- A survey by the World Employment Confederation with ManpowerGroup finds that 81% of business leaders foresee new skills needed due to AI advancements.
- Despite awareness, 78% express concern about training employees fast enough for upcoming technology changes.
- Research highlights the transformative impact of generative AI on workforces, emphasizing the need for both soft and technical skill adaptation.
- Key findings indicate challenges in forecasting future talent needs and a growing demand for workforce flexibility.
- Strategies to enhance flexibility include establishing talent pools, skills-based hiring, online talent platforms, and utilizing contingent workers.
- Engaging contingent workers is seen as effective for accessing digital skills and spreading technological understanding among permanent staff.
Main AI News:
An extensive survey conducted by the World Employment Confederation (WEC), with ManpowerGroup as a contributing member, underscores that over 80% of business leaders foresee the necessity for novel skills and approaches in response to artificial intelligence (AI) advancements. Nevertheless, despite this acknowledgment, a significant 78% express apprehension regarding their ability to swiftly train their workforce to align with the rapid pace of technological evolution anticipated over the next three years.
The insights stem from “The Work We Want,” an international research endeavor commissioned by WEC. The inaugural phase of this initiative, titled “Agile Talent in the Age of AI,” outlines the transformative potential of generative AI on workforces, signaling the imperative for both soft and technical skill adaptation to fully harness the capabilities offered by technology.
Jonas Prising, Chairman & CEO of ManpowerGroup, underscores, “The trajectory of AI innovation suggests an imminent transformation in workplaces; however, the widening gap in technical and soft skills poses a formidable challenge that businesses must surmount.” Pricing emphasizes the enduring relevance of human-centric attributes such as collaboration, communication, creative problem-solving, and empathy, asserting that organizations must prioritize nurturing these qualities while investing in workforce upskilling to thrive in the digital landscape.
Key Discoveries:
- Eight out of ten respondents contend that forecasting future talent needs has never been more daunting.
- Ninety-two percent of senior executives anticipate a heightened demand for workforce flexibility within the next twenty-four months.
- Organizations intend to adopt a diverse array of strategies to enhance flexibility, including the establishment of sector-specific talent reservoirs (91%), adopting a skills-centric recruitment approach (89%), leveraging online talent platforms (89%), expanding the utilization of contingent staff (88%), providing internal flexibility through intra-departmental transfers and job rotations (88%), and recruiting talent internationally (88%).
- Engagement of contingent workers emerges as an increasingly favored avenue for accessing specialized digital skills and attracting high-caliber candidates, with 79% of senior executives endorsing it as an effective means to disseminate technological acumen among permanent staff.
“The ‘Work We Want’ serves as a catalyst for dialogue among governmental bodies, employers, and labor representatives to collectively address the evolving work paradigm and devise inclusive solutions,” asserts Denis Pennel, Managing Director of WEC. He underscores the indispensable role of the HR services sector in bridging the burgeoning gaps in labor and skills precipitated by the digital revolution.
Conclusion:
The survey underscores the imperative for businesses to adapt swiftly to AI advancements, acknowledging the need for new skills and flexible workforce models. Organizations must prioritize investments in upskilling and embrace agile talent strategies to navigate the evolving digital landscape effectively. Failure to address these challenges could lead to widening skill gaps and hinder competitiveness in the market.
