A McKinsey report suggests 375 million workers, globally, would have to change their occupation and gain new skills to prepare adequately for the Industry 4.0 shift. Closer to home, a World Economic Forum report supports this claim by noting that 39% of South African jobs are due to change their core functions with 41% of these jobs likely to become automated. The workers that will be most affected will be lower skilled jobs; an example of where we’ve seen this is when giant retailer Pick n Pay introduced automated tellers back in December 2017.
To cope with these changing times, JvR Consulting suggests that organisations need to adopt a three-step approach: Map, Measure, and Mobilise. These three “Ms” not only provide employers with the opportunity of driving continued learning and personal development for their millennial workforce, but they are also problem-solving for their company-specific issues.
Let’s take a look at what each of these Ms mean:
Map (for clarity):
In order to successfully deliver on the strategic intent of each organisation, there needs to be a clear understanding of the context and strategic goals of the organisation.
“This leadership blueprint then becomes the aspirational benchmark that employees can identify with and integrate into their development journey,” says Dr Renate Scherrer of JvR Consulting Psychologists.
Measure (for insight):
Once this leadership blueprint is mapped out, an organisation can then measure the fit of an individual to the demands of the context. Measuring an individual's bench strength is a thorough and scientific task that includes a combination of the elements that make up that individual’s potential: (underlying ability, preferences and values), competence (demonstrated ability to perform) and reputation (the perception of others).
Mobilise (for change):
A dynamic development plan for each individual in the organisation; Scherrer suggests, is one of “the right mix of eLearning, skills development, coaching, mentoring, business projects, rotation, and enough opportunity for continued robust feedback will cater to the requirements of the organization as well as discerning future leaders.”
Millennials are not looking to educational institutions to prepare them for this shift, but businesses. This places more emphasis on business to create “fit-for-purpose” development plans such as these ahead of this tech-driven shift.
For these three Ms to have a significant impact on both individual and organisation, regular monitoring and measuring as part of the key deliverables is the key to success. Those who see this development plan as lifelong learning are said to see more success rather than those who see it as another HR task.