Realizing Human Potential in the COVID-19 Context
Blog: End to End BPM
Amid the COVID-19 pandemic, the incomes of self-employed people have been affected and companies are starting to retrench workers, on the other hand, it is necessary to support workers especially on net new core competencies, is what makes somebody adaptable in the face of changes, as work from home created new job opportunities and at the same time, a considerable threat to existing ones. In some circumstances companies may not see the need to physically locate themselves in the region anymore with remote working becoming more prevalent, and amid rising protectionism. In Brazil and USA there is already a movement on decreasing office space capacity and in Southeast Asia, “near-shore” operations are quickly becoming a reality. The Japanese government is supporting to help its companies shift their production out of China and back to Japan. Supply chains are also going to be redesigned.
From the graduate starting out on a career, mid-career worker looking for new job opportunities or trying to stay employed in a new role, there is a new mandate to ensure that people gain accurate and up-to-date information about their options based on available labor market data, individuals’ goals, aptitude, career program and, government and employers.
This requires public sector, educators and the private sector to collaborate on developing and strengthening an educational framework to enable ongoing learning and training opportunities for workers at all stages of their careers.
- Every individual should gain accurate guidance about their options on personal development, based on data. A promising model is for example, Singapore’s SkillsFuture initiative.
- The extent to which the existing and future working population acquires the right skills within the workplace, is one of the most critical variables to engage with new opportunities in a constantly shifting labor market.
- A smart learning environment that is designed towards learning at all stages of life and at the dame time to ensure employability – “get a job”; enables adaptive access to reskilling, upskilling; put individuals at center-stage to take ownership of their own learning paths and accelerate job opportunities with personalized mentorship, will contribute to employability and self-realization.
For educators, priorities for change and business model evolution, should include the following scenarios, coming from a training provider to future of jobs for every individual.
Adaptive Learning
Leveraging on forecasts of future skills requirements for existing workforce, social protection schemes and skills reconversion, integrated with about the degree of fit of candidate, cultural affinity, new operational models, technological evolution, career and performance management, adaptive learning can predict next wave of required training or to update a learning path at the individual level.
Mentoring and Employability
Automated career aspiration path, matching with job market status, person skills and existing learning path. Mentoring support in career progression activities. Accelerate employment by matching candidate profile with personalized recruiter outreach, integrated with employment government agencies.
Digital Credentials
Enables education providers and learners to control and share the credentials that can be trusted and verified. One has the appropriate knowledge, and experience that are necessary and sufficient for being a professional in a certain field or practice, a pre-requisite to perform a role and to be able to practice one’s profession.
Virtual Nomadic Campus
Cross reality environment designed for learning, visualization, social collaboration, knowledge capture, with real-time interaction in physically simulated virtual environment, using immersive technologies.
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