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Industry 4.0: it's time to update employees skills

In English it is called "reskilling" which means updating and retraining the skills of employees according to new applications and new working methods.

Reskill is the watchword for staying competitive on the job market

As highlighted in the McKinsey Global Institute report "Jobs lost, jobs gained: Workforce transitions in a time of automation", by 2030 as many as 375 million workers, or about 14% of the global workforce, may need to change its professional category, as a consequence of the changes that digitization, automation and advances in artificial intelligence are bringing to the world of work. An evolution already underway which in the coming years will cause a wide disruption not only in business models, but also in the labor market. What will be outlined will therefore be a completely new scenario, within which to move and remain competitive it will be necessary to have digital knowledge. «Today learning new skills is essential if you want to maintain good employability. This means that learning ability in the coming years will be a key element for the future of workers ", explains Serena Zaninetta, Operation Director of Right Management and member of Aiso, the Association that brings together the main outplacement companies made in Italy. It is up to the companies to carry out the task before checking the learning skills of their employees' new skills and then to feed them by supporting people to assimilate the new knowledge. Initiatives in this sense are multiplying in the world.

The World Economic Forum itself, for example, has promoted an agreement, the "Closing the skills gap 2020", among all partner companies for the retraining of 17 million workers worldwide by 2020. Various agencies are moving in this direction. For instance, temporary workers who are observing an evolution of their role increasingly towards the requalification of skills. Adecco, for example, has launched Phyd, a digital cloud platform, which uses AI tools to help improve the orientation of those engaged in their professional updating, or reskilling, or who must direct their personal path in world of work.

Looking abroad, an interesting example is that of the London banking group Lloyd Bank Group. The company has invested over £3 billion in three years to digitize its processes, while simultaneously providing over 4.4 million hours of free training to its employees, in order to prepare them for the new professional reality that will face at the end of the three years. Also in Italy there is no shortage of interesting reskilling initiatives.

In Italy, Microsoft has launched the Ambition Italy project with the aim, by the end of 2020, of involving more than 2 million people and providing new skills to over 500,000 students and professionals.

IBM, has created the Career Transition Center initiative: a service that offers training programs aimed at reskilling to professionally reposition itself inside and outside the company. 

Companies around the worls are facing the challenges of the Fourth Industrial Revolution: technology is changing the world of work but it is necessary to enhance human capital to remain competitive. First of all, different actors of the organization need to communicate to contaminate experiences and skills necessary to ride the wave of change. It is up to the human resources management to manage the process of changing the corporate structure by encouraging personalized training plans that facilitate a reskilling strategy.

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