Going forward, Digital Technologies will shape up new job roles as the pace of change continues to grow.
Even before the pandemic, issues like constantly evolving technological advancements, lack of adequate skills, and new ways of working were disrupting the jobs and skilling ecosystem. The coronavirus pandemic has only accelerated the pace of workforce & workplace disruption.
As we emerge out of the crisis, business leaders are rethinking how to prepare their workforces, from predicting the future skills required, to keeping pace with a fast-paced technological climate.
Against this backdrop, The Economic Times and The DataTech Labs organised a discussion titled “Leveraging New Age Enterprise Workforce” where some of the prominent experts from across industries participated to discuss strategies to ensure that their employees are equipped with the skills & technology tools that are critical to their business recovery models.
Changes Across The Hire-Retire Lifecycle
In the pre Covid era, people were identified and hired based on referrals or through generic sources.
“This has undergone a lot of changes. One of the biggest shifts that are we are using data-based analytics and Artificial Intelligence across industries. The need to do it faster or better and huge dependency on technology to go to known- unknown sources of talent has actually gone very high,” Chaitali Mukherjee, Partner & Leader People and Organization, PwC India said.
Changing Needs Of The Company
The pandemic has also encouraged employees to reject organisations with the old patterns of working and the old habits or mindsets.
Ina Bajwa, Global Head- Learning and Development, Tata Communications stated that the employee needs have changed, and they expect a whole lot more from their leaders and their organisations.
“The role of the people manager is at the forefront of driving culture and driving inclusive leadership and inclusive employee experience. The pandemic has just increased the responsibility,” she explained.
Pallavi Tyagi, Chief Human Resources Officer, Capgemini India stated that technology has ensured accessibility, consistency of employee skillset experience, and security.
“When we are looking at hiring, Technology is a primary facilitator. One can look at borderless hiring and upskilling of employees in a hybrid setup now,” she said.
Digital Is The Only Way Forward
Amit Mehta, Head Training & Certification at AWS India stated that only 12 percent of India’s workforce is digitally skilled. “If India aims to become a $1 trillion digital economy, then the number of people who are digitally skilled needs to grow nine times by 2025. We need to quickly try and bridge the gap because we were not producing enough talent for the industry to absorb,” Mehta pointed out.
When the company plans on reimagining the skill force, it needs to identify correct parameters, which will talk about experiential learning around people, processes, and technology.
“The parameters of reskilling, and cross-skilling people are more driven towards the experiential learning and the implementation of that over the content piece. You can google and get the knowledge or the concept, but the hurdle faced today is how and where to apply the concept,” the Chief Executive Officer of The DataTech Labs, Dr. Amit Andre said.
Innovation has become the biggest tool to engage and bring people together.
Urmi Chatterjee, Vice President, Human Resources (APAC region), Honeywell explained that the market needs have changed and given space for a lot of new ideas. “Virtually people are engaging, and the role of the manager has become huge. There is a need for a more on-demand kind of training with modules across the board for different kinds of roles and a self-paced kind of learning, that’s what we have done,” she said.
This article has been written by Amit Shanbaug from Times Group – Amit.Shanbaug@timesgroup.com
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Disclaimer: Content Produced by Dnyanasha Technology Solutions India Pvt
