The value of reskilling and upskilling for employment


THE much discussed hot topic in the human resources field this year has been reskilling and upskilling programmes, especially in the high-end manufacturing, technology, and oil and gas and service industry.

A survey by a multinational recruitment company revealed six top skills that are in demand: knowledge in artificial intelligence (AI), blockchain, renewable energy and affiliate marketing as well as general skills such as adaptability and creativity.

Among them, AI is probably the most in-demand skill. It was found that 77% of the companies offering reskilling and upskilling are moving towards technology adoption that helps employees develop capabilities to create data sets, build machine learning models and use Python and or R programming to deliver measurable results.

We are already witnessing how the Covid-19 pandemic has forced organisations to relook their infrastructure, employment, culture and practices to integrate technology for a digital work reset.

Perhaps the most important skill, though, is the ability to adapt to a fast-changing world and changing economic situations. Being able to survive and even thrive amid destabilisation and industry shifts can make all the difference in employability.

Blockchain is, in my opinion, a fast-growing area as employers are looking for knowledge in cryptography, distributed computing, security and consensus algorithms.

With large-scale uncertainty in the world’s economy, trust between consumers and brands is at an all-time low. Employers looking to correct the situation are turning to affiliate marketing to solve problems and find solutions that can restore customers’ faith in brands by using research and analytics to plan and execute campaigns that will deliver measurable results.

Over the last year, reskilling and upskilling, better work design and capabilities, and workforce analytics discussions were held on how to retain the workforce. These are useful to employees who want to avoid being laid off and who want to offer enough value so their organisation doesn’t turn to cheaper labour at their expense.

C. SATHASIVAM SITHERAVELLU

Seremban

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