Posters
Come meet the poster presenters to ask them questions and discuss their work
We would like to invite you to come and see the posters at our upcoming conference. The posters will showcase a diverse range of research topics, and will give delegates an opportunity to engage with the authors and learn more about their work. Whether you are a seasoned researcher or simply curious about the latest developments in your field, we believe that the posters will offer something of interest to everyone. So please join us at the conference and take advantage of this opportunity to learn and engage with your peers in the academic community. We look forward to seeing you there!
PO322: Mobilising Potential with Skills
Chris Tyler, Director, Reward Solutions - EMEA Energy & Commodities, Aon
Abstract
Thinking about the demand for certain skills, coupled with the longevity of these skills, is the key to a strong and resilient future workforce. Workforce demands are changing and as the market continues to evolve along with the way we work, the people and skills needed to move businesses forward competitively and successfully will also need to change. It's time for employers to come to terms with what skills among their workforce are no longer relevant or will soon become less so. The talent market in the renewable & wind energy sector has never been more competitive and with the combination of traditional organisations going through energy transition and looking to achieve net-zero, coupled with the significant number of start-ups and disruptors entering the market, firms are looking at how best to future-proof their workforce, fill the renewables skills gap in their businesses and build a more diverse talent pipeline. Along with cost optimisation and pay transparency, skills was polled as one of the top three concerns for energy organisations based on a recent Aon poll. Aon would be delighted to present on the future skills playbook we are working through with many clients focusing on how organisations can think about skills differently, how effective structures and frameworks can be implemented to create a skills taxonomy, to identify skills gaps (for now and for the future) and understanding what the blockers are to hiring top talent or from people moving from one role to other (e.g. moving from an oil & gas focus to a renewables/wind focus)
