Man­ag­ing HR Chal­lenges

The fu­ture of learn­ing and work is al­ready here. Now, we all have to con­stantly learn a va­ri­ety of skills

Dataquest - - CONTENTS - —AJAY SRIDHARAN Coun­try Man­ager- In­dia, De­greed

Ta­lent man­age­ment best prac­tices are not able to keep up with the ever-in­creas­ing, chang­ing needs of the dig­i­tal world. To­day the or­ga­ni­za­tions need a ta­lent plat­form and in­no­vate it con­stantly as the mar­ket evolves. They need to fo­cus on 2 things: In­ter­op­er­abil­ity of skills Us­ing Learn­ing and De­vel­op­ment (L&D) as their key pa­ram­e­ters for their work­force align­ment

In ad­di­tion, there is a skills gap be­tween what skills are needed and what is avail­able in the mar­ket. A Man­pow­ergroup sur­vey shows that 48% of em­ploy­ers had dif­fi­culty fill­ing va­can­cies in Asia in 2015. And many univer­sity grad­u­ates – in­clud­ing a whop­ping 45% in South Korea – are strug­gling to find jobs.

We must find a way to ed­u­cate our work­force, both for the roles we need and the ones of to­mor­row. We have an op­por­tu­nity to up-skill the work­force, which re­duces time to pro­duc­tiv­ity and in­crease prof­itabil­ity.

THE DIG­I­TAL DIS­RUP­TION AND FU­TURE OF LEARN­ING

The fu­ture of learn­ing and work is al­ready here. Now, we all have to con­stantly learn a va­ri­ety of skills, from a di­ver­sity of sources, for the en­tirety of our ca­reers.

Two-thirds of L&D lead­ers are look­ing to in­vest in new tech­nolo­gies to bet­ter meet the needs of their work­ers and their busi­nesses. But “new” alone is not enough. L&D needs new and dif­fer­ent ways of work­ing, and new and dif­fer­ent tools to do it.

The most ad­vanced or­ga­ni­za­tions are build­ing to­tally new ca­pa­bil­i­ties to drive re­silience, agility, and in­no­va­tion. And they’re us­ing tech­nol­ogy, to­gether with data, to cre­ate the con­di­tions for con­tin­u­ous learn­ing: di­verse, al­ways-on and pre­ci­sion-tar­geted at busi­ness and bridg­ing in­di­vid­ual skills gaps.

The fu­ture, which is al­ready here, is about em­pow­er­ing all em­ploy­ees and man­agers (not only L&D and HR peo­ple) to cu­rate their own learn­ing ex­pe­ri­ences.

The thing is, em­pow­er­ing peo­ple to do things them­selves re­quires some new tools. Learn­ing man­age­ment sys­tems (LMSs) are not go­ing away any­time soon. But they’re not ac­tu­ally de­signed to em­power learn­ing. They’re built to man­age it.

This is the new way to make L&D work: Em­pow­er­ing em­ploy­ees and man­agers (not only L&D and HR peo­ple) to cu­rate their own learn­ing ex­pe­ri­ences with what­ever re­sources they need, and con­nect­ing ev­ery­one to each other (to in­sights and feed­back) for ex­plo­ration, guid­ance, and coach­ing.

( The au­thor is Coun­try Man­ager - In­dia, De­greed Inc)

— AJAY SRIDHARAN Coun­try Man­ager- In­dia, De­greed

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