Today, large organisations face multiple challenges on all fronts as far as dealing with a dynamic environment is concerned. Clients demand more specialised skill-sets while the workforce is constantly changing and growing. The concept of “re-skilling” has, therefore, become central to sustaining business momentum—to ensure that clients are provided with the right talent to find the most innovative solutions, and to keep employees engaged and up-to-date in terms of their skill-sets.
In addition, as organisations mature in their solutions to clients, the expectations from clients will continue to increase. New skills, which combine the understanding of domain, technology and consulting, will increasingly be required. New technologies and platforms will require niche skills. These are not necessarily found at junior levels and, therefore, accelerating experience and skill development will be key.
Today’s workforce realises that merely moving up the hierarchy is not enough. What keeps a career vibrant and increasingly relevant are the experiences that employees gain through different on-the-job opportunities for learning and career building. Re-skilling is an important lever here too, to help employees make the most of the possible opportunities that could come their way by having the required and relevant skill-sets.
Infosys, I must add, has maintained a sharp focus on re-skilling employees in order to help bridge skill gaps. While we work closely with educational institutions in curriculum design, courseware delivery methodology etc, spend millions of dollars on fresher training and attempt to address the skill gap at an entry level, the aspect of continuous education and learning has been at the forefront of our re-skilling endeavours for employees. This helps us accelerate project starts, aid rapid deployment of skilled resources and create a strategic talent pool that can augment our delivery capabilities across diverse skills. Trainability has also become one of the dimensions in our selection process for experienced professionals since there are skill linkages which can help re-skill the employees through targeted training interventions.
Currently, opportunities abound in the cloud, digital, analytics, mobile, product streams and there is always a dearth of available talent pool that have the right skills in these areas for immediate deployment. The base for a lot of technologies in these areas is common and hence re-skilling or up-skilling the talent pool is a given in today’s environment. Therefore, it is becoming essential for all new entrants and existing employees in the technology world to demonstrate a high degree of learnability and inquisitiveness as well as openness to experimentation.
The author is senior vice-president & head, HR, Infosys Ltd