Is the current skill gap analysis process good enough? In its 2018 The Future of Jobs Report, the World Economic Forum states that by 2022, no less than 54% of all workers will need to update or replace current skills. This is the result of rapid technological developments and an increasing digitalization that affects everything from placing a fast-food order to how we watch TV.
For organizations across all industries, this means that certain jobs will disappear due to automation, while others will change in terms of core tasks and responsibilities. This is where job redesign becomes relevant as we are seeing (and experiencing) the changing reality of work as we know it today. Think about it. Here are some jobs that didn’t exist as little as 10 years ago:
What does this mean for L&D? It means more likely than not, we are behind the 8-ball when it comes to reimagining what skills may be needed for an unknown future. HOWEVER, before you break out the sticky notes and brainstorming activities, it’s important to have a think about what skills and knowledge may be currently missing in your future workforce and THEN which of those skills are essential for your organization’s performance.
This brings us to the big question on the table.
What it will take to conduct a skill gap analysis in this new generation of work?
Typically we look at the challenge in front of us and in the case of a skills gap analysis, this means identifying the needed skills to make our organizations successful. But what does this look like now? Will the same tools work? How will we present findings to leadership? Let’s gather and discuss what it will take to conduct a skill gap analysis in this new generation of work.
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