Faced with current challenges from COVID 19, and the changes in the job market, job changes and the fight against mass unemployment, skills are the keystone of business recovery, business sustenance and inclusive growth.
The importance of skills has to be understood by one and all of the industry and policymakers. As a business owner or business administrator, you need several different skills for your business to be successful. You might be a great engineer or manufacturer, but if you can't sell your product, your business might fail. Likewise, you might be a great financier, but if the people you employ are not managed properly, your business could fall apart. Successful companies manage their people skills very well. A successful business means, the team can to access a lot of skills to support their growth. During each stage of the growth, the range, span and complexity of skills and competencies are different, the adaptability is critical.
People Skills management of businesses needs to operate successfully and sustenance. The skill requirements are managed by people management, project planning, team building and strategy setting. People managers and recruiters prescribe the skills requirements and needs through job portals, job sites, etc. These collective skills needs of the organizations are captured in project management tools and human resources management systems or similar systems. Now, if we take the industry and the economy as a whole, the challenge is how we can have a collective skills requirements of all the business? How do we assess the skills statistic of our workforce? How do we determine demand and supply need to be matched and reduce the gap to minimum possibility. How do we aggregate, assess and reduce the deficit?
Any investment in skills development plan thus reflects the government's desire to change the skills of the workforce. A public action implements this in terms of assessing and managing the skills of the people or the workforce. Once evaluated, people skills data are observed, then the next steps are on focussed skills updates, upskilling and reskilling through various training programs. There must be a thorough check on the logic of investment by identifying the aggregate skills by contextualization to the skills needs of our industries and specifically regions wise.
There are different ways you can approach this focus, and few can be...
- Build a proper skills register with inclusive growth measures, region-wise and industry-wise or clusters and relevant categories to cull out, people analytics, including the vulnerable people.
- Finance on the plan of actions aimed at developing the skills of low-skilled to high skilled.
- Focus current employees skill gap, job seekers and unqualified youth state, territories and regions
- Focus on being inclusive people with disabilities, college drop-outs, those retired and want to work work to upgrade their skills and interested housewives ready to work from home, and more
- The priority is to meet the recruitment needs of companies, the current demand gap. Focus on contributing to the transformation of skills: qualification of the workforce to respond to changes in skills, particularly in connection with digital transformation and ecological transition.
How to do this firmly by policymakers?
- Check and assess from the current skills data, tools and the projects implemented or already in places.
- Check out how we can quickly meet the needs of businesses and qualify the workforce.
These objectives and actions will make it possible to respond to skills challenges, and this is by taking proactive steps and lead by a policy of inclusive growth in the skilled workforce planning.
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