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Bridging the Gap Between the Tech Workforce of Today and Tomorrow

Watch a power-packed discussion among business and HR leaders who will help you shape the blueprint for sharper workforce decisions.

November 2019

Reskilling/Upskilling

38 Mins

Speakers

Moushumi Dhar

Moushumi Dhar

Global Head- Human Capital Management, Zycus

Susan Cutinha

Susan Cutinha

Head- L&D, Atos Syntel

Siddhartha Gupta

CEO, Mercer Mettl

Syed Azfar Hussain

Syed Azfar Hussain

Group Head- O&TD, RPG Group

Overview

 

This panel discussion closely evaluates the need to inspire and empower employees for the future while welcoming intelligent failures. Keeping in mind that technology changes faster and more easily than people, the experts emphasize on the need to keep aspirations at the core of future L&D strategies in any industry.

Drawing up predictions, statistics, and reports, the webinar extensively covers topics like process automation in business, human-machine ratio in global work sectors, tech relevance indices, and the significance of aligning learning with personal aspirations. The speakers also talk about leadership and the way leaders need to demonstrate emotional intelligence, lead by example, and show adaptability in the rapidly changing business landscapes.

Focused on boosting employee engagement, the webinar highlights the need for developing people with the right skills and attitudes, to ensure lasting success. You will also learn about the benefits of making workplace learning more interesting, learner-driven, and career-oriented.

What You Will Learn

Emerging and innovative technologies transforming the business world.

Validating your strategies for a solid action plan for a digitized future.

Best people practices for a smoother, successful digital transformation.

How to reconcile vastly different schools of thought within an organization.

Key Takeaways From This Webinar

Future-ready skill development is essential for a diversified, globally competitive economy.

Digitization is pervasive and requires businesses to adapt fundamentally.

Leaders need to be more agile and transparent regarding processes, organization, and culture.

Top Questions from the Webinar

1 . How should organizations make multi-generational L&D strategies keeping in mind that several skillsets may soon go obsolete?

It is essential for companies to have several checkpoints in their planning to evaluate if various aspects of the plan have market relevance or not at a given point in time. Organizations could also conduct periodic reviews to study what learning would be relevant in the coming months and make the strategies more futuristic. Another way to achieve all of it is by closely studying expert predictions and relevant trend forecasts that can help make the plans more fluid and long lasting. Having an agile methodology is key here that allows you to segment an entire employee life cycle into smaller goals, chunk out smaller problems and focus on them one at a time. The idea is to have lesser investments and more returns.

2 . How to help reskill professionals who have spent entire lives learning only one skillset?

Considering the gap between education and work relevance, it is advised that professionals should be taken back to learning even after joining an organization. It always pays to make extensive investments towards skilling and upskilling through a prolonged training period at several stages of an employee’s life cycle. In industries like manufacturing, the paths are better defined and people-readiness is always a crucial aspect of the larger project plan. In the tech and IT sector, getting people ready for the future technology is a great approach. In addition, it is important to be mindful when scouting educational institutes for recruitment drives and look out for the ones that can offer a more future-ready talent pool.

3 . How can organizations convince adamant high performers and HiPos to participate in new L&D initiatives for their upskilling?

The first step is to coach the high pots and high performers about the importance of upgrading their knowledge base and skill set. While they may be great at what they do and the journey so far has been successful, they would still need newer skills and competencies to adapt to the changing scenarios. Finally, to present to them the exact picture, they can be put through an assessment center, the results of which would make them see that they might not be as good as they believed, because learning never stops.

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