Thanks to the effects of AI and automation, an estimated 375 million workers may need to switch jobs by 2030. These changes will surely reshape the working world, but the outlook isn't all doom and gloom. Companies can have some control by proactively preparing their workforces through "reskilling (learning new skills for a new position) or upskilling (learning current tasks more deeply)." Unfortunately, although business leaders and employees alike are well aware of the impending digital revolution, most executives have not yet started such preparations or are simply getting it wrong. ReWork recently chatted with Vikita Poindexter, the owner of Poindexter Consulting Group (a full-service human resource consulting firm), and asked her to explain the crucial missteps that organizations are taking and what they should be doing to prepare their workforces for the future work scene.
Even before the COVID-19 crisis, companies were already facing several challenges, such as the growing skills gap and the continued rise of technologies (in particular, AI and automation) in the workplace. Recognizing that encouraging and enabling skill development on an organization-wide level can foster an environment for growth, more and more companies seek to provide employees with learning opportunities to help them adapt to these shifts. Expanding employee skill sets increases organizational adaptability and prepares the business world for the next version of "normal." But learning during times of change - such as during a pandemic - can be extremely difficult.
“Just deliver the training online!” That’s easy to say, but converting in-person instructor-led training (ILT) for use in a virtual classroom setting takes real work—and is now more vital than ever before. In the midst of an unprecedented period of transformation and disruption, the importance of having truly effective training and development can hardly be overstated.