The pandemic has had a significant impact on the job market. Whether it’s the employee work process to get the job done or a hiring process for the recruiter, new changes have arisen. With rapidly changing market needs, it is uncertain if a job will last for a long time.
Before the pandemic, lockdowns were unexpected, and so were the job losses. Many workers struggled to hold their jobs with the limited skillset they had. On the other hand, laid-off employees had few job options in the market that fit their skill set, making it hard to survive. Very few who had experience working in a range of skills obtained another job immediately. It makes employees focus on learning new skills and adapt to the upcoming changes.
Whether the pandemic ends sooner or later, certainly work from home is here to stay. Many organizations around the globe adopted the working from the home model and have seen a great advantage of flexibility and adaptability. As companies are experiencing different approaches like the remote work model and Hybrid model, work from home is more likely to remain even after the pandemic ends. Concerning the new transitions, a new set of skills are more likely to turn crucial.
It’s about how leaders can reskill and upskill the existing workforce to deliver new business models in the post-pandemic era. Workers should figure out how to quickly adapt to new skills & companies must know how to match those skills to the new roles and activities.
Learning new skills is likely to be the key to future success.
Now is the time for companies to double down on their learning budgets and commit to reskilling. Companies need to focus on upskilling their employees and maintaining their existing work process more smoothly, whether this involves assigning or prioritizing tasks or maintaining deadlines for a project. Organizations will need to nurture their employees’ digital, cognitive, social, emotional, adaptability, and resilience skill sets.
A study at redwigwam discovered that 82% of workers are looking to learn new skills to stay updated, secure, or improve their job success. The new skills most in demand were digital capability (59%), followed by using excel (49%), entrepreneurialism (45%), CV writing (32%), and rocking a job interview (31%).
The rapid changes in the workplace give an unusual experience to the employees. It accelerated existing trends in remote work, e-commerce, and automation, with up to 25 percent more workers than previously estimated potentially needing to switch occupations.
According to a survey at McKinsey, the companies that had launched reskilling programs said they did successfully address the skill gaps caused by technological changes or while implementing new business models. Besides, companies that launched unsuccessful reskilling programs were still glad, where a majority said their experience helped them prepare to take on future skill gaps.
To shore up the future of the business, companies need to map out which skill pools will disproportionately affect it and drive it forward.
To do this, identifying crucial value drivers and employee groups is critical.
List out the exact contributions of the job roles to value creation and reimagine how their day-to-day work will change with the value shifts. Identify which shifts in activities, behavior, and skills are needed. Note the quantity and the type of people you need and start with upskilling the critical workforce pools.
The pandemic has eased learning experiences wherever they are. With the adoption of to complete digitized approach, re-create the best of in-person learning through live video and social sharing.
This transformation makes it possible to scale learning efforts more cost-effectively and permits greater personalization for learners—and with greater effectiveness.
The article clearly states that getting started on reskilling programs will make organizations and employees better prepared for potential future role disruption.
