution.

John Kleeman, Founder of Questionmark, said: “Regular online assessments give employers real and reliable information on the strength of modern skills across the workforce. This will enable them to answer these five questions. With reliable data on staff skills they can anticipate problems, strengthen training and better support staff as they transition.”

www.questionmark.com

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.

1 https://www.helpnetsecurity.com/2021/09/01/hybrid-work-security-concerns/
2 https://www.bloomberg.com/news/articles/2021-06-01/return-to-office-employees-are-quitting-instead-of-giving-up-work-from-home
3 https://www.helpnetsecurity.com/2021/09/01/hybrid-work-security-concerns/
4 https://thehackernews.com/2021/02/why-human-error-is-1-cyber-security.html#:~:text=’Human%20error%20was%20a%20major,in%2095%25%20of%20all%20breaches.&text=Mitigation%20of%20human%20error%20must,cyber%20business%20security%20in%202021
5 https://apnews.com/press-release/business-wire/6b48dea3e4c7411fb5eedb1a0ebcd0ab

Contacts

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Vaya Vision Survey Reveals Significant Biases in Leadership Development and DE&I Initiatives

  • Wide gaps divide males and females in selection for career advancement
  • Lack of objective assessments jeopardize women and minority leadership growth
  • Perceptions of company DE&I commitment, connection and engagement differ between genders and races

CHICAGO–(BUSINESS WIRE)–Vaya Group, a global leadership development consultancy, announced key findings of its annual 2021 Vaya Vision Survey of more than 1,000 U.S. professionals. As businesses struggle with how to acclimate hybrid workers, develop valued employees and manage growing pressures to diversify their workforce, the results revealed insights into how today’s leaders should prepare for tomorrow’s world of work.

SO LI vaya vision2
VayaLogo

The Vaya Vision survey explored how companies are approaching Leadership Development (LD) programs, as well as how businesses are faring with their Diversity, Equity and Inclusion (DE&I) initiatives. In both cases, vast inequities persist and pose serious challenges to executive management.

LD Programs Show Gender Imbalance in Selection and Participation

When it comes to developing emerging leaders and high potential (HiPo) talent, the survey found that men have several advantages over their female counterparts. For example:

  • 22% more men than women participate in LD programs – that’s nearly a quarter more of the workforce.
  • 58% more women than men have to ask to be included in LD opportunities. The biggest group is women in upper management – 67% of who have to self-advocate for LD. This is followed by 50% of Asian women.
  • 40% more males than females are informally assessed for enrollment in LD programs, 39% more men are formally assessed, and 35% more men are selected by their managers.
  • 63% of emerging leaders are chosen based on subjective, biased and informal criteria vs. a professional, formal assessment.

“It’s concerning than females and people of color are so widely underrepresented for selection in LD programs and not given the same opportunity as men to fully develop their leadership skills. Many candidates are selected by their managers for LD opportunities based on similarities and a ‘looks like me’ approach – not by an objective, unbiased assessment,” said Paul Eccher, PhD, co-founder, president and chief executive officer, Vaya Group.

DE&I Deficiencies Lead to Misperceptions

Lack of a formal assessment process to identify and develop emerging leaders has a domino effect on the rest of the organization. When companies lack diversity in leadership, employees tend to develop skewed perceptions. This, in turn, impacts their sense of recognition, belonging and connectedness.

Here’s what the survey found:

  • Caucasian men are nearly twice as likely as other respondents (including women and minorities) to say that their organization visibly reinforces its commitment to diversity, and that diverse representation has increased.
  • Less than 1 in 4 minority respondents believe that promotions are based on objective measures. In particular, non-Caucasian women feel the most under-recognized for their work, starting with 24% of Asian females. This is followed by African-American women (19%) and Latino/Hispanic women (15%).
  • 40% of white men feel connected and engaged at their company compared to 28% of white women, 24% of Asian women and 13% of Asian men.

“One’s sense of inclusion and belonging is important to how employees perceive their value in the workplace, as well as how committed the organization is to their career advancement. As highlighted by this survey, there’s ample opportunity to create more sustainable pathways to DE&I success in leadership development. Organizations who ignore the perceptions and needs of their people now will likely struggle with a lack of diverse representation for years to come,” added Dr. Eccher.

Vaya Group is committed to helping businesses empower their HiPo employees to be future leaders with proven assessments, professional coaching and highly individualized virtual LD solutions like VayabilityTM.

For more information on the Vaya Vision survey, please visit: www.vayapath.com/vayavision.

About Vaya Group

Vaya Group helps the world’s leading companies identify, assess, cultivate and promote the talent needed to thrive in a competitive marketplace. Trusted by Fortune 1000 organizations spanning the globe and across industries, Vaya Group has provided assessment and coaching services to C-suite and senior executives, as well as managers and employees at all levels. Vaya Group was recognized on the Inc. 5000 annual list of America’s Fastest-Growing Companies. To learn more, visit www.vayapath.com.

Contacts

Staci Rubinstein

staci@outlookmarketingsrv.com
847.219.5742

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In the Wake of the Great Resignation, Gloat Announces Career Agility and Frontline Employee Offerings to Empower Every Employee to Advance Their Career

Using Gloat’s industry-leading AI, the new product offerings will help employees discover new career opportunities within their organizations and help businesses attract and retain the best talent

New Gloat Logo

NEW YORK–(BUSINESS WIRE)–Gloat, pioneers of the Talent Marketplace, today added Career Agility and Frontline Employee offerings to its portfolio of products to democratize access to career opportunities and put employees in control of their own growth and development.

These innovations arrive as businesses approach a crucial crossroads. Voluntary resignations have hit record highs with 4 million people leaving jobs each month from April through July. Studies indicate the trend may continue as 1 in 3 workers are currently considering switching employers. Employees are demanding change, and it’s up to businesses to meet them where they are — or risk losing talent to competitors that can.

As employees reevaluate what they’re looking for in their jobs and the directions they want their careers to take, organizations need to embrace new ways of working that make internal growth and development accessible to all employees.

Career Agility is designed to enable businesses to do just that. Instead of relying on traditional job architectures, Gloat’s artificial intelligence uses a combination of skills, interests, and job information to give employees real-time visibility and actionable tools to grow, upskill, and build their careers. And as job-specific requirements evolve and new roles emerge in an organization, the AI identifies these changes and dynamically adjusts its recommendations accordingly.

With this new offering, employees have access to Career Paths, which uses Gloat’s AI to present every employee with a variety of personalized Career Path options based on their unique skills and interests:

  • Popular: Career paths that others with similar profiles have taken
  • Desired: Career paths aligned to employees’ specific interests and goals, with recommended opportunities to support those transitions
  • Management: Career paths that help employees work towards leadership roles

If employees want to explore additional job opportunities, Gloat’s Path Navigator allows employees to search for any role within an organization and chart a personalized, step by step path to get there.

Gloat’s Career Agility also helps employees take action to bridge the skill and experience gaps they identify on their paths. Action-oriented Career Tracks provide a step-by-step guide for employees to reach their desired role or gain a specific skill, seamlessly integrating Gloat’s Talent Marketplace opportunities – Projects, Gigs, Jobs, Mentorships, Learning, and more – to help employees progress towards their goals. Career Tracks can be self-curated and directed or recommended to an employee by business and talent managers to suit their unique development needs.

Early adopters are already seeing impressive results. “For years, business and HR leaders have talked about this critical need to put employees in the driver’s seat of their own careers,” said Jean Pelletier, VP of Digital Talent Transformation at Schneider Electric. “With the addition of Career Agility to our Talent Marketplace, we are able to disrupt the way we develop our talent, unlock capacity and most of all, focus on the growth and empowerment of our employees. The internal response has been incredible, and the Schneider team is excited to continue pushing the boundaries of cultural and business transformation with our partners at Gloat.”

These innovations expand beyond desk workers, as Gloat is also debuting industry-first offerings tailored to frontline teams. Employees in these roles have the same desire for growth and opportunity, but they encounter unique obstacles such as connectivity barriers and job-specific time constraints. Gloat’s Talent Marketplace will now empower frontline employees to overcome these challenges by introducing micro-learning and on-the-job shadowing opportunities, all accessible from a mobile experience.

“We’re amidst a talent revolution right now,” said Ben Reuveni, CEO of Gloat. “The ‘Great Resignation’ is signaling that traditional career ladders and development models aren’t working, and employees lack support to navigate the career journey within their organizations today. With these offerings, Gloat is pushing the boundaries of what a career can look like and ensuring all employees, regardless of where they sit in the organization, have access to meaningful opportunity.”

About Gloat

Founded in 2015, Gloat is redefining the future of work with its mission to democratize career development, unlock skills, and help enterprises build a future-proof workforce. It pioneered the AI-powered Talent Marketplace being used by the world’s leading global enterprises today. The company was founded by Ben Reuveni, Amichai Schreiber and Danny Shteinberg and is based in New York, with offices across the globe and a large R&D center in Tel Aviv, Israel. www.gloat.com

Contacts

Lilly Savin

Lilly@bospar.com
561.932.3186