Asia Pacific Publications

2015

  1. Big Data Doesn't Mean 'Big Brother' (Implications for Asia)

    Human capital leaders in Asia should insist that their organizations build stronger capabilities in human capital analytics by reaching out to stakeholders, navigating data protection regulations, and garnering employee trust.

    (Key Business Issues, September 2015)

  2. Future-Skilling Assessment Guide: Building a Conversation about Talent with Key Executive Leaders

    This guide will help talent practitioners open a meaningful dialogue about talent and future skill building with key executives in the organization. This fillable form was created by the authors of The Conference Board Key Business Issues reports on Future-Skilling Your Workforce.

    (Key Business Issues, August 2015)

  3. Strategic Talent Development and Learning Assessment Guide for Practitioners

    Talent practitioners can use this fillable form to assess their organization’s learning and development environment as they leverage the Strategic Talent Development and Learning Framework, outlined in The Conference Board Key Business Issues reports on Future-Skilling Your Workforce.

    (Key Business Issues, August 2015)

  4. Results-Focused Execution Assessment Guide for Practitioners

    This assessment guide will help talent practitioners form an adoption strategy and an integrated talent management system, using a fillable form created by the authors of The Conference Board Key Business Issues reports on Future-Skilling Your Workforce.

    (Key Business Issues, August 2015)

  5. Strategic Talent Planning Assessment Guide for Practitioners

    This fillable form will assist talent practitioners in the strategic talent planning process, outlined in The Conference Board Key Business Issues reports on Future-Skilling Your Workforce.

    (Key Business Issues, August 2015)

  6. Future-Skilling Your Workforce: Implications for the CLO

    Acute talent shortages combined with declining productivity are requiring organizations to invest in future-skilling efforts. Chief learning officers need to tie learning programs to other talent practices and overall organizational strategies for maximum impact.

    (Key Business Issues, August 2015)

  7. Future-Skilling Your Workforce: Implications for the CHRO

    To keep pace with the changing business landscape, companies need to ensure employees have the right skills to meet long-term goals. CHROs can initiate this effort by looking at talent systems holistically.

    (Key Business Issues, August 2015)

  8. Future-Skilling Your Workforce: Strategic Overview

    For the past few years, companies have been facing talent shortages and declining productivity. They can mitigate these challenges by implementing a robust future-skilling program that is aligned with business goals.

    (Key Business Issues, August 2015)

  9. Future-Skilling Your Workforce: Leveraging People Strategies for Developing Future Capabilities

    Companies need to future-skill their talent to increase agility and better position themselves for a volatile future. The key is having a people ecosystem that focuses on integrating talent management systems holistically.

    (Key Business Issues, August 2015)

  10. Conference Board Economics Watch® Emerging Markets View

    There are strong headwinds ahead for major emerging economies.

    (Economics Watch Reports, August 2015)