First, the millennials and now the Gen Z, the newer generations at workplaces bring the most tech-savvy, adaptable, and globally aware workforce. Older generations also share a great deal with their younger counterparts as far as shaping careers, life lessons, feedbacks, and ethical leadership are concerned. But as the technology is changing and businesses are going through multiple short-lived digital transformations, employees are required to be able to thrive and innovate in unforeseeable workplace situations.
We are redefining workforce transformation at IIHT Enterprise Learning Solutions!
Find out how – https://t.co/8zq2AOSZ2D#learningexperience #continuouslearning #mobilelearning #skills #professional #learning #training #skilling #upskilling pic.twitter.com/e9o56BPX6a
— IIHT_India (@IIHT_India) June 1, 2019
With 84 percent of organizations facing acute shortage of skilled workforce, workforce transformation has become a standing priority on organizations’ Learning and Development plans.
- Organisations are in a dire need to prepare a talent pool with competencies that are most important now and are going to be deciding in the coming decades.
- Interpersonal skills, learning agility, and adaptability are the few competencies that have taken over the two-decade-old list of mastery on niche technology, discipline, self-reliance, effective communication, and enterprising.
Talent development requires effective collaboration between the four stakeholders of talent pipeline development –
- The government
- Private enterprises
- Educational institutions
- Training institutions
As an existing talent pipeline helps recruiters identify any job opening and skill sets required in a probable candidate, each stakeholder needs to contribute efficiently. But more employers today are concerned that learning and development initiatives don’t reach to a wide portion of youths at workplaces.