In this special story, read about how leading companies like Accenture, IBM, Ingersoll Rand, Deutsche India and TATA Communications are solving the need of continuous learning
If there’s one term that is often repeated in the context of technology, it is disruption.
Businesses across the world have had to deal with continuous digital disruption. They’ve had to re-jig their business models, reskill their workforce, and find ways to innovatively engage with their customers. This shift has meant that companies have access to data and insights like never before. All of which is fueled by an array of new technologies at work including: IoT, Software Defined Networks, Artificial Intelligence, Analytics, Cloud enablement, and Mobile based interfaces.
This shift is creating a new marketplace for talent. It is also radically transforming all jobs – right from human resources, finance, business development to even leadership. It is estimated that every 12- 18 months, Software engineers need to upgrade themselves. Research by Deloitte has shown that jobs in marketing, sales, manufacturing, law, accounting and finance have similar demands.
86 percent of respondents who participated in Deloitte’s 2019 Global Human Capital Trends survey said that they must reinvent their ability to learn.
If businesses need to grow and prosper, they need to figure out how to enable their talent to learn at the speed of business.
To understand the strategic shifts that companies are making to tackle the learning challenge, and to identify key trends, People Matters spoke to business leaders in five companies – Accenture, Ingersoll Rand, TATA Communications, IBM and Deutsche Bank India. In this special story, we take a look at key insights that they had to share.
The challenge
Diese Geschichte stammt aus der July 2019-Ausgabe von People Matters.
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Diese Geschichte stammt aus der July 2019-Ausgabe von People Matters.
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