How to drive the change of digitalization with regard to skills and talent
Cognification is a process of making any object smarter by connecting and integrating sensors, software and artificial intelligence (AI) around it. The whole concept of cognification is much talked about in relation to Virtual Reality (VR) and AI in today’s world. Such advent of enhanced technology has given rise to many challenges when it comes to managing talent pool of today.
By adopting a wide range of talent-management levers, many organizations are trying to manage their workforce in this age of cognification. Which all levers to apply, how to apply them, and in what way will solely depend on company’s need, existing capabilities, and organizational constraints. Here are some pointers for integrating those talent management levers.
Expand Your View Of Your Talent Pool
There is a serious misalignment between the priorities of employers and those of sought after talents. According to a recent Manpower Group survey, 31 percent of employers worldwide are having trouble filling positions due to lack of suitable talent. As a result, “time to fill” statistics have dramatically risen, more than doubling in some cases. Organizations need to develop an unvarnished view of their current skills and capabilities, and how current recruiting and career-development processes work—or don’t work. This pre work is essential in order to expand the view of talent pool.
The Ambiguous Scenario
Different people have different interpretations of AI from their own perspective. However, the question is: are we using AI in true sense? “Which stage has AI technology reached so far? How many of them have actually integrated AI fully in their corporate or Institutes? That’s the catch! AI and cognification is currently struggling to discern facts from fiction. Recent figures from Accenture suggest that just 17 per cent of companies globally are using AI optimally, while most are considered AI “observers.” Hence, in order to better understand the realities of AI in business, it is important to make your talent pool understand the phases and prerequisite of AI deployments in businesses, getting them equipped to handle those changes and making then future ready to a larger extent.
Support Technology Passions
Most of the technology buffs and individuals are excited by the current age opportunity to use innovative technologies for solving any type of problem. Talented technologists can learn new skills quickly. Help them re-charge themselves by giving them projects based on their own ideas. Promote experimentation, give them the freedom to make mistakes and let them learn from them. Adopting cutting edge technologies and helping your employees stay attuned to new skills, languages, and programs is crucial for their overall development as well as for your own business.
Many executives are struggling to get the most out of their existing talent. While they have staff with specific set of technology skills, but they often lack stars who can solve thorny problems that span multiple technology domains. The technology innovation part is missing in most of them.
The traditional career path in many technology organizations is one of the main causes. Starting on a particular domain, advancing to assume roles of greater responsibility in the same domain by demonstrating a combination of technological expertise and operational or project competence is something really common. Though this route has its own merits, but it mostly results in staleness. Proactively rotating high performers across technology domains and into business functions will solve this multifaceted technology problem.
Technological Advancement Culture
Cultural changes within organizations have always been slower and more complicated than the technological changes that necessitate them. This makes it more critical for executives to take a proactive stance on culture. Leaders won’t achieve the agility they need unless they build organizational cultures that perform well across functions and business units suiting the need of the hour. Therefore, it is no more optional to solve these cultural vagaries at a later stage in this fast changing new cognified world.
The key challenge however will be related to market readiness and talent management in this completely transformed ecosystem of cognification.