{"version":"1.0","type":"rich","provider_name":"Acast","provider_url":"https://acast.com","height":250,"width":700,"html":"<iframe src=\"https://embed.acast.com/$/6635a580b7ee620013820864/686cac0c7254eb1335329759?\" frameBorder=\"0\" width=\"700\" height=\"250\"></iframe>","title":"Data-Led Workforce Transformation at Nokia: Reskilling for 2030","thumbnail_width":200,"thumbnail_height":200,"thumbnail_url":"https://open-images.acast.com/shows/6635a580b7ee620013820864/1751942451365-cadb24d0-e58b-42ce-8edc-bd3de260230e.jpeg?height=200","description":"<p>Facing rapid shifts in software and network markets, Nokia Business Services built a workforce strategy that aligns talent, cost and growth through to 2030. VP HR Rosaria Bonifacio reveals how hard-nosed benchmarking, granular role mapping and scenario analytics clarified where to retrain, hire or automate. The session traces the journey from framing the financial case to creating a live plan for R&amp;D, services and sales, with governance that kept sceptical leaders on side. Participants will gain a clear view of the data, engagement and change levers that turned strategy into measurable capability gains.</p><p><br></p><p><strong>Why now?</strong></p><p><br></p><p>Telecom and tech firms face fierce competition, rising automation and scarce next-gen skills. To protect revenue and margin, leaders must decide whether to buy talent, build it or redeploy roles at pace. Nokia’s transformation shows how disciplined analytics can de-risk those decisions and create sustainable competitive differentiation.</p><p><br></p><p><strong>This conversation explores:</strong></p><p><br></p><ul><li>Linking workforce strategy directly to financial ambition and market positioning.</li><li>Choosing reference competitors and using cost-per-head and revenue metrics to set targets.</li><li>Deep-dive mapping of critical R&amp;D, services and sales roles and their skill evolution to 2030.</li><li>Evaluating reskilling versus acquisition using retrainability analysis, talent availability and automation impact.</li><li>Establishing a cross-functional steering group and feedback loops to secure leadership commitment and address resistance.</li><li>Monitoring progress through time-to-competency, critical-skill retention and efficiency KPIs.</li></ul><p><br></p><p><strong>Learn how to:</strong></p><p><br></p><ul><li>Apply external benchmarks to craft a credible, investment-ready business case for workforce transformation.</li><li>Design a seven-year strategic workforce planning framework that balances immediate needs with future capabilities.</li><li>Calculate retrainability and make data-informed build-versus-buy decisions for critical roles.</li><li>Set up governance and engagement mechanisms that maintain momentum and overcome stakeholder pushback.</li><li>Track transformation success with a concise KPI suite connecting skills, cost and business performance.</li></ul>","author_name":"People Analytics World"}