http://www3.weforum.org/docs/WEF_FOW_Reskilling_Revolution.pdf
Hoy, una alarmante brecha de habilidades pone en riesgo la digitalización. Muchos líderes de negocio creen que su empresa ya no será competitiva si no se digitaliza significativamente, y más de la mitad de todos los trabajadores requerirá una significativa renovación y actualización de sus habilidades de aquí al 2022. 1
Con el programa SAP Global Certification, usted puede habilitar la capacitación continua, mantener las habilidades actualizadas y estar al día con lanzamientos de nuevos productos en la nube, a la vez que garantiza y valida en toda su organización los más altos estándares de expertise en soluciones de SAP. Hoy, SAP ofrece más de 150 exámenes de certificación en hasta 9 idiomas, desde el nivel de asociado hasta el de profesional –incluyendo nuestras soluciones en la nube–.
1Fuente: Gartner, "Motivate Employees to Reskill for the Digital Age", 6 de septiembre de 2018; World Economic Forum, "The Future of Jobs Report" de 2018.
As the types of skills needed in the labour market change rapidly, individual workers will have to engage in life-long learning if they are to remain not just employable but are to achieve fulfilling and rewarding careers that allow them to maximize their employment opportunities. For companies, reskilling and upskilling strategies will be critical if they are to find the talent they need and to contribute to socially responsible approaches to the future of work. For policy-makers, reskilling and retraining the existing workforce are essential levers to fuel future economic growth, enhance societal resilience in the face of technological change and pave the way for future-ready education systems for the next generation of workers. In a complementary report—Eight Futures of Work: Scenarios and Their Implications—we have imagined various scenarios for what the future of work might look like by the year 2030 and what the key implications are for actions today. Unsurprisingly, the need to anticipate changes in the labour market, prepare for reskilling—that is, giving workers the skills and capabilities needed for the future workplace—and support job transitions all emerge as prominent priorities. Yet while there has been much forecasting on transformations in labour markets, few practical approaches exist to identify reskilling and job transition opportunities. This report provides a valuable new tool that will help individual workers, companies, and governments to prioritize their actions and investments. Towards a Reskilling Revolution: A Future of Jobs for All introduces a new approach to identifying reskilling and job transition opportunities, including those that might not be immediately apparent. Using big data analysis of online job postings, the methodology in this report demonstrates the power of a data-driven approach to discover reskilling pathways and job transition opportunities. The methodology can be used to inform the actions of individual workers, policy-makers and companies. It can be applied to a variety of taxonomies of job requirements and sources of data.
In assessing reskilling pathways and job transition opportunities in such detail and at such scale, we aim to move the debate on the future of work to new—and practical—territory. This report is a beginning. In subsequent publications, the methodology will be extended to include additional perspectives and geographies and applied in collaboration with government and business stakeholders to support workers. We also hope it inspires similar efforts to think practically yet holistically about managing reskilling, upskilling and job transitions.