The Covid-19 ushered in a lot of uncertainties. It transformed every aspect of human existence. Businesses were also not an exception. However, with the slow but gradual comeback of normalcy in the professional world, companies now need a rich, qualified and skilled workforce that can drive changes and help in achieving the business goals.
With redesigning work and the workplace post-Covid-19, it is important to decide on the future workforce and how it would be. What will be the kind of jobs available? What will be the necessary skills to acquire those jobs?
Deepti K S – HR Head (Apli.ai):
“With the post pandemic world welcoming a hybrid style of working, employees will have to work in conjunction with technology even more than before. Of course, the roles of data scientists, AI ML experts, Product Managers etc. will continue to thrive.
However, new roles such as D&I champions, virtual team facilitators, cyber security experts, wellness counselors and human-machine teaming managers will be in demand. It won’t be just the tech skills that will propel the workforce to a better future, but there would be equal emphasis on the so-called ‘soft skills‘ which always were considered to be less worthy than the tech skills.
Skills such as virtual teamwork, leadership, change management, emotional intelligence etc. will be of as much importance as Python, AWS, APIs and AI/ML. Recruiters will also search for newer ways of hiring through video resumes, gamified assessments, interviews through chatbots etc.
Post pandemic times will be both challenging and exciting and are going to change the face of the workplace as well as the workforce.”
Arunananad T A – Head of Human Resources (India), FullContact, Inc
“One of the major changes I would expect is the availability of talent going high. When many organisations embrace a fully remote or a hybrid working style, it is a catalyst of change for other organisations as well. Given that the gig economy was not a novel idea even before Covid 19, that culture is to stay and grow, fueled by the confidence Covid days have given.
Now organisations are willing to hire from anywhere in the country, if not the world, and that is a potential increase of talent availability. This is going to change the dynamics of how workforces will be defined and nurtured.
Benefits and compensation is going to see a revamp soon since that is an area which will be directly affected by this change. Working remote employees may need an entirely different set of engagement, rewards, and recognition packages. We may, also, need to invest more into how the culture and collaboration can be nurtured and integrated with a remote/hybrid workforce.
L&D and Talent Management teams may need to revise their traditional methods and focus more on what works for the changing workforce, e.g: byte-sized learning may take precedence over a one-hour classroom/webinar training session.
Talent acquisition methods also will undergo a change. Remember, HRs were not comfortable giving offers without having that in-person interview. This may be an old story at least for a set of sectors of work. Exciting is the time to come, yet challenging if business leaders are not ready to learn, adapt and lead.”