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As Artificial Intelligence (AI) becomes more important across all industries, upskilling your workforce for future implementation is critical to your organization’s success. Your talent doesn’t have to be made up of AI experts, but it does need a strong contingent of members that understand and can fully leverage AI to the fullest for business success.
Implementing AI is a journey for your entire company, from the executive suite to the latest hire. You can implement as many AI tools and processes as possible, but without top-down buy-in, you won’t be able to maximize its benefits. Many businesses make the mistake of seeing AI as solely within the realm of IT, but its reach can span from research and development through sales and marketing to the supply chain.
In the 2021 Deloitte Global Human Capital Trends survey, executives identified “the ability of their people to adapt, reskill, and assume new roles” as the top-ranked item to navigate future disruptions. Three out of four selected this as the most important or second most important factor, and two out of five said upskilling, reskilling, and mobility are the most important actions for transforming work.
However, only one out of six said their workers were ready to adapt and take on new roles. Reskilling and upskilling benefits both your employees and your organization; high-value employees gravitate to employers who invest in their workforce, and you’ll be able to supercharge your talent teams and build company loyalty.
It’s estimated that 65 percent of today’s students will end up in jobs that don’t even exist yet. It’s critical for businesses to invest in their digital talent pipeline and simultaneously turn their attention to the task of reskilling existing employees.
Your workers will need to be equipped with the skills and confidence to collaborate with new technologies like AI and machine learning (ML), and evolve their jobs to work alongside robots as manual and repetitive tasks become increasingly automated.
By 2025, it is posited that the time spent on current tasks at work by humans and machines will be equal. This doesn’t mean unemployment can be expected to rise, however; this “rise of the machines” is anticipated to create more jobs than it eliminates.
While jobs such as data entry, sorting, packing, and analysis may be powered digitally or via automaton, “human to human” jobs will require more attention than ever. Soft skills like innovation, creativity, problem-solving, and analytical thinking will be more in demand than ever as consumers become more demanding and companies differentiate themselves based on customer service and user experiences.
You can empower your workforce for the changes ahead by investing in reskilling and upskilling now rather than later. With the latest workforce planning technology companies can Identify those skills that will become obsolete over the next five to ten years, locate the roles within your company that depend on those skills, and project where your organization will be coming up short in regard to the upcoming skills gap. At the intersection of these you will find the opportunity to match current employees with upcoming skills needs and provide training just in time to help future-proof your workforce.