We are part of one or another industry. We are either studying or looking for a job or in some job at a certain level or are in our own business. Do we see that ways of working in the industry to which we are serving today are the same as those that were 10 years back? Do we see changes in the planning, execution, observation and further optimizing the ways of working? If the answer is yes, then it is clearly visible that are accepting the change and understand such changes have a great and positive impact. We are heading towards digitalization, which is the future of work.
Think of where we want industry or our business to see in 10 years. Do we see it as is the way it is today? Do we wish to share the success stories of innovations, adaption to new technologies and growth of industry/business or we wish to share the sad stories of market recession, poor economy, unhappy employees, etc? What we think defines our roadmap and ultimately opens the roads of success and making our dreams come true. Hence, we must have a practical approach resulting in the future of work and success.
A study says that around 35% of the total employees in developed countries may need either to move themselves to new occupations or upgrade their skillsets to be at par in changing and growing industries. We are in a paradigm shift where industries are drifting towards digitalization.
Organizations have to act and become early adaptors and encash the talent that may help them lead in digitalized word rather they fall short of digital aspirants or say, future leaders. Such lose may impact the management as well on collaborations part with employees towards their aspirations as well with clients while taking up the business opportunities with them. Organizations need to understand that society is changing towards digitalization and they too have to change themselves if they wish to sustain. This is the future of work.
Digitalization or the pace with which technology is changing is resulting in risks like unemployment, inequality in salaries, etc. The best place to mitigate such risks is organization or industry itself. Organizations or industries need to put the effort in the upliftment of their employees by reskilling them and equipping them with new technologies. Organization or industry will only be beneficial once they transform their existing workforce. Every time is it not possible to hire talent from outside as it has major financial impacts as well. It is always advisable to look inside the organization and develop talent which they already have. Many an organization has already started with reskill programs within the organization. It is an opportunity to become a pioneer and lead the digitalization drift.
Employee transformation is generally done in three phases.
Organizations need to focus on their digital or automation needs and their future. This will help in identifying the talent gap through gap analysis. This exercise will help organizations in preparing the competency development plan including strategic learning on niche technologies.
While reskilling, organizations need to put labor and money so that talent is coming up with readiness towards execution. Strategical learning plans need to place within with measurement roadmap including on job training and operational readiness tests.
Once identification and reskilling are complete, then it is high time to shift the training workforce to new business opportunities. Putting a reskilled workforce to new opportunities will boost up their trust, motivation and competitive spirit that will result in the best of their outputs in the new and emerging business.
Identification of talent, gap analysis, and reviews
Organizations must have full proof of confidence in their aspirations and planning before they start working on it. Since there is a paradigm shift in technology and digitalization is in air, the organization must put effort and money after having a full proof plan in place. It is an opportunity for the organization to capture the new technologies and automation rather than looking for a cost-cutting factor only. Many organizations make mistakes by focusing more on cost-cutting rather than looking at the opportunities of investment in new and emerging technologies. Such investments will help organizations in generating the revenue in later and longer run. Organizations that don’t invest right in new technologies may have to face a hard time in terms of investments, market share, employee retention, and satisfaction, etc.
Reskilling talent with the right infrastructure
The reskilling phase starts with two major factors of employee understanding the need for change and organization have a deep understanding of the current working model and potential changes in ways of working. Organizations must proceed with aligning the identified employees on the desired job training where their learnings must get tested in testbeds or virtual environment. While the reskilling program is on, the organization must invest in grooming the talent and start showcasing the same as road path along with benefits of changes to existing business partners and potential clients before the talent is completely reskilled to take up the next challenge.
Shifting the talent to new opportunities
We know that all reskilled employees will not be able to align with new and emerging business opportunities as soon as they are ready. Those who are not aligned and are in backend act as heavy artillery as they keep on reskilling themselves. Such talents can be graphically shown to existing and emerging clients as part of a talented team. Together, the aligned and other reskilled employees must be given authority to reskill others as well and keep on sharpening their skills.
Once an organization is having the right growth path to self as well as to its employees, it can put its labor in finding out new clients by showcasing the new business models, talented teams and various such programs that are running in the organization.
This is one of many practical approached for the future of work.