The workplace is already changing. And the change is happening for the better. According to a study by McKinsey, it was found that there were nearly 30% activities of the 60% of occupations were technically automatable.
This statement calls for human resource professionals and talent management professionals to address the skill gap and bring it to the forefront.
Sadly, it is said only 25% of the HR professionals possess the kind of skills that can deliver knowledge in talent management, says a report by LinkedIn.
While the Talent Management Institute (TMI) observed there would be about a 200% increase in talent management professionals at a global level. However, these job roles have been filled in haste and by professionals with generic skills. At present, organizations have come to conclude that their job won’t possibly be complete without having the talent management industry step in.
Breaking the skill gap
There’s a huge lacuna between the demand and supply for talent management professionals and it is unlikely to be filled anytime soon. This opens a huge opportunity for professionals wanting to hop into talent management.
Before we could address the skill gap and how to find solutions, we must first identify the loopholes. Most organizations face competency issues in certain areas that need to be addressed. These areas include innovation, agility, execution, talent management, data management, technology enablement digitalization, customer intimacy, organizational change and communication, sales and marketing, followed by management expertise.
To address this issue, most organizations would need to reskill the present workforce and breed them for the future of tomorrow.
Following are a few factors that can help shape the future of work: -
Skills to the future – an organization knows its downfall. A few organizations would understand the areas where they lack, well the gap often exists at the top of the organization. Yet, if they fail to address these issues or fail to find a solution, the downfall can affect both the business and the workforce.
Present new business models – agility is not limited to tech anymore. Even an HR industry needs to be agile to stay relevant. Being agile not only helps in transforming how companies function, how they hire, and how they’re managing their people. Companies need to give it a thought and revamp their business models and even change their talent practices.
Task disruption – old tasks have become redundant. The newer workforce requires newer skills and by the end of 2020, HR professionals will need to adopt new technologies to reach organizational goals. Strategic decision-making, technology, and innovation, a balance between budgets and talent requirements are a few tasks that will be proven valuable for the current workforce.
Changing demographics – the current workforce undergoes a dramatic change with a culture of mix generations. While demographic change is crucial, it is also important for multi-generations to gather and share their views about how organizations can become successful in providing solutions to the generation gap.
New societal expectations – the shift of globalization provokes a demand for new societal expectations. The social setbacks are reshaping employee expectations. Hence, to understand the societal expectations, human resource professionals need to live up to the expectations of their employees.
Distributed workforce – certain companies still fear to hire a distributed workforce. The reason is because of the fear of losing good employees and because they’re scared their employees will take advantage of the unsupervised hours they’ll be working in. However, in recent times, this has changed. It is said that there are near about 57% of the tech workers that are working remotely, says a report by IWG global. One may still ask questions, stating this is just the scenario of tech professionals. True. But it is also true that about 85% of the professionals who were surveyed stated to have an increase in their businesses.
Believe it or not, these are the name of the countries having the record of the most hired professionals in the field of talent management –
- United States – 54%
- India – 17%
- United Kingdom – 09%
- Canada – 05%
- Australia – 04%
- Netherland – 03%
- Germany – 02%
- France – 02%
- Brazil – 02%
- China – 02%
2020 projects to be the year that will be filled with corporate social responsibility, building human experience, establishing employee workplace rights, the introduction of workplace flexibility, usage of data and analytics, improved engagement and productivity, and building talent mobility on the longer run.
