In a competitive external talent market, learning is vital to an organization’s ability to obtain needed skills. But to achieve the goal of lifelong learning, it must be embedded into not only the flow of work, but also the flow of life. Our top-rated trend for 2019 is the need to improve learning and development (L&D). 86 percent of respondents to our global survey rated this issue important or very important, with only 10 percent of respondents feeling “very ready” to address it. Why are we seeing such high levels of concern?
With the advent of rapid technological advancement and the consequent increase in automation, organizations are having to redesign jobs to cater for this change. Given that many jobs are changing, it may come as no surprise that, according to a recent World Economic Forum report, more than half (54 percent) of all employees will require significant reskilling and upskilling in just three years [i].
Reskilling has become a growth imperative for organizations, many of which have seen positions go unfilled for months or years for lack of the right talent to fill them. It has become increasingly apparent that organizations in today’s tight talent market cannot depend solely on recruitment to find people for those roles. Low unemployment rates and tight labor markets for skilled workers in many countries have made it difficult to hire “ready-made” workers in a timely manner (it takes an average of 42 days to fill an open job today) [ii]. With this in mind, when we asked respondents how they will deal with issues of job redesign, more leaned toward training than toward hiring as a way to obtain the talent they need.
In order to deal with the rapid changes in work, the challenge for organizations will be to build robust work-centered learning programs that allow people to consume information and upgrade their skills in the natural course of their day-to-day jobs. Integrating learning and work will require business and HR leaders to:
- Seek opportunities to integrate real-time learning and knowledge management into the flow of work
- Make learning more personal and targeted to the individual and delivered at convenient times
- Integrate learning with the work of teams as well as individuals
In a world where technology is changing jobs and people are living longer lives with more diverse careers, organizations have not only an opportunity, but a responsibility, to reinvent learning so that it integrates into the flow of work—and life. In the age of the social enterprise, organizations will realize that creating and maintaining a culture of lifelong learning is not just part of their mission and purpose, but is what gives their workers meaning both in and out of the workplace. And nothing is more personal than that.
Should you wish to have more information on Learning in the flow of life, you can read the full article at: https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2019/reskilling-upskilling-the-future-of-learning-and-development.html or contact Karine Pontet, Director Operations Excellence and Human Capital Advisory (email@example.com).
To access the full 2019 Human Capital Trends report, please download it here: https://www2.deloitte.com/lu/en/pages/human-capital/articles/human-capital-trends-2019.html#1
Look out for our next article “Future of HR: Talent mobility” to understand how organizations can deal with the ever-tightening talent markets and gain a competitive advantage by capitalizing on their existing internal talent.
Article by Deloitte Luxembourg
[i] World Economic Forum, The future of jobs report 2018, September 17, 2018
[ii] Jon-Mark Sabel, “8 recruiting metrics you should be tracking in 2018,” HireVue, March 15, 2018
Publié le 01 juillet 2019