People discussing about the future of work
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With millions of workers being at risk of unemployment due to the ongoing global pandemic, we can’t help but wonder about the future of work. As the world’s context remains uncertain, it seems that adaptability is the number one priority for both employers and employees. How could we arrive at this point, you ask? Here are a few matters to consider:

The future of work from the agricultural to the conceptual age

One author who discusses the gradual transition from the agricultural to the conceptual age is Daniel H. Pink. In his book “A Whole New Mind,” he argues that man has evolved from the agricultural age to the industrial age and afterward to the informational age. The latter was essentially thanks to affluence, technology, and globalization. His primary focus lies in the transition from the informational age to what he calls the conceptual period of the 21st century. He reveals that drivers like automation and an overabundance of market demands increase a need for people who demonstrate empathy and creativity. 

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Global economic and policy trends

One of the main reasons for the shifts in the workforce trends is global migrations. These are slowing down and pivoting as policies of border controls stricken in North America, with EU regions debating the safe transitions of such shifts. At the same time, countries of existing aging communities continue to seek alternative ways to identify the best bridges to fill workforce shortages. In the meantime, corporations are increasingly interested in hiring tech-enabled talent with high needs existing in specific fields. Firms hope to bridge gaps by hiring new talent and retaining them into new roles. This is good news to all young people looking for a stable workplace. 

People holding a presentation about the future of work
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The information presented above leads us to the conclusion that:

Upskilling is the challenge of the future of work

Right now, we are talking about the 4th Industrial Revolution since the ambiguity of boundaries between physical, digital, and biological worlds is getting more and more evident. Therefore, as a current and future employer, you should consider upskilling. Above all, upskilling is supposed to fill the skill gap through ongoing training. Undoubtedly, it can define the knowledge, skills, and experience that will be most valuable in the future for new and transformed roles. Additionally, it can identify the individuals who can excel in those roles. Moreover, upskilling can develop an effective way to support and inspire people to take action today. Thanks to it, employers and employees will continue to adapt to the challenges of the future of work.

"My career path" document
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Upskilling tools

Here are a few ideas of upskilling initiatives that you could easily incorporate into the organization:

  1. Personal development plans (PDPs) – employees might have a more realistic understanding of their needs to get the best outcomes out of their work. A PDP is an intelligent way to help them develop their skills while holding them accountable for their actions.
  2. Self-enablement platforms – allow workers to have access to digital resources that strengthen their capabilities (such as data curation solutions).
  3. Buddy system – have two or more colleagues work together to improve and develop new skills, coach each other, or solve workplace problems.
  4. Learning spaces – hold informative classes in person or virtually, in various formats. For example live lectures, seminars, online tutorials, or e-Learning exercises.
  5. Cross-cultural training – hold training sessions to increase an individual’s ability to perform well in a new cultural environment. Start by hiring international trainees – they could bring a fresh perspective to the company and introduce a different point of view than what people are used to. Check out our solutions to recruit young talent here.
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We can undoubtedly see, especially now, that the ability to cope with change has become detrimental in our society. We must accept that the labor market is changing globally, and we must keep up with it. Are you prepared to embrace it? 

AIESEC wants to serve as a bridge between the youth and the corporate sector to upskill the workforce and disrupt the workplace. Join Global Leadership Day – a 100% virtual conference running for 24h straight and streaming from 4 different time zones for 6h each. It includes keynote talks, workshops, and panel discussions delivered by cross-sector speakers!

GLD 2021 is the kickoff of AIESEC’s Youth Leadership within the Future of Work strategy. 

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