The shift in capabilities is not limited to frontline roles. Many employees have jobs that require a high level of education and yet spend a significant amount of time collecting and processing data. For example, finance managers could spend less time monitoring payment flows or approving expenses if these processes were properly automated, and could focus more on more management functions such as coaching their teams and/or solving business problems. Here are some of the key capabilities employees need to develop by 2030:
Cognitive abilities – recognition of patterns and categories; generation of new patterns/categories; problem solving/logical reasoning; planning and optimization; creativity; articulation; multidisciplinary coordination;
Natural language processing – natural language generation; natural language understanding;
Social and emotional skills – social and emotional reasoning
Evaluating LinkedIn, for example, we can also notice that hungary whatsapp data professionals have highlighted more skills related to “soft skills”, such as management, leadership, and strategic planning.
Business leaders are already embracing automation and AI as they transition their workforces. Successfully adopting automation requires companies to review their entire business processes to take advantage of the technology they’re adopting, rather than simply automating existing processes. As part of this review, companies need to reassess their talent strategy and workforce needs, considering how employees can perform other tasks, as well as whether new talent will be needed. Many companies are identifying the need to train and prepare their employees for new business challenges. Some companies are hiring external education providers, others are developing internal training, and some companies are adopting a hybrid training model. The main actions companies are taking to adapt to future demands include:
Redesign business processes to leverage productivity gains;
Rethink the organizational design;
Develop key digital and analytical skills;
Adapt talent strategy and manage workforce transition
In contrast, workers must be prepared for lifelong learning, that is, continuous learning and career development, in order to be ready for the future of work. Obtaining the new skills that are in demand is critical to keeping the individual in companies. Workers need to review their traditional concepts about: where they have worked, how they work and what skills and values they bring to their roles. Here are some actions that can help workers on their journey.