14 Recommendations to HR and L&D for Future Skills before 2025

15 top future skills for strategic workforce planning to manage skills gap and start upskilling now.

 

Here are the research-based methods to help you grow your organisation in times of disruption.

HR upskilling talents to manage skills gap in the organisation in times of disruption.

HR upskilling talents to manage skills gap in the organisation in times of disruption.

Recommendations to Leaders

To grow the organisation in these times of disruption, use learning and development strategically to:

 

  1. ​Build your organisation skills inventory and conduct strategic workforce planning.
     

  2. Anticipate emerging future skills, develop transferable and adjacent skill sets needed in the future organisation.
     

  3. Sponsor a learning culture in the organisation and equip managers in their role to develop staff.
     

  4. Help employees transition in their careers as organisations have a responsibility towards their people.
     

  5. Invest in employee interest projects that pilot new ways of working with the industry trends, customer insights and digitalisation in mind.

Learning & Development rapidly upskilling talents with future capabilities to grow and succeed in disruption.

Learning & Development rapidly upskilling talents with future capabilities to grow and succeed in disruption.

Recommendations to Learning & Development


As a strategic partner to help the organisation rapidly develop capabilities to grow and succeed in disruption, L&D needs to:
 

  1. Build the context and motivation for learning, not just focus on content, because content is easily available everywhere.
     

  2. Create the environment for learning. Equip managers to identify transferable skills for upskilling in changing jobs, build strong team learning cultures and create learning rich job roles.
     

  3. Leverage systems for learning. Use technology to upskill on scale, empower employees with tools to own and self-direct their development and build a learning culture.
     

  4. Architect learning. L&D is no longer a course coordinator or curriculum developer or facilitator, but a conduit to bring together experts and learners together to learn, solve business problems and innovate in real time.

Employees build confidence with agile learning to master future skills and skills gap in career development.

Employees build confidence with agile learning to master future skills and skills gap in career development.

Recommendations to Individuals

 

To enjoy sustained resilient and meaningful careers with disruption in mind, individuals need to:
 

  1. Learn faster to master different skills in a shorter period of time. Learning is no longer a nicety but a necessity to adapt to change.
     

  2. Take an active role in your career development, anticipate new skills, identify barriers, what is important in your career and plan for growth.
     

  3. Build 4 areas of capabilities: 1) industry-specific knowledge; 2) different areas of functional expertise; 3) technology-related skills and; 4) critical core skills.
     

  4. Be agile by building confidence in your ability to learn, unlearn and relearn continuously throughout your career.
     

  5. Move beyond the notion of a single career, instead expect multiple careers with different areas of expertise over your entire career lifespan.
     

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