What does the future hold for automation? One thing is certain: We’ll have to learn new skills. Skills to deal with change, for jobs we don’t even have an idea about today.
The Manpower Group, the world’s largest employment services provider, asked 18,000 employers in 43 countries from 6 industrial sectors what these skills could be, what activities we would have to perform and what the working world could look like in the near future.
The main difference in employment now is that the life cycle of skills is shorter than ever before, and changes are taking place on an unprecedented scale. The impact may be hyperinflated today, but as the cost and complexity of implementing technology decreases, the speed of change will only continue to accelerate.
And yet: New technologies can be expensive and require people with expertise. Employers are therefore reluctant to say “hello automation, goodbye workers” with full vigour. Most employers expect a net gain for employees through automation and adaptation to digitisation. 83% intend to maintain or increase their headcount and train their employees over the next two years. Only 12% of employers plan to reduce the number of employees due to automation.
What about your company? Do you rely more on new technologies or on loyal employees who are willing to take further training?
Employability = willingness to learn new things
For people, employability – the ability to get and keep a desired job – no longer depends on what they can already do, but on their willingness to learn new things they don’t yet know about. The companies that can combine the right combination of people, skills, and technology are the ones that will persevere and win.
Take a look at your corporate structure: Who can do what and to what extent have you implemented new technical solutions? Is there a potential for improvement in one or the other area?
Know-how transfer from person to person
The future of work requires different skills, and employers need to focus more now than ever on retraining and education to cope with the current talent shortage and anticipate tomorrow’s challenges. Almost three quarters invest in internal training to keep their qualifications up to date. 44% hire additional skilled workers instead of replacing them, and more than a third persuade third parties or contractors to transfer expertise to their own employees.
Which talents do you promote in your company?
The Manpower Group has proclaimed the “Skills Revolution”. It requires a new mindset both for employers who are trying to develop a workforce with the right skills and for people who want to advance their careers. Educational initiatives to strengthen the talent pipeline are important, but are not the only answer and may take many years to bear fruit. Companies must play a role in improving people’s lives and being an important part of the solution.
TÜV Rheinland Academy can help you with this. We support you with tried and tested solutions for people in the workplace and in their professional environment. Speak to one of our experts today on how to best prepare your workforce for digital transformation:
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