I was fortunate to attend a presentation from Hays Recruitment recently on their FY18/19 Salary Survey. There is a lot of interesting information in the survey but the thing that resonated most with me are the results around ongoing learning and development.
Only 2% of respondents said that they didn’t want to receive ongoing learning and development. It would have been interesting to know the % of these respondents who are close to retirement.
Further into the survey 69% of respondents in skill-short areas said that they would consider employing or sponsoring a qualified overseas candidate.
And overall 77% of respondents think that skill shortages are likely to impact the effective operation of their business or department. This is 44% thinking their business will be impacted in a minor way and 33% thinking their business will be impacted in a significant way.
Let’s put this information in perspective. The survey covered more than 3,000 Australasian organisations, 486 in New Zealand. Covering over 2.3 million employees, 181,000 of whom are New Zealanders.
So, the survey has captured only 7% of employed New Zealanders and their voice has been absorbed into the voices of a lot of Australians. But the sentiment is one I am hearing a lot. It surrounds the responsibility for training and development.
Where does the obligation lie for training and development? With the employee or the employer?
The biggest dilemma I can think of this second is with those Australian miners who are now having to retrain into other industries. The effect is obvious in Australian unemployment statistics.
Another pending dilemma exists regarding the 4th Industrial Revolution. The introduction of IoT, Big Data, Cloud Computing and Robotics.
The 4th Industrial Revolution will create demand for skills just like the move to the web did all those years ago. (Ha ha – beginning in the 1980’s)
I believe that the obligation lies across employees and employers. I also believe that employees need to take ownership of their training and development. Get started. Show impetuous. Show employer(s) that you’re willing to put in the hard graft. Or even, grow your own company.
There is a lot of training out there. Sites focussing on 4th Industrial Revolution skills are:
- The Massive Online Open Courses (MOOC) webpage (http://mooc.org/) are extensive.
- Universities around the world offer their courses online (in my previous blog I mentioned the Johns Hopkins Bloomberg School Data Specialization Course).
- Plus, the big business intelligence vendors have a webpage full of free training. Microsoft (https://powerbi.microsoft.com/en-us/learning/), SAS (https://www.sas.com/en_us/learn/academic-programs/resources/free-sas-e-learning.html), and Qlik (https://www.qlik.com/us/services/training) to name a few.
Like anything there are several roles requiring different skills. Maybe search out an aptitude test. Or even a career counsellor. Figure out what will best work with the way you work.
Once you have roles in mind you may also know what training is required. If not, Skills Framework for the Information Age (SFIA – https://www.sfia-online.org/en) might help.
The framework matrix lays out skills needed for different technology roles. Complete your training, complete a self-assessment and have that assessment validated. Sounds a lot quicker than it will be in real life.
For those of us in NZ, I believe the NZ Government is buying SFIA next year. Government employees will get access to this framework in their existing roles.
Own your progression through the 4th Industrial Revolution.
I wish you every success.
Data – Mel.
Mel blogs about analytics, analytical tools and managing better business intelligence.
Next, read “Preparing Excel Data for Analytics“, “Data: The Facts”, or more from Mel.
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