Gloat Adds Tools to Aid ‘Organizational Agility’

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Gloat expanded its portfolio with a set of products and services designed to help employers optimize their workforce for business performance. The company said its new Organizational Agility offering will provide organizations with a central platform to help them understand and manage their talent.

Built on the same platform as Gloat’s Talent Marketplace, Organizational Agility leverages data and insights from the platform, and offers new capabilities to inform strategic workforce planning and talent decisions.

Gloat expanded its portfolio with a set of products and services designed to help employers optimize their workforce for business performance. @Gloat_com #HR #HRTech Share on X

In the midst of Covid-19, employers have prioritized their talent needs, Gloat observed, noting that some 72% of CEOs say their company’s lack of critical skills is a key threat to their business growth. Meanwhile, many organizations lack the data and tools to take meaningful action to address such challenges.

Organizational Agility works with Gloat’s Workforce Engine, which includes the data, insights and AI layer behind the Talent Marketplace. With it, the Workforce Engine creates a single, harmonized data set. It then uses predictive models to match people to opportunities and recommend career paths. Now, the Workforce Engine is able to connect more data sources, including existing company skills data and market data on both skills and compensation.  

That expansion will be the foundation for Organizational Agility, which includes:

  • Skills Management Console: Allows users to create, view and manage skills information from any data source in one centralized location.
  • Job Architecture Management System: Creates and manages job architecture in real time, and provides real-time insights and recommendations to inform organizational, team and job design.
  • Workforce Insights: Helps monitor skill, job and talent trends. Also benchmarks against market data and presents information by department, location and opportunity type.
  • Ontology API: Connects third party or HR analytics platforms, harmonizes workforce data and uses or exports that data to create a consistent user experience and “talent journey.”

Gloat CEO Ben Reuveni called the Organizational Agility announcement “a critical step forward for Gloat as we build on the success of the Talent Marketplace to help businesses design the organization of the future.” In addition, he said, “[t]his expansion … reinforces our commitment to democratize career opportunities, as employees will have more accurate insight into their own skill gaps, competency needs and the opportunities available to help them achieve their goals.”

Developing an ‘Ecosystem’

Separately, Gloat announced a coalition of technology and services companies that will collaborate to help employers leverage talent marketplaces for different aspects of workforce management.  

Called the Anything Workforce Ecosystem, the effort is a response to organizations’ need to look beyond their core HCM suites to find solutions that address emerging workforce needs, Gloat said.  

The ecosystem brings together capabilities from across the HR technology and consulting industry, from recruiting and learning to performance management, rewards, people analytics and human capital consulting.  

Among the ecosystem’s early members are Visier, Workhuman, Beamery, Udemy Business, SmartRecruiters, Culture Amp, CoachHub, Lever and Deloitte.

“Talent marketplaces are quickly emerging as one of the most prolific producers of people data in the enterprise HRIT stack,” Visier Vice President of People Analytics Ian Cook said in a comment provided by Gloat. He sees the combination of a talent marketplaces like Gloat and an analytics platform like Visier as helping enterprises “achieve real business agility and better people outcomes.”

Brian Hershey, Gloat’s head of enterprise strategy, described the ecosystem as “an open and continuously expanding community.”  

Image: iStock

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