Ўзбекистон иқтисодчилари XIII форуми

3.
 
Up skilling talents. 
PwC questioned 5,050 CEOs worldwide about their intentions to 
respond to emerging risks, alter their business model, and build a mor e prosperous future one year after 
COVID-19 pandemic (PwC, 2020). A result of this study reveals that an upskilling current employee 

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79 
provides “building confidence in an uncertain world”. Carol Stubbings, Joint Global Leader for People and 
Organization, Partner, PwC UK declared, “Companies need to invest in their people. That’s how many 
companies will survive this crisis and become stronger.” (ibid) 
 
4. Employee Experience. 
Employee experience refers to all an employee sees, feels, and engages 
with while working for a business. Enhancing the work experience can assist companies in attracting and 
retaining talent. It can be measured through survey on quarterly, annual or bi-annual bases. (LinkedIn Talent 
Solutions, 2020). This can result significantly increase job satisfaction and happy employees can make 
customers happy.
5.
Reverse mentoring. 
Generation Z, Generation X, Millennials and baby boomers often work 
together in one organization and even in one department. It is a massive blend of different experienc es and it 
can lead to avoid generation gap and misunderstanding among employees. 
Reverse mentoring
can be a 
solution in this case. It is a notion where baby boomer can have mentors from Gen Z and wise versa, so that 
people can learn from each other. Gadomska-Lila (2020) revealed that reverse mentoring is “an efficient tool 
for sharing knowledge, creating engagement, developing leadership and, first and foremost, building 
intergenerational relations based on mutual acceptance”. 
Conclusion and Recommendations. 
As a final point, businesses in new realities of post pandemic 
world will need to discover new methods to listen to their employees, analyze their behaviors, enhance their 
progress, and recognize their talents since these elements define the future of company sustainability. 
Companies operating in Uzbekistan can use above-mentioned trends of talent management to make best use 
of current demographical dividend of the country to attract and retain local talents. The following 
recommendations are given for companies to take into consideration.
People Analytics
-Initially, before launching full-scale people analytics, pilot version it is 
recommended to test pilot version. While using people analytics, employee personal data have to be treated 
with caution by taking into account all data security measures and possible cyber threats.
Internal Recruitment -
Company managers are recommended to recruit and promote current 
personnel before attracting for talents from outside of the organization (Priyanto et. al, 2021) 
Upskilling talents
-
upskill employees for in-demand roles by organizing planned trainings according 
to 
company 
objectives 
and 
revealed 
skill 
gaps 
based 
on 
people 
analytics.
Employee Experience –
suitable strategy for employee experience enhancement have to be developed in 
partnership with current personal of the company to meet their needs and expectations. 
 
Reverse mentoring- 
This method can be used to encourage intergenerational informal relationships 
as up skilling and team building activities and gives opportunity to share employee knowledge and 
experience within an organization.