Friday, December 9, 2022

Closing the skills gap

Many positions remain vacant in spite of extended opportunity announcements, or they are filled with inadequately matched applicants. This is just reverse to the norm of posts quickly grabbed by fresh graduates, knowledgeable and skilled as they were to do so. As a minimum that has always been the thought process of toning college education with workplace requirements. As technology moves forward, education systems should transform, foresee, and gear up for the impact of digital on the employees.
Institutions of higher education should concentrate on shaping future employees by conveying information, skills and competencies required in the potential workplace. For this motive, there is a pressing demand to re-envision educational programs to meet the requirements of contemporary learners.
What is a skills gap?
In present times, there are few employees in an organization who lack the skills necessary to meet the company’s needs. Skills gaps can be related to hard or soft skills. The workforce can build up speedily as the organization’s products, services, or aspirations transform, or as technology and workplace rules change. Workplaces are particularly susceptible to skills gaps in domains where aptitude is in on increasing demand, like technical area of expertise.
Up skilling and reskilling to close the skills gap
In a market where it’s not easy to hire, looking for new resource outside the organization may not always be a feasible alternative due to the elevated expenditure of recruitment and cost incurred in time and energy. In spite of the dearth of employees, most of the organizations have a preference to fill skills gaps through reskilling and up skilling.
According to a recent survey, nearly all of the employees would continue with their existing workplace longer if they are empowered training and opportunities for growth exist. Filling skills gaps internally facilitates employee retention at the same time ensures that new skills are matched with the organizational understanding. In addition to this, reskilling, if done internally, is cost-effective.
With these aspects driving colossal shifts and the most recent university statistics to back them up, more efforts are needed to be done by higher education institutions to make sure that graduates achieve appropriate knowledge and skills that will be useful in their potential workplace.
Utilizing artificial intelligence for education
The technology has a significant role to play in higher education, not only in furnishing learners with knowledge thereby paving way for quality education. It supports learning by overcoming constraints of time and place thereby supporting lifetime learning prospects for every one at the same time promoting creativity, inquisitiveness, and teamwork. Artificial intelligence (AI) is a technology that generates a huge possibility to attain these returns for higher education
AI is modifying the techniques of doing things in this trade. Justifiably, there is a hope that this emerging technology will mechanize and restructure workflows and methods that have been monotonous and stretched.
Advantages of bridging the skills gap
Filling skills gaps has obvious profits for both workers and the company, thereby creating a win-win solution.
For Corporation
Reduced employee turnover
A staff better prepared to meet the group’s requirements
An organizational culture of knowledge and augmentation
Less expenditure on employee hiring
More satisfied workforce
For Workforce
Better delivery in their present role or the capability to take on a new position
More openings for escalation and progression
Augmented self-belief and confidence
Better flexibility in the framework of a rapidly changing environment.
Mamta Shukla is an academician
in the field of management education

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