COVER STORY
and automate repetitive & mundane tasks and
processes which form routine. This may effect
the manpower involved in the mundane roles
in the team.
b) Non-tech Professionals: As new-age
technology fi rms stabilize and mature, they
create a number of nontechnical roles. The
distinction between workplaces that hire
technical vs. non-tech professionals is blurring
rapidly, as every business now needs both
components to grow.
Renaissance of Offi ce Jobs
After experimenting with outsourcing tasks,
employers seemed to prefer the predictability
and value of permanent employees working
together in co-located teams. Thus, existing
employers are more likely to be offered a role in
2019, if they are willing to work with their team
at the offi ce rather than seeking a short-term gig
or the fl exibility of working remotely from home.
higher premium on the team member who can
do a great job of communicating with other
teams by talking and writing the report and
making a presentation in a meeting. So, one can
consciously invest in these skills.
4. Processes and Products
Product approach and process thinking are
two skills that have led to a boost in employee’s
career in 2019. Thus, evaluating things like
Which part of the employee’s role can deliver
a maximum impact; whether one is involved in
creating the product or asset or at improving
the process by which the organization becomes
more effi cient.
5. Social Media
Why it matters, in one sentence: With social
media, local mistakes can lead to global outrages,
requiring people who can manage difficult
situations. Thus, organizations both old and new
need to have basic social media skills and be web
savvy to stay ahead of the game.
Retention Policies
To increase retention and reduce cost of
attrition, employers will focus on offering
investments in non-fi nancial benefi ts. Instead
of hiring a new person with greater skills, the
employer may offer a training program that will
up-skill the existing staff. So, more likely there
will be a mentor mentee relationship eherein
the mentor will help steer the career internally.
By paying attention to in-demand skills like
following, employees can make sure that they
remain in-demand among employers.
Trends for Employees
1. Automation and Data
The current employer and future hiring
m a n a g e r w i l l v a l u e a n e m p l o ye e wh o
is comfortable with technology. As every
organization looks at increasing automation
and going digital in 2019, it has to be evaluated
if they leverage automation to boost their output
and can they read the data available to tease out
and tell a useful story?
2. Communicate - Speak Write and
Present
The recent LinkedIn Emerging Jobs report
states that the largest skill gap in the job market
is communication. The employer will place a
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| Vol. 10 Issue 3 • MARCH 2019, Delhi NCR
May it be any functional domain, whether
Sales, Operations, HR or Finance, everyone needs
to leverage these skills to generate leads and
increase business. Old jobs might be over and
done with the rise of the machine. Nevertheless,
there will always be new roles in a tightly
connected, hugely automated technology era.
There will ultimately be only two ends of
the job spectrum left to humans: low-skill,
low-paying manual labor at one end, and top
managers, scientists and technocrats at the
other. Both types of jobs will require original
and creative thinking, adaptability, and the
willingness to work collaboratively. Low-paying
jobs such as care-giving or food service require
interaction with people, as well as the ability to
improvise rapidly. Again, people at the top will
be required to work collaboratively and engage
more with a diverse workforce, as global issues
such as overpopulation are too complex to be
tackled in isolation.
Strengthening skill is one of the best
investments people can make in their career, as
it never goes out of style. Additionally, the rise
of AI is only making soft skills increasingly
important, since they are precisely the type of
skills robots can’t automate. P & M