Managing HR Challenges

By: Ajay Sridharan, Country Manager,India, Degreed

Talent management best practices are not able to keep up with the ever-increasing, changing needs of the digital world. Today the organizations need a talent platform and innovate it constantly as the market evolves. They need to focus on 2 things:

• Interoperability of skills
• Using Learning and Development (L&D) as their key parameters for their workforce alignment

In addition, there is a skills gap between what skills are needed and what is available in the market. A Manpowergroup survey shows that 48% of employers had difficulty filling vacancies in Asia in 2015. And many university graduates – including a whopping 45% in South Korea – are struggling to find jobs.

We must find a way to educate our workforce, both for the roles we need and the ones of tomorrow. We have an opportunity to up-skill the workforce, which reduces time to productivity and increase profitability.

THE DIGITAL DISRUPTION AND FUTURE OF LEARNING

The future of learning and work is already here. Now, we all have to constantly learn a variety of skills, from a diversity of sources, for the entirety of our careers.

Two-thirds of L&D leaders are looking to invest in new technologies to better meet the needs of their workers and their businesses. But “new” alone is not enough. L&D needs new and different ways of working, and new and different tools to do it.

The most advanced organizations are building totally new capabilities to drive resilience, agility, and innovation. And they’re using technology, together with data, to create the conditions for continuous learning: diverse, always-on and precision-targeted at business and bridging individual skills gaps.

The future, which is already here, is about empowering all employees and managers (not only L&D and HR people) to curate their own learning experiences.

The thing is, empowering people to do things themselves requires some new tools. Learning management systems (LMSs) are not going away anytime soon. But they’re not actually designed to empower learning. They’re built to manage it.

This is the new way to make L&D work: Empowering employees and managers (not only L&D and HR people) to curate their own learning experiences with whatever resources they need, and connecting everyone to each other (to insights and feedback) for exploration, guidance, and coaching.