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“It is possible to fly without motors, but not without knowledge and skill”

– Wilbur Wright

When Wilbur Wright made this statement, he probably wasn’t referring to his airplane alone. This famous quote is just what makes Workday’s Career Hub a league apart from its contemporaries. For years, the workforce all over the world has been chosen based on their qualifications. They are retained, too, in the same roles and verticals by furthering their skills in the same direction. This, perhaps, was how Learning and Development were functioning in most of the companies over these past years.

Skilling as a means to better jobs

According to a recent study conducted by Dell Technologies in collaboration with IFTF (Institute for the Future), we should expect about 85 percent newer job categories by 2030. Back in 2021, HCM giant Workday redesigned its strategy to focus on identifying newer skills required to carry out tasks more efficiently and helping its employees acquire those skills with the help of its Career Hub. Ashley Goldsmith, Workday’s Chief People Officer, shared her vision of getting employees upskilled by applying for “gigs” that require a specific set of skills.

Change in mindset

According to a study conducted by Amazon in collaboration with the research firm, Workplace Intelligence, about 70% workforce in the US feel they aren’t prepared enough for the future of work to arrive post-pandemic. The same study would most probably yield the same results across the rest of the world as well since the post-pandemic world looks and feels a lot different than the one before it.

To make organizations more agile and recession-proof, it is almost imperative that organizations start working toward changing their age-old mindset and finally giving their employees their ‘right to skill’!

Career Hub – a solution

Recognizing this scenario as one of utmost urgency and priority, Workday has been actively leveraging its Career Hub and using AI (Artificial Intelligence) and ML (Machine Learning) to automate the task of connecting skills with gigs.

More than just a step to strengthen the employee-employer tandem, this is a step that proves that firms are genuinely interested in the well-being of an employee.

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