CEO & Founder of Thalento®, Ben Greeven, talks about the Skill Gap in 2019, how to close this gap between actual skills of current employees and the market needs.
This document discusses the importance of skill development for youth employment opportunities. It notes that youth are three times more likely to be unemployed than adults due to a lack of required skills. World Youth Skills Day emphasizes the importance of technical and vocational education to develop skills through programs like Knowledge Lit Careers (KLiC) which offers online courses mapped to industry roles to improve job readiness and skills in areas like IT, English, accounting, design, programming, and new collar jobs. Developing skills through programs like KLiC can help propel individuals, communities, and countries towards a more prosperous future.
Youth Employment in Egypt : A Roadmap to Unleash Egypt’s Untapped PotentialEconomic Research Forum
Yasmine AlGarf - Working for Major International Development Organizations in Egypt and Jordan
ERF and World Bank Youth Essay Competition Award Ceremony
Cairo, Egypt, January 17, 2017
www.erf.org.eg
1) The document discusses the concept of the "Purpose Driven Cheetah" which refers to a new generation of ambitious Africans who are leveraging opportunities to contribute to development on the continent.
2) It notes challenges facing higher education in Africa like underfunding compared to institutions in countries like Canada, and how this impacts areas like infrastructure and reducing strikes.
3) The author proposes that their Project Cheetah will help African higher education and encourages the audience to take crazy actions to build the continent together like ambitious "cheetahs".
Imane Helmy - United Nations Development Progarmme (UNDP)
ERF and World Bank Youth Essay Competition Award Ceremony
Cairo, Egypt, January 17, 2017
www.erf.org.eg
This document discusses workforce competency and talent shortages that are expected between 2020-2050. Some key points:
- There will be shortages of skilled workers globally, with estimates of 1 million shortage in Canada by 2020, 3.1 million in the UK by 2050, and 25 million additional workers needed in the US by 2030.
- India produces over 5.5 million graduates annually but only about 36-37% are employable. Engineering and management courses in India are seeing high vacancy rates of 40% and two-thirds respectively.
- There are mismatches between the skills of unemployed workers and the needs of industry, with 75 million unemployed youth globally.
- Companies need to focus
INTERIM AND TRANSFORMATION LEADERS HAVE WORKED ACROSS
91 PER CENT OF THE GLOBE
-WIL Group survey highlights that agile, skilled and highly adaptable transformation leaders are essential in a dynamic and international business environment.
About WIL Group
www.wilgroup.net
For the first time, 13 leading interim and transitional management companies, operating in 32 countries around the world, have come together to form WIL Group (Worldwide Interim Leadership) to deliver truly global interim and transitional management solutions to clients around the world.
WIL Group‘s vision is to be the number one company for global interim and transition managers by offering a unique “international multi-sourcing” model that leverages the assets of each member firm and ensures the best talent is selected for assignments globally.
This document provides an overview of the global challenges in recruitment and offers 10 tips for effective global recruitment. It discusses how talent markets are shifting globally due to demographic and economic changes. Skills shortages are a major issue for many countries as the workforce declines and demand for skills increases. Recruiting talent internationally presents challenges related to immigration policies, cultural differences, varying HR procedures, and ensuring compliance with regulations in multiple countries. Global recruitment requires developing a long term strategy, thorough market research, partnerships with local experts, and a focus on cultural intelligence, branding and screening candidates appropriately.
This document discusses the importance of skill development for youth employment opportunities. It notes that youth are three times more likely to be unemployed than adults due to a lack of required skills. World Youth Skills Day emphasizes the importance of technical and vocational education to develop skills through programs like Knowledge Lit Careers (KLiC) which offers online courses mapped to industry roles to improve job readiness and skills in areas like IT, English, accounting, design, programming, and new collar jobs. Developing skills through programs like KLiC can help propel individuals, communities, and countries towards a more prosperous future.
Youth Employment in Egypt : A Roadmap to Unleash Egypt’s Untapped PotentialEconomic Research Forum
Yasmine AlGarf - Working for Major International Development Organizations in Egypt and Jordan
ERF and World Bank Youth Essay Competition Award Ceremony
Cairo, Egypt, January 17, 2017
www.erf.org.eg
1) The document discusses the concept of the "Purpose Driven Cheetah" which refers to a new generation of ambitious Africans who are leveraging opportunities to contribute to development on the continent.
2) It notes challenges facing higher education in Africa like underfunding compared to institutions in countries like Canada, and how this impacts areas like infrastructure and reducing strikes.
3) The author proposes that their Project Cheetah will help African higher education and encourages the audience to take crazy actions to build the continent together like ambitious "cheetahs".
Imane Helmy - United Nations Development Progarmme (UNDP)
ERF and World Bank Youth Essay Competition Award Ceremony
Cairo, Egypt, January 17, 2017
www.erf.org.eg
This document discusses workforce competency and talent shortages that are expected between 2020-2050. Some key points:
- There will be shortages of skilled workers globally, with estimates of 1 million shortage in Canada by 2020, 3.1 million in the UK by 2050, and 25 million additional workers needed in the US by 2030.
- India produces over 5.5 million graduates annually but only about 36-37% are employable. Engineering and management courses in India are seeing high vacancy rates of 40% and two-thirds respectively.
- There are mismatches between the skills of unemployed workers and the needs of industry, with 75 million unemployed youth globally.
- Companies need to focus
INTERIM AND TRANSFORMATION LEADERS HAVE WORKED ACROSS
91 PER CENT OF THE GLOBE
-WIL Group survey highlights that agile, skilled and highly adaptable transformation leaders are essential in a dynamic and international business environment.
About WIL Group
www.wilgroup.net
For the first time, 13 leading interim and transitional management companies, operating in 32 countries around the world, have come together to form WIL Group (Worldwide Interim Leadership) to deliver truly global interim and transitional management solutions to clients around the world.
WIL Group‘s vision is to be the number one company for global interim and transition managers by offering a unique “international multi-sourcing” model that leverages the assets of each member firm and ensures the best talent is selected for assignments globally.
This document provides an overview of the global challenges in recruitment and offers 10 tips for effective global recruitment. It discusses how talent markets are shifting globally due to demographic and economic changes. Skills shortages are a major issue for many countries as the workforce declines and demand for skills increases. Recruiting talent internationally presents challenges related to immigration policies, cultural differences, varying HR procedures, and ensuring compliance with regulations in multiple countries. Global recruitment requires developing a long term strategy, thorough market research, partnerships with local experts, and a focus on cultural intelligence, branding and screening candidates appropriately.
Talent has gone global. It can be found in every corner of the planet. Employers everywhere are competing for it. They realise that finding the right people is critical to their competitive advantage. Resourcing experts like BPS World are pushing into new frontiers in trusted partnership with their clients, they are conquering Planet Talent. To dominate Planet Talent and win the global recruitment race, BPS World has complied ten top tips.
The document discusses trends that hiring managers expect to see in the 2020 workplace based on a survey of over 2,000 managers. Some of the key findings include:
- 52% of managers expect to see more diverse, multigenerational teams consisting of multiple nationalities by 2020. 55% also foresee more workplace flexibility with options like schedule flexibility and virtual/mobile teams.
- 42% anticipate an increase in women in leadership roles by 2020. Developing markets like India (68%) expect more change in this area than mature markets like the UK (33%).
- Managers in countries like Malaysia (64%) and India (61%) were more likely to expect a rise in multigenerational teams compared
The document provides an overview of the skills gap trend report by The Skills Network. It highlights the top in-demand hard skills, including finance, auditing, and accounting based on job postings. Nursing is also listed as one of the top hard skills. The document also notes the soft skills most required by employers and discusses sectors most impacted by the pandemic such as hospitality and those that are booming like healthcare. Regional breakdowns of skills needs are also included.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for lifelong learning and flexibility. It explores how hiring processes, incentives, and the nature of contract work are shifting as well. Finally, it discusses the key skills that are in demand and how career planning and counseling must adapt to better prepare people for the changing world of work.
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were: 1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues. 2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them. 3) Leadership development was seen as the single most urgent issue. 4) Retention and engagement was the second most urgent issue but often lacks clear ownership. 5) Reskilling HR was also a top priority as HR transforms its role from administration to a business partner.
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were:
1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues.
2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them.
3) Retention and engagement are seen as a shared responsibility between HR, leadership and management rather than owned solely by HR.
4) HR is undergoing a major transformation from an administrative to a strategic business partner role, requiring new skills.
Leading and managing in the 2020 workplace challenges for gen x leaders in wa...Cegos Asia Pacific Pte Ltd
This new joint research paper delivered by Cegos Asia Pacific, Temasek Polytechnic and the Singapore Training and Development Assoc highlights the leadership and managerial challenges in the 2020 workplace - with special attention on Gen X'ers who are leaders-in-waiting. The research was carried out in Singapore and has inputs from across SE Asia.
There is much talk about Generation Y and that is fair enough! That said, we felt a focus on Generation X was needed as the changes in the workplace over the next 5-7 years will be enormous when you consider: The iGen joining the workforce, an Ageing population continuing to contribute to organisational success, the increasing integration and use of technologies at work and within learning, the multicultural and often remote working environment and much more.
Some key outputs here for developing the leadership and management skill-sets in this increasingly cross generational and multi-dimensional workplace.
The document summarizes global labor market trends in 2016. It finds that employment is shifting away from agriculture and toward services globally. Most large economies now have over 50% of employment in services. There are also shortages of skilled workers in many countries, especially in technical fields like software engineering. Migration rates and interest in flexible work arrangements are increasing. However, wage growth remains slow and inequality is rising as middle-income jobs decline.
Etude PwC sur les femmes de la génération Y (mars 2015)PwC France
http://bit.ly/PwC-Female-Millennial A l’occasion de la Journée internationale de la femme le 8 mars prochain, le cabinet d’audit et de conseil PwC publie son étude « The female millennial : A new era of talent » qui chasse les idées reçues sur les femmes au travail. PwC a interrogé 8 756 femmes et 1 349 hommes appartenant à la génération Y (nés entre 1980 et 1995), issus de 75 pays, afin de révéler leur perception du monde du travail en général et de leur carrière en particulier.
This is a presentation I did for the South African Institute for Professional Accountants recently about their Talent Retention challenges.
The stats are really powerful, it is mind-boggling that not all companies, big or small are implementing incentive programmes for motivation, sales performance, talent retention and skills upliftment.
The document summarizes a report on talent trends in India in 2023. It discusses how the "Invisible Revolution" has led to a major shift in employee loyalty and work culture since the start of the COVID-19 pandemic. Key points include:
- The number of employees switching jobs has increased, with 23% changing roles in 2022 compared to 20% in 2021 and 12% in 2020.
- 75% of the workforce can now be considered "active job seekers," either looking for a new job or planning to do so in the next 6 months.
- Companies can now only confidently rely on less than 1 in 10 employees staying, as 98% of all employees are now open to
Linked in learning-workplace-learning-report-2021-enAcabizEducate
The report discusses the elevated role of learning and development (L&D) in organizations in 2021. It finds that L&D has secured a long-term, strategic role at the executive level following the shift to remote work during the pandemic. Nearly two-thirds of L&D professionals now report that they still have a seat at the C-suite table. CEOs are continuing to actively champion learning in their organizations to help employees adapt to ongoing changes. Case studies show how securing executive support has driven increased learner engagement in learning programs.
TVET & Socio-Economic Development in Bangladesh Steps Challenges & Ways ForwardKhan Mohammad Mahmud Hasan
(1) TVET is crucial for Bangladesh to fully benefit from its demographic dividend and growing economy. However, the TVET system faces several challenges including a lack of coordination, disconnect between training and market demands, and few employers involved in curriculum development.
(2) Ways to strengthen TVET include ensuring coherent policies, conducting market research to understand demand, making institutions more flexible, and changing perceptions about technical jobs. If improved, TVET can both equip youth with skills and supply workers for Bangladesh's growing industries.
Policy for skill development and entrepreneurship 2015Hardik Patel
This document outlines India's National Policy for Skill Development and Entrepreneurship from 2015. It provides background on India's large young population and need to equip workers with skills to leverage the demographic dividend. The policy aims to meet the challenge of large-scale skilling with quality and sustainability. It establishes an institutional framework and identifies stakeholders responsible for skill development and entrepreneurship promotion, including government, corporations, training providers and organizations. The policy links skills to employment and productivity growth.
This paper focuses on the current skills shortages across the Asia Pacific Region from work-ready Graduate intake to Talent within companies and the ongoing development of Managers and the Future Leadership pipeline. There is no doubt that the continuing economic growth, the accelerating need for Talented Managers and Teams within organisations (e.g. China's biggest stated talent gap) and a more globalised workplace are factors that should make this Region buoyant with Talent. There is no doubt that there are academically sound potential employees but the biggest gap evident is the crucial difference between academic know how and intelligence with the practical know how and common sense often needed in today's diverse workplace. Its open for debate! please read the paper and let me know your thoughts. Please fill out a contact form if you would like to download this paper.
The Apprenticeship Levy, introduced in 2017, requires UK employers with annual payrolls over £3 million to pay 0.5% of their payroll towards apprenticeship funding. It aims to increase apprenticeship quantity and quality to 3 million by 2020. Employers receive £15,000 allowance and can access funding through an online portal. The levy may impact HRM by reducing hiring costs through apprenticeships, creating diverse workforces, and complementing on- and off-the-job learning, though some industries struggle with requirements.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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Similar a Ben Greeven - The Skill Gap (Global Talent Day 2019, Portugal)
Talent has gone global. It can be found in every corner of the planet. Employers everywhere are competing for it. They realise that finding the right people is critical to their competitive advantage. Resourcing experts like BPS World are pushing into new frontiers in trusted partnership with their clients, they are conquering Planet Talent. To dominate Planet Talent and win the global recruitment race, BPS World has complied ten top tips.
The document discusses trends that hiring managers expect to see in the 2020 workplace based on a survey of over 2,000 managers. Some of the key findings include:
- 52% of managers expect to see more diverse, multigenerational teams consisting of multiple nationalities by 2020. 55% also foresee more workplace flexibility with options like schedule flexibility and virtual/mobile teams.
- 42% anticipate an increase in women in leadership roles by 2020. Developing markets like India (68%) expect more change in this area than mature markets like the UK (33%).
- Managers in countries like Malaysia (64%) and India (61%) were more likely to expect a rise in multigenerational teams compared
The document provides an overview of the skills gap trend report by The Skills Network. It highlights the top in-demand hard skills, including finance, auditing, and accounting based on job postings. Nursing is also listed as one of the top hard skills. The document also notes the soft skills most required by employers and discusses sectors most impacted by the pandemic such as hospitality and those that are booming like healthcare. Regional breakdowns of skills needs are also included.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for lifelong learning and flexibility. It explores how hiring processes, incentives, and the nature of contract work are shifting as well. Finally, it discusses the key skills that are in demand and how career planning and counseling must adapt to better prepare people for the changing world of work.
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were: 1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues. 2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them. 3) Leadership development was seen as the single most urgent issue. 4) Retention and engagement was the second most urgent issue but often lacks clear ownership. 5) Reskilling HR was also a top priority as HR transforms its role from administration to a business partner.
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were:
1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues.
2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them.
3) Retention and engagement are seen as a shared responsibility between HR, leadership and management rather than owned solely by HR.
4) HR is undergoing a major transformation from an administrative to a strategic business partner role, requiring new skills.
Leading and managing in the 2020 workplace challenges for gen x leaders in wa...Cegos Asia Pacific Pte Ltd
This new joint research paper delivered by Cegos Asia Pacific, Temasek Polytechnic and the Singapore Training and Development Assoc highlights the leadership and managerial challenges in the 2020 workplace - with special attention on Gen X'ers who are leaders-in-waiting. The research was carried out in Singapore and has inputs from across SE Asia.
There is much talk about Generation Y and that is fair enough! That said, we felt a focus on Generation X was needed as the changes in the workplace over the next 5-7 years will be enormous when you consider: The iGen joining the workforce, an Ageing population continuing to contribute to organisational success, the increasing integration and use of technologies at work and within learning, the multicultural and often remote working environment and much more.
Some key outputs here for developing the leadership and management skill-sets in this increasingly cross generational and multi-dimensional workplace.
The document summarizes global labor market trends in 2016. It finds that employment is shifting away from agriculture and toward services globally. Most large economies now have over 50% of employment in services. There are also shortages of skilled workers in many countries, especially in technical fields like software engineering. Migration rates and interest in flexible work arrangements are increasing. However, wage growth remains slow and inequality is rising as middle-income jobs decline.
Etude PwC sur les femmes de la génération Y (mars 2015)PwC France
http://bit.ly/PwC-Female-Millennial A l’occasion de la Journée internationale de la femme le 8 mars prochain, le cabinet d’audit et de conseil PwC publie son étude « The female millennial : A new era of talent » qui chasse les idées reçues sur les femmes au travail. PwC a interrogé 8 756 femmes et 1 349 hommes appartenant à la génération Y (nés entre 1980 et 1995), issus de 75 pays, afin de révéler leur perception du monde du travail en général et de leur carrière en particulier.
This is a presentation I did for the South African Institute for Professional Accountants recently about their Talent Retention challenges.
The stats are really powerful, it is mind-boggling that not all companies, big or small are implementing incentive programmes for motivation, sales performance, talent retention and skills upliftment.
The document summarizes a report on talent trends in India in 2023. It discusses how the "Invisible Revolution" has led to a major shift in employee loyalty and work culture since the start of the COVID-19 pandemic. Key points include:
- The number of employees switching jobs has increased, with 23% changing roles in 2022 compared to 20% in 2021 and 12% in 2020.
- 75% of the workforce can now be considered "active job seekers," either looking for a new job or planning to do so in the next 6 months.
- Companies can now only confidently rely on less than 1 in 10 employees staying, as 98% of all employees are now open to
Linked in learning-workplace-learning-report-2021-enAcabizEducate
The report discusses the elevated role of learning and development (L&D) in organizations in 2021. It finds that L&D has secured a long-term, strategic role at the executive level following the shift to remote work during the pandemic. Nearly two-thirds of L&D professionals now report that they still have a seat at the C-suite table. CEOs are continuing to actively champion learning in their organizations to help employees adapt to ongoing changes. Case studies show how securing executive support has driven increased learner engagement in learning programs.
TVET & Socio-Economic Development in Bangladesh Steps Challenges & Ways ForwardKhan Mohammad Mahmud Hasan
(1) TVET is crucial for Bangladesh to fully benefit from its demographic dividend and growing economy. However, the TVET system faces several challenges including a lack of coordination, disconnect between training and market demands, and few employers involved in curriculum development.
(2) Ways to strengthen TVET include ensuring coherent policies, conducting market research to understand demand, making institutions more flexible, and changing perceptions about technical jobs. If improved, TVET can both equip youth with skills and supply workers for Bangladesh's growing industries.
Policy for skill development and entrepreneurship 2015Hardik Patel
This document outlines India's National Policy for Skill Development and Entrepreneurship from 2015. It provides background on India's large young population and need to equip workers with skills to leverage the demographic dividend. The policy aims to meet the challenge of large-scale skilling with quality and sustainability. It establishes an institutional framework and identifies stakeholders responsible for skill development and entrepreneurship promotion, including government, corporations, training providers and organizations. The policy links skills to employment and productivity growth.
This paper focuses on the current skills shortages across the Asia Pacific Region from work-ready Graduate intake to Talent within companies and the ongoing development of Managers and the Future Leadership pipeline. There is no doubt that the continuing economic growth, the accelerating need for Talented Managers and Teams within organisations (e.g. China's biggest stated talent gap) and a more globalised workplace are factors that should make this Region buoyant with Talent. There is no doubt that there are academically sound potential employees but the biggest gap evident is the crucial difference between academic know how and intelligence with the practical know how and common sense often needed in today's diverse workplace. Its open for debate! please read the paper and let me know your thoughts. Please fill out a contact form if you would like to download this paper.
The Apprenticeship Levy, introduced in 2017, requires UK employers with annual payrolls over £3 million to pay 0.5% of their payroll towards apprenticeship funding. It aims to increase apprenticeship quantity and quality to 3 million by 2020. Employers receive £15,000 allowance and can access funding through an online portal. The levy may impact HRM by reducing hiring costs through apprenticeships, creating diverse workforces, and complementing on- and off-the-job learning, though some industries struggle with requirements.
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In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
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This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. It’s about people2019 | Thalento®2
54% of employees require
significant reskilling by 2022.
(WEF)
In 2030 85 % of today’s students work in
professions that do not yet exist.
(Mc Kinsey)
64 % of HRM’s say there
is a skill gap
42% says
it worse than
last year.
(Wiley 06/19)
14. It’s about people2019 | Thalento®15
Future Proof organisations ADAPT
Skills Shelf life
54% of jobs need reskilling by 2022
Talent Shortage 756.000
unfilled ICT Jobs in 2020
<5 years
15. It’s about people2019 | Thalento®16
Lifelong learning is the new normal
Learning Agility is a CORE competence
Hiring attitude shift
Future Proof organisations LEAD