Pwc Article On Training And Development Of Employees Pdf
File Name: pwc article on training and development of employees .zip
- 10 principles of workforce transformation
- Upskilling for Shared Prosperity
- Six keys to unlocking upskilling at scale
- How to help employees learn new skills amid a crisis
Policy Area Infrastructure Investment and Financing. G20 Japan. Despite large-scale technological investment, workforce productivity growth remains low.
10 principles of workforce transformation
Sometimes your job is so bound up in routine, you joke that it could be handled by a computer. Then the joke becomes reality. You are asked to help design the automated processes that will replace your position in a year. The initiative is made possible by advances in learning methods and analytics. It uses shared data about skills, tasks, and employment prospects to match people who would otherwise be laid off with new digitally oriented jobs and the training needed to fill them.
To take a new job would mean changing roles, maybe changing companies, and undergoing an intensive week training program. The training is tough, but your counselor keeps in touch with you throughout, offering encouragement and monitoring your progress. Around the seventh week, you meet with HR to discuss the on-boarding schedule.
Then comes a three-month trial period in the new role, after which you are hired permanently. Your retirement and healthcare benefits carry over. The industrialized world is facing a skills crisis. On the one hand, automation is threatening many existing jobs.
Hundreds of millions of young people around the world are coming of age and finding themselves unemployed and unemployable, while many older, long-established employees are discovering their jobs are becoming obsolete. A study published by the Organisation for Economic Co-operation and Development in estimated that 46 percent of all jobs have at least a 50 percent chance of being lost or greatly changed.
A report from the International Commission on Financing Global Education Opportunity estimates that 30 percent of young adults will not graduate from secondary school with the skills they need to hold most jobs. On the other hand, there is a severe shortage of qualified talent for the new digital economy. Jobs requiring knowledge of artificial intelligence AI , robotics, and the Internet of Things are going unfilled in ever-greater numbers.
Estimates suggest that U. Together, these two trends have broadened the gap between the employees of the present and the workforce of the future — hence the recent interest in upskilling. An upskilling initiative can take place at the level of a company, an industry, or a community. Upskilling is not the same as reskilling, a term associated with short-term efforts undertaken for specific groups for example, retraining steelworkers in air-conditioning repair or locksmithing.
An upskilling effort, by contrast, is a comprehensive initiative to convert applicable knowledge into productive results — not just to have people meet classroom requirements, but to have them move into new jobs and excel at them. It involves identifying the skills that will be most valuable in the future, the businesses that will need them, the people who need work and could plausibly gain those skills, and the training and technology-enabled learning that could help them — and then putting all these elements together.
For further insights: strategy-business. All rights reserved. To someone accustomed to current forms of workforce training, in which resources are constrained and companies generally operate independently of one another, an upskilling initiative might seem massive and unaffordable. But it is feasible — although the process often means confronting long-held assumptions about human capital and organizational practices. And the payoff can be immense in economic results, overall quality of life, and increased opportunities.
Not only do people move to new jobs, but the jobs are better and less likely to be rapidly automated out from under them. Unless a solution is put in place, the social impact of job loss — for individuals, the businesses and organizations that employ them, and the communities around them — will be even more staggering than it has been in the past.
Some of the most effective upskilling initiatives take place at a community level, where there are economies of scale, a broad range of opportunities, and an incentive for government to raise general prosperity. Government, business, and not-for-profit organizations work together in these partnerships, often in new ways.
Even if it is tackled by a single company, upskilling is not a one-time endeavor. In this time of rapid technological change, every member of the workforce, from the front lines to the C-suite, needs to continually expand or augment his or her skills. Those skills are not limited to the realm of technology. We have spent much time investigating hard skills, like accountancy, but we must now look at soft skills and the ability to learn and grasp new knowledge, so that we build a workforce that can evolve into the new jobs we cannot even forecast today.
At first glance, the expenses of upskilling appear daunting. Our own experience suggests those numbers or even higher costs are realistic for high-tech industries or smaller groups.
The cost of training is just one element, and not necessarily the most expensive one. To bring someone to a new level of competence — for example, from a midlevel accountant to a cybersecurity agent or data analyst — might take nine weeks. During that time, individuals need financial support, and their current job must be covered with a full- or part-time substitute. The company also may need to set aside funds to ensure that employees who switch to new jobs receive the same salaries they made previously.
If the budget forecasts that, on average, only hundreds of dollars will be spent on each individual, it is not an upskilling initiative. It is skills maintenance.
But the expense of upskilling should be considered in the context of the alternatives: severance costs for laid-off workers, plus the time and costs involved in finding, recruiting, and on-boarding new people with the skills most in demand. Moreover, an upskilling program does not need to upgrade skills for the entire workforce at once.
If you target that group and successfully move them into new roles, you create a track record and garner further support. Within five years, moving at the same pace, you can reach close to half of the employees in a company. Focus on developing people, not saving jobs, because not all jobs can or should be saved.
Upskilling is especially cost-effective for communities. Financing mechanisms include skills insurance plans collecting contributions from employers and tax incentives for participating companies and employees.
In the end, if you regard workers as an asset worthy of investment, and recognize the value of being part of a community of adaptable and continual learners, a well-designed and well-managed upskilling initiative is extremely cost-effective. Upskilling initiatives are typically championed by visionary leaders who have reflected deeply upon the long-term business and social elements that sustain growth in their region, country, or industry. Most initiatives are relatively new and were launched with a rationale directly linked to the job risks of the new digital economy.
They are already beginning to demonstrate significant results. Consider, for example, the Luxembourg Digital Skills Bridge project, a case we at PwC know well because we were involved in developing it. Launched in with a wide range of stakeholders on board, including trade unions and trade associations, it began with the idea of saving money on unemployment costs by investing in building a cluster of digitally oriented industries and developing the relevant skills.
Target that group and move them into new roles; within five years, at the same pace, you can reach nearly half of your employees. This cluster-based approach required a great deal of up-front coordination. The Luxembourg ministries of education, labor, and the economy aligned on a common national skills strategy.
The initiative assembled a group of digital apps and tools for all participants to share. They also agreed to identify at-risk employee populations, to collaborate more readily with other companies for instance, making it easier for incoming employees to keep their past seniority level , and to adopt more flexible human resources practices. Individual workers, for their part, took responsibility for their career in a way they might not have done previously: using the skills banks, investing their time in the training courses, and recognizing that without their participation in the initiative, they might not keep their job.
For everyone involved — the employees undergoing training, the companies hiring them, and the leaders arranging this new reality — upskilling represented a leap into the unknown.
From the beginning, clear metrics were established: The Luxembourg Digital Skills Bridge would place 65 percent of the pilot project participants in new positions.
It would thus justify the technical and financial assistance provided to companies and individuals. Perhaps most important was the guidance, which consisted of 12 days per company in employee assessment and workforce planning assistance and up to 12 hours of coaching per employee in addition to the training. This means a high level of investment into digital infrastructures…to help citizens as well as workers and entrepreneurs to be ready for the future.
To do that successfully, we are convinced that confidence is key. This can only be achieved through dialogue with all stakeholders. It is the best way to make the digital society as inclusive as possible. A few other locales are beginning their own upskilling plans, each with its own focus.
The Canada Job Grant program, a federal government initiative administered by the provinces, pays employers most or all of the costs for training their employees in workplace skills. It is expected to fill million job vacancies in 24 key sectors by And in the U. Although the programs are all worthwhile, there is often a key element missing, such as skills assessment or employee guidance — hence the value of a comprehensive approach.
Below are six key action steps. They are typically conducted in the following sequence, so that each may build on those that came before. Analyze the situation and define the initiative. Every situation is unique. Some upskilling efforts may begin as regional initiatives, driven by government leaders; others might start within a single enterprise, such as an automaker with assembly-line workers who may be facing layoffs.
All will have some elements in common: a commitment to lifelong learning rather than the preservation of specific jobs, support for individuals undergoing change, and a reasonable time horizon, generally nine to 18 months, for the first round of activity. Begin by convening candid dialogues with key stakeholders such as senior executives and HR leaders of participating companies, employee representatives, government officials as appropriate, and representatives of academic institutions or training resources.
How confident are business leaders about their own company prospects and the potential mobility of their staff? Which industries are looking for talent and which have overcapacity? What types of skills are needed — purely technical skills, skills broadly oriented toward digital acumen, or soft skills such as team leadership and effective communication?
How supportive of this effort are labor unions and regulators? Where will the financial and educational resources come from to support this initiative? The initiative must coordinate decisions and actions on several levels at once: the individuals seeking better work, the organizations losing jobs, the businesses in need of skilled workers, the city or regional government, the local colleges or other education groups, and the community as a whole.
To keep these activities aligned, a core group of sponsors and a project leadership team must manage the initiative and organize communications. There is also generally a technological component developing innovative, digitally enabled methods for gathering data, assessing skills, and facilitating lifelong learning. Set quantitative objectives — for example, increasing the retention rate by 70 percent in a single company or involving 15 percent of the companies in a region.
Indicate the desired return for the government, the company, and the individual. Also set non-numeric objectives, which articulate the positive future state and motivate people. These could include past or prospective case studies describing how the initiative makes job automation less risky, how it helps fill jobs that have been chronically vacant, and how it increases community spirit.
Design a skills plan. Many past reskilling efforts provided inadequate training and aimed it at the wrong population. Take a more focused approach. Base your priorities on the types of jobs that will be affected most by new technologies, the employees who are most at risk, and the businesses that have the most to gain.
Upskilling for Shared Prosperity
The company found people learned faster and better in a VR environment that included strong emotions and a safe place to make mistakes. A new analysis from PwC found that virtual reality can save time and be more effective but must be rolled out at scale to be cost effective. When it comes to difficult conversations at work, virtual reality VR may be the best place to practice talking about sensitive subjects like race, hiring, and bias. PwC compared classroom training, e-learning, and VR training and found that people who took a VR course about inclusive leadership learned more, spent less time in the training, and felt much more confident about putting the new skills into practice. The learners also felt more emotionally connected to the topic, which makes it more likely that they will remember the material and put it into use. During the training, learners are asked to understand personal and team member behavior that could potentially be caused by unconscious bias. The goal is to train learners to use only objective criteria in decision-making.
effectiveness of their workforce, develop and move talent around their business, and manage Near‑zero employee organisations are the norm. Organisations.
Six keys to unlocking upskilling at scale
Sometimes your job is so bound up in routine, you joke that it could be handled by a computer. Then the joke becomes reality. You are asked to help design the automated processes that will replace your position in a year.
The company provides assurance, tax and advisory services to a global market. Graduates follow five basic steps on their journey to becoming a PwC employee:. The interview and application process usually lasts a maximum of six weeks from the point of submitting your application for a PwC graduate scheme, PwC internship or other similar roles.
How to help employees learn new skills amid a crisis
The future of learning and development is unfolding in a typical conference room, with potted plants, a coffee machine, and windows overlooking the street below. A manager walks in and takes a seat at the table with colleagues. The manager has a pile of resumes and notes in front of her and is prepared to discuss and ultimately decide whom to hire. The employee we just described was a manager at PwC, selected from a group of more than 1, newly promoted managers in 12 locations across the United States.
To enhance its approach to compensation and development, PwC has added several programs to demonstrate the long-term value of building a career at the professional services firm formerly known as PricewaterhouseCoopers. Clearing up compensation. PwC lets employees in on how competitive their salaries are, how the firm sets pay, available career opportunities and how to increase their earning potential. The firm also shares financial results so employees better understand the link between pay and performance. Recognizing good work. Career recharger.
the future when it comes to attracting, developing and retaining talent. The action employees as it is about HR-led programmes such as training. Anxieties over the survey-reportpdf. There's good mideastjustice.orginsurer-asks-itsstaff-could-a-robot-do-your-job-2jj5nskxl. 28 | Preparing.
When you or your board members think about thriving in a digital world, you probably think first about technology. You want people who can command artificial intelligence, analyze data, invent and apply solutions on the fly, and slide effortlessly into new roles as needed. All the while, they should keep their skills sharp with mobile apps and online self-taught courses. Ideas should flow from all corners of the company, whether from full-time managers or a pool of gig workers who jump in when work heats up. The demand for a more talented workforce goes beyond adapting to the new digital world.