As business across the globe struggle to keep afloat amid the COVID-19 pandemic, majority of organizations face skill gaps or expect gaps to develop shortly, and are not prepared to cope with these disruptions. The crisis has accelerated the levels of digitization to help reduce avoidable physical interactions. Organizations are struggling to equip themselves with the workforce skills they will need either by hiring employees to fill potential skill gaps, or building skills in existing workforces. Companies have to be prepared for constant evolution of an employee’s specific role and focus on digital skills, higher cognitive abilities, social and emotional aptitude, and a propensity towards adaptability and resilience.
This will change the face of further education in the near future. Some expected “to-trend” jobs
* Organizations will have to build digital training programs to facilitate remote working, necessitating production of digital content rapidly
* Fast and secure social-sharing tools and live video session will become vital
* Most sales, marketing, consultation and coordination will be done remotely, accelerating need for enhanced presentation and communication skills
* Customer oriented businesses like banks will need to train employees in empathy as they helped distressed clients use digital tools and new products and services
* Demand for real estate is likely to dip
* Shopping will largely shift to “online”, speeding up e-commerce trends- causing an explosion in requirement for data analysts and business analysts
* Restaurants will focus on food delivery rather than seated dining
* There will be an increased demand for delivery personnel
* Supply chains will see restructuring as sourcing and production moving closer to end users when companies localize
* Manufacturing will move out of China with plans by many countries to relocate strategic industries back home- causing job creation in engineering, operations, maintenance and safety, floor staff, technicians, quality control
Businesses will have to rapidly identify the skills required for recovery business, which skill pools will drive it forward and identify crucial value drivers. They will have to identify shifts in activities, behaviour, and skills and use it to specify the quantity and type of people required. For example, if in-store sales move to home deliveries, the tech team and logistics coordinators will be more important. Different skill sets will be required to understand and handle customer expectations. Companies will need to work towards a clearer view of their skill deficiencies, improve prioritizing the gaps they need to address and select the right candidates for reskilling.
The pandemic has accelerated a trend in workplace dynamics that was already underway through automation and AI, shifting marketplaces, and changing workplace roles.