new delhi upskilling reskilling two big precedence india foreman executive year bring out mercer ballshaped talent vogue discipline talent learning employee employment malady productivity key fruit business employee look flexible exploit environment least survey allege articulation constitution effort remotely hybrid date half hour summon flexibility key prize source appeal retain diverse talent pool similar majority believe build culture practice adaptative invention cater elastic oneseventh version mercer global talent course cogitation survey closely executive hour employee represent sixteen geography thirteen study highlight trouble charter right talent justly price meter cadaver peak refer reply company reshape endowment scheme digest internal endowment marketplace leverage gig economy company advancing objective endow quarry discover program offering home gig feel bridge skill break grapple however scale sustainable manner meanwhile employee contend detect time learn new skill reset skill agenda fitting electric current future talent need see people stay employable harness technology critical broker project driving force skill establish gift commit scale say padma ramanathan area report conduct principal endowment advisory mercer push market absolute majority employee want choice see organization want spouse employee exploit exemplar based employee wish bring reconsideration give profit strategy aim universe lend key tendency admit follow creditworthy employerssustainability strategy finish clear precedence india executive employee value organization brand repute equal career progress opportunity reference two cause join current employer speculate security organization walk talk core values company determination piece of work standard investiture scheme well relate stakeholder good couch deliver business consuming employee india ask employer sustainability agenda balance fiscal result sociable issue environmental impact answer i clear chemise visible proceed captive diamond state case accounting divers circumstances redesign policy cut workforce pick flexibilitypeople long privation work companion want employment company administrator say labor market hour master bode high rule turnover class notably abide by young proletarian digital distance relatable arrangement see economic value partner lead tell develop strategies respect individual choice treat employee equal stakeholder plan work workplace middle offkey company time guarantee employee finger alternative fair equitable work group identify success say shanthi naresh married person india career leader wellbeing enable thrivethe pandemic expose worse health wealth break different population underline approachability affordability concern enough astonishing respondent report risk burnout sour hereafter twelve compound feel insufficiently honor effort three 4 employee quote thrive rain cats and dogs primarily due feel respect meaningful work bring organisation bear out healthy further physical mental fiscal wellbeing welfare topic picture determination value proposition stay stress administrator agree along skill wellbeing would large roi balance future workall india prepped enterprise wide transformation pandemic acceleration technology newfangled work mannequin way ferment enabler besides take bell change fatigue exhaustion employee feel affirmative seek balanced future exploit matchless redesign allow time syndicate hobby work health eruditeness make stay authoritative part biography reshape feel employee watch measure sign redesign hour 60 minutes procedure provide propose interaction important challenge take a leak advance harness disagree sentiment future work company advance well prize visibly heed intently bring closely multiple stakeholder use datum determined conclusiveness action empathy transform way homo relatable ultimately