According to a study byGartner, the outburst of the COVID-19 pandemic has accelerated the speed and scale of digital talent transformation by five years. The pandemic has changed the nature of the work forcing employees to work from home. It has created immense skill shifts and large-scale digitalization. The ways to tackle digital talent post pandemic no longer just solely affects HR but is an organization-wide phenomenon that needs all areas of the business to collaborate to solve this puzzle.

However, organizations with misaligned and ineffective talent strategies face the constant fear of being left behind. It is estimated that around 35 percent of the organizations face a severe shortage of in-house skilled expertise to drive organizational transformation.

Unfortunately, the shortage of skills within organizations continues to exist even though the pandemic has long passed. Organizations must effectively deploy, align and hire talented individuals to bridge the skill gap and accelerate the post-pandemic digital transformation expedition.

Having said that, here are the top five ways to tackle digital talent post pandemic

1. Analyze which Skills your Organization Needs :

Companies may not realize it but they probably have some gaps in their workforce. With a skills diagnostic tool, one can figure out which skills your employees have or need to be able to fulfill their jobs to the best of their ability.

To discover what skills a certain workforce needs, one needs to go through an empirical process by pinpointing those strengths that would most help the company in performing its strategic plan. This is going to help them perfect their employee selection process so that when hiring for new positions within their organization, they will be able to pinpoint who will be best suited for this role both now and into the future as the business continues to grow and evolve. Looking ahead requires a rigorous, scientific approach to comparing the supply of each skill desired with the needs and demands of your organization’s strategic plan.

2. Build Training Capabilities and Partnerships :

Blend in-person and digital learning opportunities to achieve your reskilling goals. You may need to start by setting up workshops where employees can learn the basics of a new IT skill. Once they master the basics and are ready to begin applying their new knowledge, watch out for burnout through overworking some individuals and underworking others. Make sure the learning is spread out so people have time to practice. Then they’ll be able to use everything they’ve learned when working on a project related to it.

If your goal is broad-based reskilling, it will be beneficial for you to reach out to experts at universities, technical organizations, and online platforms to better choose which various avenues will best help you reach your main reskilling objectives. After all, one-way employees can effectively develop their skills is simply by changing their attitudes about lifelong learning – making people realize that it’s never too late to learn new things!

3. Upskilling and Reskilling through UniKaksha

Upskilling involves assisting workers to learn new skills to meet the varied demands of present roles. Reskilling is broader, it is the process of learning fresh skills to do a different job or train people to do a different job.

According to a Future of Jobs report by the World Economic Forum (WEF), it is estimated that more than 50 percent of the employees would require reskilling by the year 2025. In between drastically changing workplace, work from home, and onsite transitions, employees are required to inculcate strategy and human skills to advance their careers and take leadership roles. Upskilling and Reskilling are equally important strategies for employers to close the skill gap and prevent boredom and stagnation amongst employees.

Companies are required to structure the learning so that their employees can learn new skills and apply them to projects. As companies may require developing a broad range of professional skills, they will need to gather learning from various sources – online platforms like UniKaksha, tech organizations, and more.  We are a digital skill development platform. It enables trained tech talent for the jobs of tomorrow, bridging the ever-increasing skill gap in the current workforce through 100+ Self Paced Courses. The courses offered are carefully curated curriculum with a team of people from diversified backgrounds, industry professionals, and academicians.

Also read: 7 Underrated Benefits of Employee Training and Development

4. Comprehensive Talent Management System

If you are interested in enhancing the overall employee experience and overcoming digital talent shortage, unifying employee experience is amongst the greatest strategies. It is also helpful in assuring elevated levels of long-term Return on Investment (ROI).

To unify the employee experience, you are required to create a bunch of best agile practices and implement a Comprehensive Talent Management System. In our current scenario where the employers face talent shortages, employee preferences shift, and fierce competition, offering an intelligent people data ecosystem that seamlessly links employee experience is going to be increasingly important. This system should go beyond the basic HR processes and should be able to comprehend the ROI of your most valuable asset, i.e. your workforce.

Just like any process, comprehensive talent management performs best when it is tied into an ecosystem that emphasizes collaboration between different departments. These include learning & development, employee performance, and mobility. Each department has its own set of responsibilities that can be managed using a succession planning system or a metrics-based workflow too.

5. Be Employee Friendly

Last but not the least, employers must aim to become an ‘employer of choice’ to enhance their capabilities in attracting and retaining digital talent.

In today’s ever-evolving job market, it is not just about securing top talent by offering lavish salaries and attractive perks. Organizations, particularly the employer should be able to make employees feel proud. Businesses should create a social impact and lead with the values to create a diverse, yet inclusive culture to sharpen employee engagement and productivity. Employee engagement at the workplace results in higher productivity and better business outcomes. 70 percent of the employees believe that!

Also read: What is Employee Engagement and why it matters for your Company

To Conclude:

Unfortunately, there is no one-of-a-kind solution when it comes to workforce and business future-proofing. The potential threat of a talent shortage brings with it a series of unique challenges that must be considered. Reskilling/redeployment initiatives can be difficult to balance along with the implementation of agile technology solutions, but both can help organizations find success in the new “post-pandemic” world.

About the Author

Sonali Trehon

Blog Author

Sonali is an accomplished Author, Content Writer, Copywriter, and Ghostwriter, known for her ability to create engaging and captivating communications. With over 11 years of experience, she has developed a diverse industry background in Education, Travel, Retail, Events, and Fashion . Quality over quantity is what she firmly believes in. At UniKakhsa, she leads a team of talented technical writers, dedicated to delivering valuable content to readers through our blogs.