How is Talent Important for Digital Transformation?
With the infusion of data-enabled services into ever more aspects of life, digital transformation is an even bigger imperative for organizations in the short-term future.
Fremont, CA: Contrary to popular belief, digital transformation is less about technology and more about people. One can pretty much buy any technology, but the ability to adapt to an ever more digital future depends on developing the next generation of skills, narrowing the gap between talent supply and demand, and future-proofing the potential. While the future is ambivalent and uncertain than ever, but it is for sure that the future is to focus on reskilling and upskilling people so that they are better equipped to adjust to change. Just like the past efforts have enabled the world to adapt to a more digital and virtual present world, there are a few reasons to suggest that this trend will go away or be reversed anytime soon. Here’s how everyone can prepare.
• People first: It is all about doing more with less in technology, yet that combination is valid only if the technology is paired with the right human skills. As technological disruption has led to automation and the elimination of outdated jobs, it has also created new ones. This is the reason why innovation is commonly described as creative destruction. But the creative aspect of change is entirely dependent on people. If the human adaptability is leveraged to reskill and upskill the workforce, humans and technology can be augmented simultaneously.
• Soft skills Development: Just as digital transformation is more about people than technology, the critical technical skills required are soft skills rather than hard skills. It is for sure that the recruitment market is hot for cybersecurity analysts, software engineers, and data scientists. But there’s an even more significant need for people who can be trained for the next wave of IT skills. Paradoxically, higher education is always catching up, because where universities perceive employer demand, they follow up with relevant courses and learning programs, creating a future surplus of talent supply in those areas. The best way to make an organization more data-centric and digital is to selectively invest in those who are most adaptable, curious, and flexible in the first place. Since nobody knows what the critical future hard skills will be, the best action is to bet on the people who are most likely to develop them.