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Workforce Transformation Services
A human-centered approach to business strategy innovation
A business strategy focused on activating the workforce is essential to maintaining competitive advantage. By analyzing the changing nature of work against your business outcomes, we can work with you to compose the workforce required for your business to thrive. Our Workforce Transformation services help you reimagine your talent management strategies across leadership, learning, rewards, inclusion, performance management, career mobility, and talent acquisition.
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The 2024 Global Human Capital Trends report has been launched!
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Ways of Working
Flexibility is key to successful Ways of Working in critical aspects of your organization.
Discover new findings from the 2021 Deloitte Global Ways of Working Study to help you unlock success In your Ways of Working.
Transform work, workforce, and workplace with Deloitte
Finding the right tech talent
Is tech talent supply able to keep up with the demand? The rise of tech-fueled initiatives is powering new possibilities—but is making tech talent shortages a reality. In our tech talent report, we explore how you can position your organization to attract and retain top talent.
Deloitte’s 2024 Global Human Capital Trends
It’s time to trade in the rules, operating constructs, and proxies of the past. Prioritizing human performance can help organizations make the leap into a boundaryless future.
The Skills-Based Organization
A New Operating Model for Work and the Workforce
The most fundamental building block of work the job could be hampering many organizations. Instead, many are applying skills-based models to meet the demand for evolving business priorities. Download our research findings to explore how organizations are thinking about the move to skills-based organizations and how they are operationalizing it. Our quantitative and qualitative research—shares insights from 1,021 workers and 225 business and HR executives around the world.
How we help
Deloitte’s services and capabilities provide cross-functional solutions for Workplace Transformation that enable businesses to adopt an approach that allows for rapid cycles of experimentation while maintaining operational excellence. This approach is driven by collaboration across Human Capital, Technology, and Strategy & Operations (S&O) service areas. When coupled with a focus on diversity and inclusion, this collaborative perspective creates an opportunity for organizations to approach transformation with a holistic lens. We work alongside our clients to bring together experienced teams with extensive understanding of Workforce Transformation strategies to help inspire you to rethink workforce management for the future.
Our Workforce Transformation services
We help you look beyond traditional talent management approaches with Workforce Transformation services that inspire you to rethink workforce management for the future.
MAKING SENSE OF THE HUMAN SIDE OF BUSINESS
Reduce uncertainty and improve decision quality with Insights2ActionTM—a new free platform from Deloitte.
To harness the full force of what their people can do, organizations must continuously sense, analyze, and act on challenges at the shifting intersection of work, the workforce, and the workplace. Insights2ActionTM can equip you to guide your people and organization forward.
Experience Insights2Action™
Future of Work
Driven by accelerating connectivity, new talent models, and cognitive technologies, work is changing. Jobs are being reinvented, creating the “unleashed workforce”—where work is redefined to create new value and meaning for organizations, employees, stakeholders, and communities. Read more .....
Take a deeper dive
Read insights from Deloitte’s leading thinkers in Workforce Transformation, talent management, and the future of work.The C-Suite’s role in well-being
| Build trust in diversity, equity, and inclusion commitments Since the spring of 2020, many organizations have made public commitments to address societal disparity and injustice, and established or expanded diversity, equity, and inclusion (DEI) initiatives for their current and future workforce. After more than a year of accelerated efforts, the questions arise: Do workers trust their organizations’ commitment and efforts thus far? And how might this change going forward? |
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| The C-Suite’s role in well-being How health-savvy executives can go beyond workplace wellness to workplace well-being – for themselves and their people. |
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| Millennials and the “staying power” of pay Millennials may value culture, values and social impact, but when it comes to retention, none of these can compensate for low pay. |
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| How remote work is influencing what we buy Our latest consumer research explores the global state of working from home and how it’s shaping our purchase intentions. |
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| Workforce Experience by Design Deloitte's Workforce Experience by Design practice uses human-centered, equity-based design to understand workers like we do customers and design experience solutions that cultivate trust and loyalty. We define workforce experience as the sum of a human's lived experiences at work and how they feel about their organization. |
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| Build trust in diversity, equity, and inclusion commitments Since the spring of 2020, many organizations have made public commitments to address societal disparity and injustice, and established or expanded diversity, equity, and inclusion (DEI) initiatives for their current and future workforce. After more than a year of accelerated efforts, the questions arise: Do workers trust their organizations’ commitment and efforts thus far? And how might this change going forward? |
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| The digital workplace reimagined There’s more to the digital workplace than simply providing workers with online access to office applications. Read the Deloitte report, featuring Gartner® research, to learn more. |
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| A time for reflection, a time for reinvention The enormous health, economic, and humanitarian challenges of the past year have led to a Great Disruption that challenges leaders to reinvent their organizations, with an orientation toward sustainable growth, resilience, and purpose. |
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| DE&I is a business challenge. It’s a necessity Smart organizations don’t embrace diversity and inclusion programs just because it’s a nice thing to do. As global technology company SAP is finding, it’s about transforming the workforce to perform at its very best. |
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| Workforce ecosystems: A new strategic approach to the future of work Workforce ecosystems—comprising internal and external contributors—will be a prime feature of future workplaces. How can organizations adopt an integrated approach to managing their workforces? |
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| Work Disrupted The future of work swept in sooner than expected, accelerated by COVID-19, creating an urgent need for new maps, new mindsets, new strategies, and, most importantly, a trusted guide to help us navigate this journey. |
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| Collaboration at a distance A lot of work today simply can’t be done well without high-touch collaboration—a challenge when many people are working from home. New tools are helping. |
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| Exponential Professional: Shaping the future workforce In the wake of COVID-19, how prepared is your organization for an uncertain future? Learn how our Exponential ProfessionalTM solution helps companies navigate ambiguity and pave the way for the future workforce. |
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| Activating the internal talent marketplace Accelerate workforce resilience, agility and capability, and impact the future of work. |
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| Opportunity marketplaces Aligning workforce investment and value creation in the enterprise Organizational leaders and workers alike are frustrated with ongoing human capital investment initiatives. As organizations look for meaningful ways to invest in their workforces, new Deloitte and MIT Sloan Management Review research suggests that the most effective approaches have a common core opportunity. |
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| Workforce strategies for post COVID-19 recovery Insights for organizations moving beyond responding to the immediate crisis, towards strategies for accelerating recovery. |
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| Future of Work: Ways of working in uncertain times This perspectives piece provides insights for organizations that must explore new ways of working to sustain and thrive in uncertain times brought forward by COVID-19. |
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| Closing the employability skills gap: The answer is simpler than you may think Advances in AI, cognitive computing, and automation mean employers should equip workers with more than technical skills. Skills such as creativity, leadership, and critical thinking might be more important than ever. |
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| Redefining work for new value: The next opportunity Deloitte and MIT Sloan Management Review explore how organizations can rethink their approach to the future of work by shifting mindsets from redesigning jobs to redefining work to create new value. |
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| The alternative workforce: Creating value and impact through the alternative workforce To prepare for the future, organizations should build talent models that enable them to access and engage the full spectrum of talent, from traditional employees to alternative workers to robots. In particular, alternative ways of working are no longer anomalies, but mainstream and increasingly indispensable parts of how work gets done. This series explores topics essential to effectively tapping into the alternative workforce. |
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| Skills change, but capabilities endure Amid continuing skills shortages, a focus on cultivating underlying human capabilities such as curiosity and critical thinking can give companies a sustainable source of the talent they need. |
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| Rewards: Closing the gap With wage growth lagging behind inflation, many organizations are turning to noncash perks and programs to help drive worker retention and performance. But perks and pay aren’t what matter the most. |
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| Capital H podcast: Explore season three on the future of work Major dimensions of work, like how and where we work, are being affected by accelerating connectivity, new talent models, and the rise of cognitive tools. Listen to season three of Deloitte's Capital H Podcast to hear from how insurance and health care leaders are turning these future of work challenges into opportunities. |
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| Learning in the flow of life In a competitive external talent market, learning is vital to an organization’s ability to obtain needed skills. But to achieve the goal of lifelong learning, it must be embedded into not only the flow of work but the flow of life. |
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| What is the future of work? Forces of change are affecting three major dimensions of work: the work itself, who does the work, and where work is done. To create value from these changes, organizations should take a broader perspective. |
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