Automation has engendered many transformations in modern times. Almost every manual process has been replaced by a click, a tap, or not even that in cases of advanced technology. The most defining of these transformations is the up-grading of the nature of a "skilled workforce."
The age of automation has also had some disruptive impacts, like affecting the availability of jobs and shrinking opportunities for many in need. Such a claim is not unfounded. As per the Mckinsey Global Institute report -about 375 million people may need to opt for occupations and careers as automation will replace most jobs requiring manual labor.
Even then, the fact remains that there is no turning back. The only logical way forward is 'retraining' and 're-skilling' of the workforce. Additionally, now more than ever, organizations face cutthroat competition in the market, and they cannot afford to regress or slow down any which way. Reskilling the workforce is a crucial need to remain standing in the race, and excelling in it is just as crucial for making any significant mark in the industry.
Another glaring signal of a reskilling process's urgency is the fast-paced nature of the age of automation. Contrary to the nature of the shift from agriculture to manufacturing during the industrial revolution, this transition is much faster. It does not allow the unskilled or unprepared to sustain comfortably. Quick adaptability is the key to coping with the changes that automation has brought.
Many organizations and corporations have realized this urgency and have already invested big sums of money in labor reskilling projects. Let's look at some major ones: -
Amazon, the largest online retailer globally, has decided to invest $700 billion in training programs of its workers across various departments. PwC or PricewaterhouseCooper recently announced $3 billion dollars for upskilling 275,000 employees. Financial firm JP Morgan Chase announced an addition of a whopping $350 million to their pre-existing $250 million workforce's reskilling plan.
Why Should Workforce Automation Be Your Priority?
Some arguments worth mentioning in the context of prioritizing workforce automation are: -
Reskilling is not a quantifiable target that can be met by expediting the pace of training. In simple words, you can meet a target of say 100 sales in two weeks by increasing your sales output per day or enlarging the team, but you cannot achieve a 'reskilled workforce' by the same methodology. So, the key is to begin as soon as possible. Your workforce will need time to adapt.
Why not hire new employees already trained for an automated environment? Well, to save unnecessary costs. Recruits can be suitably skilled but not suitably trained to gel with the new workplace. In place of investing time and money in hiring and then training new workers, it's a far better idea to enhance existing employees' efficiency. It is an excellent hack for effective workforce management.
Though automation is perceived as a threat by many, it's positive corollaries cannot be ignored either. If envisioned futuristically, workforce automation will not just shrink labor requirements. It will also spur the need for new talent. Machines cannot replace a human's power of invention and ideas. Human interactions, such as that of information exchange between old and new generations of employees, are vital to an organization's environment.
How to Go About the Reskilling Process of Your Workforce?
1.) Zero-in on most ' at-risk' areas- this means identifying areas that are most likely to be automated in the coming years or can become more proficient if automated. Such identification will help in setting clear targets, streamlining training procedures, and saving time.
2.) Determine the existing skill levels of employees- it is essential to determine the nature of your employees' skill-set. It will help you figure out whether they can easily transition to new areas with a slight orientation or require reskilling from scratch. Also, please make use of the variations in skill sets and their levels among different employees. It will foster a helpful exchange of information and knowledge between them.
3.) Fix suitable training programs - this step naturally follows after determining employees' existing skill levels and the potential areas of automation. A one size fits all does not work here. Instead, you'll have to design or adopt training programs suitable for different departments. Combining several training methods like mentoring, microlearning, field learning, technical training, etc., is also a good idea
4.) Make the training a gradual process- as mentioned earlier, reskilling takes time. Your training process will require consistent communication through regular orientations. Don't hesitate to leave open channels of communication where employees can voice their doubts and concerns. Strong communication is the most guaranteed hack of effective workforce management. It also prevents fear or insecurity from gaining ground in the worker's minds as any change process brings such anxieties.
5.) Track your reskilling program's progress - regular feedback and evaluations are also essential elements of successful workforce management. No program can reach its optimum deliverance if not checked for loopholes regularly. Your reskilling program, however well-thought, may also require upgrades or a complete changeover.
Takeaway:-
Reskilling the workforce in the age of automation is the best way to cope with the competition and advancement ushered by automation. Workforce automation can be effectively achieved by following a simple action plan comprising necessary steps related to training procedures and effective communication. Reskill well, to respond well to change.
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