Thanks for sharing this,Tsedal Neeley. Here my thoughts on reskilling due to AI.
The World Economic Forum estimates that AI will replace 85 million jobs by 2025, while also creating 97 million new job. The current job market reflects a significant fear among professionals about being replaced by AI—a concern that is not unfounded.
The Adecco Group's research underscores the unsustainability of the 'buy vs. build' talent strategy, where companies primarily rely on hiring externally to acquire needed skills. This approach is becoming less viable as the pace of technological change accelerates, and the skills required for new roles cannot always be found in the existing job market
The concept of reskilling is often discussed, especially during election campaigns, as a solution to disruption.
Collaboration across sectors can amplify these efforts, with governments, educational institutions, and businesses coming together to create a robust framework for continuous learning and ethical AI use.
By preparing for the future now, we can ensure that AI serves to enhance human work, not replace it." while AI is transforming the job market and creating anxiety among workers, reskilling represents a proactive strategy to adapt to these changes.
The consultancy model of building and mentoring talent to equip them with necessary skills is indeed a promising approach for both current employees and job candidates. This model emphasizes active development and continuous learning, which are crucial in today's rapidly changing job market influenced by technological advancements like AI. Here are several key points that support this approach:
1. Active Skill Development: The consultancy model focuses on actively developing the skills of employees to meet future needs.
2. Reverse Mentoring: less experienced employees also have the opportunity to share their fresh perspectives and skills with more seasoned staff.
3. Customized Development Plans: This personalized approach ensures that all employees have the opportunity to develop in areas that are most relevant to their career goals and the company's strategic direction
4. Building a Talent Pipeline: By focusing on internal training and mentoring, companies can prepare their employees for future roles and reduce the need for external hiring. This not only saves recruitment costs but also enhances employee loyalty and engagement
5. Adaptability and Resilience: Organizations that invest in building and mentoring their talent are better equipped to adapt to changes.
The consultancy model of building & mentoring talent is a strategic approach that benefits both employees and job candidates. It aligns the needs of modern workplaces with rapid technological changes and evolution of job roles. This model not only helps in skill development but also enhances employee engagement, retention, and organizational adaptability.
I posted about top U.S. leaders' sentiments about #AI earlier this week. Here's are some highlights from 2,000 global C-suite executives that The Adecco Group surveyed:
1. #AI is already forcing change
2. Leaders are NOT ready
3. A responsible talent strategy underpins AI success
4. A buy vs. build talent strategy is not sustainable
5. AI can help to create a human-centric business
Despite 61% of leaders expecting AI to be a game changer in their industry, only 1 in 10 companies have made significant progress towards implementing AI transformation plans.
Leaders are not ready for GenAI as 57% lack confidence in their leadership team’s AI skills and knowledge but only 58% have taken action to strengthen leadership development.
For a full report by Adecco group: https://lnkd.in/eMyGD5_p
