It’s already difficult enough to bridge the skills gap in traditional job roles, and even more so in today’s candidate-driven market where vacancies outweigh qualified personnel. Governments are also urging companies to bring forward their hiring plans to prevent the ‘fading of skills’, which would potentially create a lasting impact on our local workforce’s ability to keep up with business demands.
But what about the skills that are needed in a rapidly evolving and highly volatile economy? Jobs that barely existed ten years ago are becoming increasingly critical to the world of work in the future. Jobs related to artificial intelligence (AI), data storytelling, business psychology and even financial wellness coaching are now high-priority.
While the COVID-19 outbreak has shifted the labour demand dynamics in the short-term, the longer-term impact on both technical and soft skills demands could only be greater.
gauging the impact of the COVID-19 outbreak on skills demands.
The enduring impact could be even more profound. The pandemic looks set to accelerate digital transformation and the resulting need for organisation-wide upskilling, having highlighted the importance of digital customer engagement and employee collaboration. With more people wanting to work remotely even after the emergency subsides, new types of management skills and future skills will be required.
Ultimately, the crisis has underlined the value of creativity and adaptability with transferable skills, embracing new ways of working and thinking on your feet.
leading innovation and change
On the management level, professionals will need to judge the strategic potential of emerging technologies with AI and project manage the delivery of new systems capabilities. This is leading to a growing demand for chief innovation officers (to lead innovation and the commercialising of new technology) and chief digital officers (to manage change).
These capabilities of leading innovation and change are also becoming core skill sets for all senior executives, especially as many companies may not have the resources to maintain specialist posts for the long term. It will also be likely for job responsibilities and titles to change significantly at the management level in the next few years.
leading the workforce of the future
One of the key workforce planning challenges is knowing what particular skills for the future you would need within your business. For example, the AI specialist role that heads LinkedIn’s fastest emerging jobs list covers many thousands of distinct job specifications.
HR professionals will need to work closely with the management and business teams and be adept at making these business-specific judgements with regards to their talent strategy for the future workforce.
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Our latest report reviews how the COVID-19 outbreak has shifted the labour demand dynamics and how you can secure the people you need to remain competitive in a downturn. In the report you'll find:
- The most anticipated jobs of the future
- How to attract top talent
- Learn how to respond quickly to new trends
Are you planning to restructure your business or prepare your workforce for the future? Feel free to connect with our specialist HR consultants to guide you through. If you’re looking to try new career opportunities, head over to our jobs portal to see the latest jobs in the labour market today.
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