The period of learning is no longer a well-defined segment in our biography. The diploma that is linked to this period of learning is the endorsement of our successful future. The competition for opportunitiesin our career is organized for a final decision as we learn increasingly more about the implications of technological progress in the world we live in.
We don’t have to repeat ourselves in everything we do. We can let the machines do that. Automation and artificial intelligence will generate prosperity and millions of new jobs, while forcing about 375 million people to retrain, according to McKinsey.
From competence to talent
Talent does not belong to an age or gender segment and does not manifest itself in any particular field. Technology allows each of us the opportunity to learn things that will make him/her competitive in the labor market. All we have to do is devise a long-term learning plan.
In a world of transformations, the skills required in 2030 will be largely different from those in 2020. The latest reports on trends for the most demanded skills over the next 10 years already demonstrate this.
According to Vodafone Global Trends Barometer 2019, the skills of digital technology (69%), communication (57%), and human relations (48%) are among the most important. It is clear the need for a diversity of competences in companies concerned with artificial intelligence or the construction of a neuro-diversity of talents.
The new thinking standard is „be creative”
Knowing the logical foundations of technology is important, but the future does not guarantee success to those with standard experience and thinking. People who will continually upgrade their intellectual capital through learning will be relevant for the future. Companies that will be able to integrate the most diverse competencies to succeed in revealing disruptive solutions are the runners-up for the top ranks of tomorrow’s most successful companies.
According to the same source, 70% of companies say that the life cycle of competencies in their field is shorter. As a result, companies need to support their self-development through employee learning programs. Because they are part of the change within the company, the employees not only improve the working environment but feel more motivated and thus increase the productivity of the company that invests in them.
Redundant jobs, emergent jobs
On a timeline of the potential skills for yesterday, today and tomorrow realized by the World Economic Forum we see jobs like accountant, auditor, cashier, mechanic, electrician, civil servants of many types, financial analysts, postmen, secretary, assigned to the category of redundant occupations. At the same time, new occupations with exotic names allow us to envisage the impact of new technologies on the most diverse fields.
There is the category of more stable jobs, whose expiration time has not yet come but for which many universities are increasingly preparing specialists. In other words, the World Economic Forum has found that the demand for greater cognitive, technological, social and emotional skills will increase, while basic physical, manual and cognitive skills will decrease.
For the first time in history, five generations now co-exist in the workplace as people live longer and work longer in life. Technology changes the way we live, work, learn, communicate and connect, creating jobs, redefining social standards and producing new dynamics in work culture and practices.
At the same time, even in Romania, consumers demand a more transparent, fair and ethical interaction with companies. The competition for talent is increasingly being won by organizations that offer flexible work options, personalized career plans, and a greater scope for the company’s mission. In this context, the new formula of success is technological evolution, continuous learning, personal and organizational transformation.