Getting Reskilling Right

It is estimated that globally, organisations will need to reskill around 1 billion employees by 2030 as current jobs are transformed by new technologies.

 

What you need to know for the Future Job Market

Lifelong learning and continuous reskilling will become crucial as technology and industry needs evolve rapidly, ensuring that workers remain relevant and competitive in the job market.

 

Skills prioritised in 3 categories:

 

Social and Emotional Skills

Reskilling in social and emotional skills is crucial for enhancing Mental Health in the workplace. As industries evolve, employees must adapt not only to new technical demands but also to changing interpersonal dynamics. Programs that focus on developing emotional intelligence, empathy, communication, and conflict resolution skills can empower employees to manage stress, advance collaboration, and build resilience. Integrating social and emotional skills leads to a more adaptable, engaged and productive environment.

 

Advanced Cognitive Skills

Advanced cognitive skills such as Critical Thinking, Project Management, and Creativity enables individuals to analyse complex information, make informed judgments and develop innovative solutions to challenges. Cultivating these skills through continuous learning and intellectual engagement can lead to enhanced performance, greater adaptability and overall intellectual growth.

 

Technology Skills

Technology skills are essential in today's digital world, encompassing a range of competencies from basic digital literacy to advanced technical expertise. These skills enable individuals to effectively use, manage and create technology, enhancing productivity and innovation. Proficiency in technology ensures adaptability, making it a crucial asset for success for a modern workforce.

 

Reskilling Strategies

Obviously, all employees will not need all prioritised skills, so companies need to apply a logical approach to determining who needs access to what skill development.

 

Step 1: Workforce planning to assess the skills gap

• Assessing demand /need.
• Determining the current supply of specific skills – FPD is in a fortunate situation that we have employees with all the desirable skills.

 

Step 2: Develop a reskilling strategy

• Design a portfolio of initiatives to close the skills gap.
• Design learning infrastructure.

 

Step 3: Deploy reskilling at scale

•  Provide online learning hubs.
• Delivery skills transformation at scale.
• Implementing dynamic tracking of workforce and impact.

 

Take-home message

In the final analysis the obligation rests with the individual to realise that they need these skills. The 4^th IR is both an opportunity and a threat. Automation will destroy many low skilled level jobs, but it also has the potential to reverse decades of low productivity and slow economic growth. Continuous learning has become a survival tactic. FPD is willing to help you prepare for the future it is now up to you to seize the opportunity.

 

Staff Writer