Feb 08, 2019
Accenture recently posted a study on the future of work, specifically focusing on automation, up-skilling / education and therefore, strengthening the talent pool to address our rapidly evolving economy. As many of you know, Atlas’ vision is to provide a standard for verifying and monitoring these represented skills, certifications and licenses to help both individuals keep track of hard-earned credentials, as as well companies increase compliance and lower business risk.
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Digital has already delivered a major blow to businesses slow to respond. There’s more to come. The very concept of work is being redefined as different generations enter and exit the workforce amidst a rapidly changing technological landscape. Responsive and responsible leaders at the very highest levels of the organization must act to harness the power of the Fourth Industrial Revolution for long-term advantage and shareholder value. Mindful to put their people first, at the center of change. The new leadership imperative is clear: Create the future workforce. Now.
Leaders need to leverage every advantage at their disposal—including one which risks being overlooked as companies focus on technology investment: ensuring people are relevant and adaptable to rise to the challenge of this new revolution. If this sounds like an HR issue—don’t be fooled. Creating the future workforce—now—is the responsibility of the very highest levels of an
organization because of the complexity and the urgency of the challenge and opportunity. Navigating the path towards the workforce of the future will require leaders to ask tough questions.
How do we: Attract and develop the new talent we need? Scale and accelerate the pace of change? Make sure the people with us now don’t get left behind? Secure the right amount and type of investment in our people to prepare them?
“We need to work with the business to understand their talent needs and get ahead of what the future workforce looks like. That requires a different set of
skills, a different set of training, a different type of recruiting, and it’s going to require people coming in that are digitally curious.”
Through the research, a picture emerged of the actions needed by leaders to shape and prepare the workforce along the entire talent supply chain.
Chief among them:
ACCELERATE RESKILLING PEOPLE
REDESIGN WORK TO UNLOCK HUMAN POTENTIAL
STRENGTHEN THE TALENT PIPELINE FROM ITS SOURCE
“Education can really help to alleviate the challenge of job losses; both in terms of up-skilling those at risk of automation and providing meaningful occupation for people in the future.” Andrew Moore DEAN OF THE SCHOOL OF COMPUTER SCIENCE CARNEGIE MELLON UNIVERSITY
By doubling the pace at which workers build relevant skills, the risk of job losses can be diminished dramatically. In addition, Accenture research shows that artificial intelligence alone has the potential to double the annual economic growth rates and boost labor productivity by up to 40 percent by 2035 in the 12 developed countries examined.
Smart Screening, Intelligent Hiring, Proactive Alerts, Effective Compliance and Peace of Mind.