Workforce Capability Crucial for Job Retention
In response to escalating concerns about job displacement due to advancements in technology, especially automation, artificial intelligence, and machine learning, UNI Global Union has taken a proactive stance. Union leader Philip Jennings emphasizes the importance of ensuring the employability of workers, a goal that can be achieved through up- and reskilling, lifelong learning, and adaptations to existing educational and vocational training systems.
The World Bank Development Report 2016 forecasts substantial job displacement, with potential implications for the workforce structure. Using methodologies that have been subject to criticism, analysts Frey and Osbourne (2015) predict a hollowing out of middle-level jobs, leading to the formation of a labor market with an increased proportion of low-skilled manual jobs and high-skilled positions.
However, studies by the Centre for European Economic Research in Mannheim (2016) and Deloitte Consulting (2016) propose a different approach, focusing on jobs as a collection of tasks. These studies argue that the displacement of tasks offers a more accurate portrayal of the future landscape of work.
It is crucial to note that displacement due to technological changes is not a novel phenomenon. History demonstrates that both jobs and skills have undergone adaptation to new tools and processes. However, the scale and speed of digital innovation necessitate immediate proactive policy and strategic action.
Emphasizing the need for action, Jennings urged, "We must prioritize the employability of workers by focusing on up- and reskilling, lifelong learning, and adapting our current vocational and education training programs, as well as higher education institutions."
Current Strategies for Enhancing Employability
To counter the challenges presented by technological change, several strategies are being employed:
- Upskilling and Reskilling: Focusing on enhancing existing skills and training employees for new roles.
- Lifelong Learning: Utilizing adaptive learning platforms, continuous education programs, and mentorship initiatives for ongoing skill development.
- Adaptations in Vocational and Education Training: Integrating technology, collaborating with industries, and offering flexible learning paths in educational institutions.
- Policy Changes and Investments: Governments and corporations allocating funds to upskilling and reskilling programs, focusing on emerging job requirements.
- Support for Employee Mobility and Retention: Implementing internal mobility programs and providing education support to foster a culture of continuous learning.
Benefits and Challenges
While upskilling and reskilling strategies provide numerous benefits, such as diminishing the skills gap and fostering employee engagement, they also pose challenges due to the rapid pace of technological progress. Overcoming obstacles like limited time and resources is crucial for effective implementation.
Future Outlook
The imperative for upskilling and reskilling is expected to grow as technology continues to evolve. Ensuring the scalability and accessibility of these strategies will be key to addressing the skills gap and maintaining a competitive workforce.
In the context of technological advancements, personal growth and lifelong learning are crucial components in addressing job displacement. Education and self-development initiatives, such as upskilling and reskilling, are being employed to enhance employee skills and prepare them for new roles, as emphasized by Union leader Philip Jennings. The importance of lifelong learning is further underscored by the use of adaptive learning platforms and continuous education programs for ongoing skill development. Furthermore, adjusting existing vocational and educational training systems is crucial to help workers adapt to technological changes. These strategies aim to maintain a competitive workforce in the face of digital innovation.
