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HR: Are Companies Facing Skills Shortages Today?
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Are Companies Facing Skills Shortages Today?
By Barbara Ross

BT 201910 HR 02Businesses are quite concerned about skills shortage worldwide, and it is for a very good reason. As it becomes more and tougher for them to assess their future needs, they tend to find a serious gap in skills shortage. This is gravely affecting the quality and efficiency of their workforce and productivity.
 

Research states that two-third of employers will be facing skills shortages in the current year, whereas the war for emerging and new talent has long been on the agenda for Human Resource, which measures are being implemented to take care of skill shortage today. The Office for National Statistics revealed that the productivity and unemployment levels currently are 20 percent less than what was predicted a decade ago. This has greatly impacted the UK’s economic progress, which indicates that the state could be left straggling behind due to lack of skilled professionals.

BT 201910 HR 03Though the reasons behind skill shortages are complex, there are two main forces at play: growing demand for technical skills and experts due to rapid innovation and record-high employment levels. In a candidate-driven market, the most experienced, skilled and expert candidates have several options in hand when it comes to deciding on their next job. As a result, the Human Resource teams are facing challenges to compete and offer professionals attractive perks to ensure they find the right people for the right job. Hence, they advertise the gains in a way which helps them resonate with their target candidates. One other aspect which is in trend is the number of students remaining in the higher education rather than jumping right from the college into the working arena or choosing career prospects in high-tech digital companies, leaving others short of crucial skills. New graduates help bring fresh thinking and new expertise to businesses, and therefore, HR should consider building allegiances with universities and stay connected with students to address the skills shortage demands and boost the flow of graduate recruitment, which is crucial to a flourishing economy.
 

While pipelining emerging talent is crucial to handling the skills shortages crisis, so too is retaining the experts. Research states that 1 in every 5 employees leaves their job role after probation, it’s essential to screen candidates properly, manage their expectations and establish a strong relationship with them right from the start. This ensures that employees stay motivated and contended.
 

Demonstrating the progression and prospects a business has to offer will only incentivize the candidates further, increasing their morale and also help foster an encouraging work environment.
 

One other aspect Human Resource team must consider here is to embrace the Artificial Intelligence and digital revolution. If utilized properly, technology can greatly help companies worldwide retain and give their employees more autonomy and time to revamp their skills with Artificial intelligence focusing on the less important activities. This shows that companies do not necessarily have to maintain a constant flow of emerging talent if AI capabilities, which benefit the employees, can be developed within and planned activities, such as AI training and on-job training programs are incorporated.

a technician working at the Rolls Royce engine rotor assembly facilityA technician working at the Rolls-Royce engine rotor assembly facility

Training existing workforce according to the prevailing trends help businesses engage employees who are on the outlook to learn and, as a result, it benefits the organization by not only increasing the productivity levels, but also help them retain workforce and polish their skill set.
 

全球的企业都非常担心技能短缺问题,这严重影响了员工的素质,工作效率以及生产力。
 

尽管技能短缺的原因很复杂,但有两个主要因素在起作用:
 

• 由于快速的创新,对技术技能和专家的需求不断增长。
 

• 另一个因素是,仍留在高等教育中的学生人数超过进入职场的,或者说超过选择高科技数字公司的职业人数,从而使用职场缺乏新鲜血液。
 

新兴人才对于应对技能短缺危机至关重要,但留住专家也是如此。研究表明,每5名员工就有1个人在试用期后离开工作岗位,从一开始就正确筛选候选人,管理他们的期望并与他们建立牢固的关系至关重要。
 

人力资源团队必须考虑的另一方面是拥抱人工智能和数字革命。如果使用得当,技术可以极大地帮助公司留住员工,通过使用人工智能处理次要的工作任务,为他们的员工提供更多的自主权和更多的时间。
 

根据流行趋势对现有员工进行培训,可以帮助企业吸引有远见的员工学习,不仅可以提高生产力水平,还可以帮助他们留住员工并提高技能,从而使组织受益。

BT 201910 HR 04How Can Companies Address The Skills Shortage Crisis?

Below are some of the vital means as to how companies can address skill shortages and keep their routine operations smooth.

BT 201910 HR 05Invest in on-job Training

Smaller companies understandably feel that they do not have the required resources to fulfil the cost of training; either the cash to pay for training programs or the depth of staffing to release their workers for training sessions. However, if the company is facing skills shortage, ignoring on-job training can perhaps be a false economy – it is likely easier to train employees on the job than hiring new employees.

BT 201910 HR 08Expand The Search

If businesses cannot find the right people for the right job, it is very much possible that they are not looking at the right place. Consider different approaches to recruitment – that could be anything from attending job fairs to posting jobs on different portals, especially social media. Keep your website updated with current vacancies.

BT 201910 HR 09Focus on Employee Retention

If the company is struggling hard to find new talent, it just cannot afford to lose the skilled employees it already has. Successful businesses work hard at creating a company culture that encourages their employees to stay. This does not mean more pay – recognition or flexible working environment, for instance, can be just as attractive to some.
 

Last, but not the least, it is quite evident to fix the current skills shortage crisis, a multidisciplinary strategy is required. A plan that helps boost the way employees execute work and enjoy learning is what will certainly help grow the internal talent and will also help attract new skills. Now more than ever, Human Resource must step in and solve the crisis by championing a system for companies so that they could engage, retain and also skill up their employees to cement a prosperous and bright future workforce.
 

如何解决技能短缺危机?

以下是如何解决技能短缺并保持日常平稳运营的重要手段。
 

•投资在职培训
 

•扩大候选人搜索范围,考虑不同的招聘方式,从参加招聘会到在不同门户网站上发布职位,尤其是社交媒体。
 

•鼓励留住员工
 

•最后,非常明显解决当前的技能短缺危机,需要采取多纬度教育策略。一项计划需要有助于提升员工执行能力同时又使员工享受学习,这才无疑能助力培养内部人才,也有助于吸引新兴人才。

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