roofing
orkforce
only when the trends are clear. Those that fail to plan and invest
now may find this negatively affects their business down the
road. What is needed is a shift in mindset.
Companies and workers need to see the acquisition of skills as
a means of future-proofing, whether that is their business or
their employment prospects. They need to adopt a more flexible
approach, making plans to reskill but setting a path that can
be adapted to changing circumstances. Public institutions can
help by, for example, establishing individual learning accounts,
enabling workers to access training as and when they need it,
continuously throughout their careers.
In the future world of work, skills acquisition will no longer be
a process with an ending. Companies will need to reassess
constantly the capabilities of their workforce while workers
will need to regularly upgrade their skills to meet advances in
technology, new ways of working and changes in the demands of
the labour market.
To keep pace with the heightened demands of today’s and
tomorrow’s job markets, we therefore need to commit to
lifelong learning, growing, and continuously honing our skills.
Many millennials and Gen Zers that are in or just entering the
workforce are already embracing this notion of lifelong learning
and professional evolution, but we must also ensure this is
reinforced across all generations and at all levels within the
workforce. We need to prepare now if we are to manage the
skills shift and mitigate a potential drift between a shortage in
niche, in-demand skills and a market saturated with workers
whose skills are redundant in the future working world.
59%
expect their
employer to develop
their training
opportunities
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