To remain competitive, react quickly to technological and economic changes, and become a future-proof organization, new skills and competences are needed.
Especially when you consider that by 2030, the World Economic Forum predicts that more than 1 billion people worldwide will need to be retrained. And we're not just referring here to learning technical skills.
By 2030, the World Economic Forum predicts that more than 1 billion people worldwide will need to be retrained.
Our vision of the future is constantly evolving. To respond, many companies are accelerating their digital transformation and developing new organizational structures, increasingly using algorithms, robotics, and AI. There's no getting around it: no matter what industry you work in, no matter how big or small your organization is, your people need to learn how to deal with these new technologies.
We talked about this latest trend with David Perring, Director of Research at Fosway.
Watch the full video interview below!
Are robots stealing our jobs? Should we be nervous that robots will soon take over our jobs? Ok, maybe it’s not quite as dramatic as that, but there is no doubt that technology is going to continue to drive drastic change in 2022.
The good news is: jobs may be disappearing, but it’s clear that more roles and functions will take their place . Jobs of the future will be much more about the new division of tasks and cooperation between people, machines, and algorithms.
There is therefore a need for organizations to respond proactively to this transformation, and to start retraining and upskilling their people sooner rather than later.
It's all about skills
Make no mistake, when we talk about learning new skills, it's not just about technical or hard skills. In fact, in the future, soft skills and emotional intelligence will be just as important.
Social, creative, and communication skills are crucial in the digital age, as is the extent to which people are able to learn and develop themselves. In short: the evolution in the workplace is moving towards a 'skills-based' economy .
This also means that the emphasis will be on other forms of collaboration. Instead of looking at traditional role divisions, it's about a combination of personality traits and individual talents that make teams successful. In other words, the power of diversity over hierarchy .
Another interesting development: not only the way we see collaboration but our entire vision of organizational structures and talent is also set to change. Blockchain may still be a technology that sounds a bit sci-fi to many, but it’s already being used to create portfolios for people to store their references and other skills-based information.
Talent mobility is also more discussed than everThe movement of employees and executives to the right jobs, at the right time, in a variety of different places and levels within the organization is becoming a new growth lever for organizations around the world.
We interviewed Global Reskilling & Upskilling Leader at Ikea, Jasper Schonenberg, for a recent episode of our podcast. Reskilling and upskilling are often talked about in the same breath. But they are completely different disciplines!
On this episode, Jasper talks us through how they are different, why they require very different approaches, and what companies should be focusing on for each.
Listen or watch right here, and head over to Apple Podcasts , Spotify to subscribe to our weekly podcast!
What does this mean for HR? So, learning is critical as we move into the future. Not only to survive as an organization but also to give people the opportunity to continue to develop and grow personally. To give them so-called 'ownership' of their tasks, their role, and their career path. But who takes the lead in this?
Reality has shown that there are budgets and learning systems available within organizations, but that people are often so caught up in their daily activities that they simply don't have time for them.
Here lies an important role for HR. The HR team needs to take the lead, initiate learning paths , and in doing so involve and make ambassadors of the right people within the organization.
Understand the talent you have in-house . Our Cegid Talentsoft Talent management module combines relevant data about your employees: from work experience and education to acquired skills and career plans. Focus not just on the high performers, but on each individual talent.
Make an inventory of which skills are available , which are missing and which ones you will use. Cegidt Talentsoft’s Talent Review module will help provide you with an overview.
Provide a clear learning strategy that’s future-oriented . With our smart learning and training suite , your training goals can be aligned with your organizational goals. What's more, they can be seamlessly integrated into your employee workflow.
Deploy our Talent Matching module to encourage internal mobility . 94% of employees stay on board longer when their organization offers them growth opportunities . Additionally, have a pool of internal and external talent to manage your succession planning. This will avoid any gaps popping up whenever someone leaves.
Always get the best out of your people , at every step of the employee journey. With our Performance module , you can map out everyone's ambitions and skills.
Finally: immerse yourself in the future of the labor market . What are the developments in 'The Future of Work'? In addition to determining where you’re going as an organization, you also need to take into account future trends in the labor market.
