How will LinkedIn promote the global development of Chinese enterprises?, From "Going Global" to "Entering Global" Organizations | Skills | Enterprises
On July 20th, the LinkedIn China 2023 Globalization Summit was held in Shanghai. The newly appointed General Manager of LinkedIn China, Wang Qian, announced that the LinkedIn learning solution has officially landed in China, and also stated that LinkedIn will continue to strengthen the globalization business of Chinese enterprises and deeply cultivate the Chinese market.
The resurgence of globalization is driving Chinese enterprises towards a new stage of growth on the international stage. However, in the context of rapidly changing skill demands, significant changes in the labor market, and economic instability, how can Chinese international enterprises accurately identify and fill the gap in key skills? How to stimulate talent potential through learning and development, and build a global learning organization?
The newly launched LinkedIn learning solution in the Chinese market can provide enterprises with a one-stop, intelligent global skills enhancement platform to address the new challenges faced by organizations and talents. By empowering employees to build skills that adapt to future competition, it helps organizations achieve endogenous evolution and continuously grow globally.
Wang Qian said that LinkedIn will focus on ToB business in China. Through LinkedIn talents, marketing solutions and the latest learning solutions, LinkedIn will help Chinese enterprises realize "internationalization of talents", "globalization of brands" and "lifelong learning", thus enabling Chinese enterprises' global thinking and localization operation capabilities in both directions and escorting the global development of Chinese enterprises from "going out" to "going in.
Meng Meng, founder of McKinsey MacMansion School and Global Vice Managing Partner of McKinsey, based on McKinsey's exclusive data analysis of 1800 companies from 15 countries around the world, emphasized the importance of building a "talent and performance balanced enterprise" in his speech. Meng Meng stated that this type of enterprise has obvious advantages in stabilizing income, improving organizational resilience, expanding organizational scale, and helping employees develop upwards. It also performs more steadily in talent retention.
Compared to information such as educational background, job titles, and work experience, the "vocational skills" possessed by talents are a more dynamic and detailed dimension. Since 2015, the skill mix for various positions has changed by about 25%, and this number is expected to double by 2027.
The age of "skill is king" has arrived. "LinkedIn Learning Solutions Market Research Insights" shows that nearly 90% of Chinese companies agree that "skills will become the currency of the future workplace. With the dynamic change of job requirements and the enhancement of compound type, more enterprises begin to adopt more efficient and innovative talent selection methods.
Under this new recruitment trend, the organization and talent development of enterprises face multiple challenges. In addition to the need for precise and efficient talent recruitment through skill tags, it is also necessary to consider how to carry out internal training according to needs in order to improve the comprehensive skills of employees, improve satisfaction and retention rates.
According to LinkedIn data insights, 93% of organizations have concerns about employee retention, and "providing learning opportunities" is the number one way organizations promote employee retention. Employees want to "learn towards career goals", which is the primary motivation for employees to learn. Compared to other age groups, employees aged 18-34 value career growth, learning and skills development opportunities the most.
All courses at LinkedIn Learning Center include standardized skill labels, allowing employees to easily find learning content that meets their career development needs. Meanwhile, skill oriented personalized learning assessments and recommendations can help employees plan career paths, improve job satisfaction, and promote talent flow within the organization.
LinkedIn naturally possesses genes to help Chinese companies enhance their globalization skills. Based on over 930 million member profiles and over 14 million job posting data, LinkedIn Global Skills Insight can provide coverage of 39000 unique skills, support for 18 languages, and continuously update these data, which can truly and prospectively reflect the skill change trends of global organizations and talents, providing real-time and effective data support for the internationalization development of organizations and talents.
It is precisely based on the global skill insights of the LinkedIn platform that LinkedIn learning solutions can generate two-way value: internally, it can help companies build learning organizations, empower internal employees for career development, enhance internal personnel mobility, and achieve cost reduction and efficiency improvement in organizational optimization; Externally, by tracking changes in key talent skills, we provide companies with globally forward-looking skill strategies to help expand business boundaries and achieve growth.
It is reported that since entering the Chinese market in 2014, LinkedIn has been empowering Chinese companies to go global, successfully helping a large number of outstanding enterprises to enter the global stage. Over the past 9 years, LinkedIn has served over 1000 leading Chinese companies and assisted them in expanding globally. 70% of China's top 100 international companies have chosen to engage in deep cooperation with LinkedIn.