more agile in the way they think about managing people’s work and about the workforce as a whole. Businesses will increasingly connect and collaborate remotely with freelancers and independent professionals through digital talent platforms. Modern forms of association such as digital freelancers’ unions and updated lab our market regulations will increasingly begin to emerge to complement these new organizational models.
-Rethinking education systems: Most existing education systems at all levels provide highly siloed training and continue a number of 20th century practices that are hindering progress on today’s talent and labour market issues. Two such legacy issues burdening formal education systems worldwide are the dichotomy between Humanities and Sciences and applied and pure training, on the one hand, and the prestige premium attached to tertiary-certified forms of education-rather than the actual content of learning on the other hand. Businesses should work closely with governments. Education providers and others to imagine what a true 21st century curriculum might look like.
-Incentivizing lifelong learning: The dwindling future population share of today’s youth cohort in many ageing economies implies that simply reforming current education systems to better equip today’s students to meet future skills requirements as worthwhile and daunting as that task is-is not going to be enough to remain competitive. Ageing countries won’t just need lifelong learning they will need wholesale reskilling of existing workforces throughout their lifecycle. Governments and businesses have many opportunities to collaborate more to ensure that individuals have the time, motivation and mean to seek retraining opportunities.
-Cross-industry and public-private collaboration: Given the complexity of the change management needed, businesses will need to realize the collaboration on talent issues, rather than competition, is no longer a nice-to-have but rather a necessary strategy. Multi-sector partnerships and collaboration, when they leverage the expertise of each partner in a complementary manner, are indispensable components of implementing scalable solution to jobs and skills challenges. There is thus a need for bolder leadership and strategic action within companies and within and across industries. Including partnerships with public institutions and the education sector.
These efforts will need to be complemented by policy reform on the part of governments. As a core component of the World Economic Forum’s Global Challenge Initiative on Employment, Skills and Human Capital, the Future of Jobs project aims to bring specificity to the upcoming disruptions to the employment and skills landscape in industries and regions and to stimulate deeper thinking and targeted action from business and governments to manage this
more agile in the way they think about managing people’s work and about the workforce as a whole. Businesses will increasingly connect and collaborate remotely with freelancers and independent professionals through digital talent platforms. Modern forms of association such as digital freelancers’ unions and updated lab our market regulations will increasingly begin to emerge to complement these new organizational models.-Rethinking education systems: Most existing education systems at all levels provide highly siloed training and continue a number of 20th century practices that are hindering progress on today’s talent and labour market issues. Two such legacy issues burdening formal education systems worldwide are the dichotomy between Humanities and Sciences and applied and pure training, on the one hand, and the prestige premium attached to tertiary-certified forms of education-rather than the actual content of learning on the other hand. Businesses should work closely with governments. Education providers and others to imagine what a true 21st century curriculum might look like.-Incentivizing lifelong learning: The dwindling future population share of today’s youth cohort in many ageing economies implies that simply reforming current education systems to better equip today’s students to meet future skills requirements as worthwhile and daunting as that task is-is not going to be enough to remain competitive. Ageing countries won’t just need lifelong learning they will need wholesale reskilling of existing workforces throughout their lifecycle. Governments and businesses have many opportunities to collaborate more to ensure that individuals have the time, motivation and mean to seek retraining opportunities.-Cross-industry and public-private collaboration: Given the complexity of the change management needed, businesses will need to realize the collaboration on talent issues, rather than competition, is no longer a nice-to-have but rather a necessary strategy. Multi-sector partnerships and collaboration, when they leverage the expertise of each partner in a complementary manner, are indispensable components of implementing scalable solution to jobs and skills challenges. There is thus a need for bolder leadership and strategic action within companies and within and across industries. Including partnerships with public institutions and the education sector.These efforts will need to be complemented by policy reform on the part of governments. As a core component of the World Economic Forum’s Global Challenge Initiative on Employment, Skills and Human Capital, the Future of Jobs project aims to bring specificity to the upcoming disruptions to the employment and skills landscape in industries and regions and to stimulate deeper thinking and targeted action from business and governments to manage this
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