VK I always categorise the future assessment to the need of the business environment which constitutes of internal environment and external environment. The categorisation of internal as well as external and future requirements is corroborated to how far we could think as organisations and where do we head to attain the business advantage in future. The similar journey has to be dealt by the stakeholders who are part of the value chain. Some of the unique pointers around the skills which would be very critical in assessing our readiness for the future are :
A. Ability to think through the knowledge of the challenges the environment offers in future and mitigates future risks with the current performance.
C. Able to effectively adapt to the paradigms of the workforce evaluation and absorbing the change in KPIs to be able to evolve as better business leaders.
How is AI, robotics, automation affecting the employment scenario in India?
A. The jobs would turn out to be more of output and impact driven than inputs.
C. The job scales would move from employer's bucket to partner's bucket.
D. The component of specific skills would get introduced into the society.
F. Accountability on the business impact would be enhanced largely amongst the assignments.
H. There would still be a fine linkage between a robot or a human connect and that would define what roles would be commanding better career prospects in future.
J. The KPIs and competencies would be largely modified on the basis the above parameters rather there may not be need of developing complex competencies around job roles anymore.
VK The meaning of the word employment is also tending to change. In today's scenario, a fixed salary denotes job security and a fixed income but the same is certainly not beyond the notice period so the notion is primarily incorrect. The employment opportunity rightly would mean that the Jobs become more of quality i.e. it enhances one's skill to impact in better business growth than the repeated activities to keep us busy. Also, that means the professionals would get more opportunities to associate with organisations at their own, will lead to developing specialised areas in them. Rather, I would see this scenario leading to better career opportunities by enhancing skills of the workers and contributing well towards economy which would further enhance employment opportunities in the times to come. I am also focusing a lot on certain parameters which would lead to skill building in building better professionals and leading to better productivity and enhanced output for organic growth of jobs.
VK HR plays an important role in creating future ready organisations and I clearly see 3 important areas where HR could easily impact in partnering with Business Leaders to be able to execute this successfully :
A. While acquiring talent the right benchmark needs to be incorporated that the skills to be able to execute the current job matches well with the resource being able to be future ready to be a part of the long term business strategy.
C. Performance measurement criteria to indicate towards future roles and long term objectives highly dictate the need for resources to attain differential output compared to the present KPIs.
VK a. Activities and job roles : The organisation resourcing helps in developing ecosystem around this space. The resourcing comes from the fact that which activities need to be included while which activities to be excluded looking at the long term business proposition. The list of activities could help in grouping into various job roles and the desired end state would help us giving the revised KPIs. HR would play a very important role in the above classification and this would be a firm building block in the new ecosystem.
b. Identifying & developing talent : This becomes one of another critical activity as there would be resources would automatically fit into the new matrices while the others would need to get developed for the identified roles. HR would play an important role in identifying the mix and coaching managers to be able to champion the move swiftly without any exigencies.
How do you think young generation should prepare themselves to remain employable and worthy in the age of technological disruption? How can HR and organisations support in this?