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Cambridge Business English Dictionary defines reskilling as the process of
learning new skills so one can do a different job, or of training people to do
a different job.

The
demands of the job industry are changing more frequently than ever before due
to technological changes and developments. The industry has now become so
volatile that some skill sets that seemed important until last year have become
obsolete this year. Similarly, the skills that are having the highest
importance now may not be relevant in the coming two-three years. Hence,
re-skilling talent has become a major concern in today’s dynamic work culture.

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S.
Viswanathan, Chief People Officer at NIIT Technologies, says, “As per the
recent NASSCOM report- up to 40% of the IT workforce in India need to be
reskilled over the next five years, which is over 1.5 Million professionals who
need to gain newer skills to adapt to the rapidly changing technology space.
There is a need to expand on training modules to skill larger section of the
workforce.” (reference:https://www.peoplematters.in/article/training/is-reskilling-solution-to-current-it-situation-15711)

 

World is changing…..are we prepared?

The
changes in technology, innovation, machine learning, and automation are the major
driving forces of our dynamic work culture.  NASSCOM has reported some of the changes
mentioned below which are responsible for worldwide job level change in the
year 2017:

Technological
shifts

·        
Disruptive
technologies and the pace of exponential change

·        
Data
is the new oil

·        
AI
as the disruptor

·        
The
Internet of everything

·        
Automation

 Changing geopolitics

·        
Protectionist
sentiments and reversal of Globalization

·        
 BREXIT, Middle East Crisis

·        
Increased
regulatory environment, new laws for digital economy

Economic
volatility

·        
Currency
fluctuations

·        
Lower
GDP growth, rising inflation

·        
Sector
uncertainties – BFSI, Retail

(source http://nasscom.in/sites/default/files/media_pdf/Digital-Skilling-20-July-2017.pdf)

 

To re-scale one’s talent in order
to sustain in the current competitive market, people should come out of one’s
comfort zone.

We often get to see a frog story
in whats app, FB and other social media pages. As the story goes, if we place a
frog in a pot of boiling water, it will immediately try to jump out. But, if
you place the frog in a pot of room-temperature water and slowly turn up the
heat, the frog won’t do anything at all. It may even appear to be enjoying
itself, oblivious of the impending danger.

As
the temperature climbs, however, the frog gets sleepy and eventually it will
not perceive the danger and will be cooked to death.

In many management theories, it
is called ‘boiled frog syndrome’.

Similarly, to avoid the boiling
frog syndrome, reskilling talent is a necessity in continuous change to
survive. Following are some worldwide best practices for re-skilling employee’s
knowledge and skills.

Smart HRM system: HR systems will need to be smarter, more
intuitive, and more connected in order to filter, target, and deliver content
that reflects each individual employee’s specific needs and interests, and
enables them to receive training and educational content that will help them
grow.

Job Rotation and Job Enrichment: Job
rotation is a job design technique in which employees are moved between two or
more jobs in a planned manner. The objective is to expose the employees to
different experiences and wider variety of skills to enhance job satisfaction
and to cross-train them.

Job enrichment provides an
employee with more tasks to do as a part of their job, as well as the
responsibility and authority needed to complete those additional tasks.

Chameleon employees: Employees should
always ready to learn and open to meeting new challenges, opportunities and
work in a world that is increasingly dynamic.

Dynamic work culture: Organisations needs to harness the
power of innovative systems that offer a variety of learning experiences to
engage and retain employees also to sustain in the changing environment.

Training and Development: There
are various types of training requirements that organisations tend to impart at
different levels of hierarchy, said Skillsoft’s Pradhan. Every organizations
should make trainings needs compulsory as a part of performance management
system.  

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