The model of future work - Deepstash
Upskilling: Preparing For The Future

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Upskilling: Preparing For The Future

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The model of future work

The model of future work

By 2030, up to 30 to 40 percent of all workers in developed countries may need to move into new occupations or upgrade their skill sets. Skilled workers in short supply will become even scarcer. Any company that doesn't join the early adopters and doesn't address its underlying talent needs may fall short of reaching its goals.

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Shaping phase

Companies should gain a clear understanding of the way each employee and team do their present work and involve them in redesigning their roles and ways of working. It will spark better ideas and ensure pain points will get addressed early on. It will also create stronger skill matches and...

180

735 reads

Supporting the future of work

Successful and continuous transformation of the workforce involves 3 broad phases that at first might seem common.

  • Scouting: Looking at the future needs, the company needs to identify the most important skill gaps. Then assess the organization's readiness to deliver....

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1.02K reads

Capturing the full opportunity

Capturing the full opportunity

The company needs to asses if they are capturing the full potential of new technologies to generate new revenues and not just trying to cut costs.

Many small individual initiatives within organizations don't see the urgency and end up falling behind, never realizing the magnitude of the op...

183

902 reads

Talent is the largest barrier

Talent is the largest barrier

Talent is the largest barrier to the successful implementation of new strategies.

Many leading businesses realize that it is quicker and more financially prudent to look internally and develop the talent they already have. Yet only a third of global executives report that ...

199

1.27K reads

Accelerating the skilling engine

Companies will need to measure the return on their investment in employee skilling

For instance, the cost of giving employees new skills compared to the cost they would have spent on hiring. The expense should include the opportunity cost of waiting to hire.

170

842 reads

‘Offboarding’ with sensitivity

‘Offboarding’ with sensitivity

Workplace transition demands enormous sensitivity. Some employees may fall short of acquiring the skills needed to make the transition to new areas of work, while others may prefer to seek new employment.

Many companies are forming partnerships with new, tech-savvy outplacement firms to he...

170

702 reads

Employers should lead the way

The pace and scale that technology disrupts is a social, political and business challenge.
Employers are best placed to make a positive societal impact, for example, by upgrading the abilities of their employees and equipping them with new skills. Employers will also reap the grea...

204

1.35K reads

Talent accelerators

Talent accelerators

Digital strategies are creating entirely new, mission-critical tasks. The redesigning of work is far more than changing existing roles. They need to identify the knowledge, skills, attitudes, and experience required, then look inside to find the best-fit talent.

Sometimes,...

170

709 reads

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