70% of professions do not exist yetAccording to a World Economic Forum report, nearly two-thirds of today's kindergarten students will end up in occupations that do not currently exist. We live in a world # nbsp; where more than 70% # nbsp; professions in demand in the future have not yet appeared. Things are changing too quickly. You need to think about this a lot, not to mention visualization. Futurologists around the world and leading universities in the world are engaged in such forecasts.
A report commissioned by the UK government and published by # nbsp; Fast Future, # nbsp; asked a select group of futurists and thinkers to list which science and technology professions they believe will be the most popular by 2030, based on advances and developments ... The group came up with 110 new professional roles, of which 20 were selected for research. For example, computers and robots are expected to change the fields of medicine and agriculture. In medicine, the invention of artificial limbs and organs will open up a new job for sports teams and the military: manufacturing vital systems for humans. # Nbsp;
At the microscopic level, nanomedicine will enable select scientists to treat cancer and other resistant diseases at the cellular level. Specialties such as “body parts maker” or “senior health consultant”, “memory surgeon” or “time bank trader” can be expected to emerge.
For example, IT giants are already introducing unusual positions. For example, Microsoft introduced the position “Transcultural Anthropologist”, who works in tandem with a marketer to explain the relationship between cultural characteristics and their impact on brand attitudes. Or Apple has the Wizard of Light Bulb Moments, which drives innovation in the company and not so much looking for ideas as charming other people with them. # Nbsp;
Crisis situations change the labor marketObserving more than one wave of crisis, one can note how quickly and dynamically the world is changing. In fact, there is no stability: new professions appear - old ones are removed. We look at past generations. Not so long ago, a military career was super prestigious. And then the reform of the 90s - and a large number of people remained ousted by the system. Now we see that no hard-skills can give one hundred percent confidence and guarantees in the future.
According to one Russian HR-tech project, during a pandemic, about 20% of service users have thought about changing their profession or have already changed it. The catalyst for change is unstable stories, which even push many to launch startups. There is a niche in biotechnology - many new stories were born at the intersection of medicine and engineering.
After the pandemic, the first areas that revived and in which the active involvement of specialists began are those where digitalization is actively taking place and remote work is possible: the IT sphere, creative positions and marketing.
Now is the era and time of creativity, care for the environment - these trends are pushing for the emergence of new professions, unique specialists. These professions are at the intersection of caring for the world around them, protecting the environment. New technological and biotechnological positions are being introduced already in companies that, it would seem, do not in any way relate to environmental pollutants. At the same time, there is a shortage of technology and IT specialists on the market. This is a narrow segment, and so far it does not get wider.
New qualities of specialists for a new worldBased on the results of the year of the pandemic and various discussions with business owners and top managers, it can be concluded that such qualities as cohesion, a desire to act together, the ability / ability to take risks, to do things that have never been done before, came to the fore in the teams.
It is not easy for top managers to take off the so-called “expert cap”, start acting differently in the face of uncertainty, and gain expertise in new areas. Leaving the comfort zone is very difficult psychologically, especially for those who have gained expertise, position in society. And young employees, lighter and more flexible to changes, provided some assistance to the more conservative expert management.
Flexibility, adaptability, the ability to switch to new things, getting out of the comfort zone, lack of fear to act and take risks, the ability to experiment - this is the set of those who were able not only to stay afloat during the pandemic and crisis, but also to expand a business or even launch a new one.
Now there is a trend from global giants such as Amazon - they are hiring people with flexible, adaptive development skills, visionaries of their kind. Now in corporations, innovation is not strictly the director of the innovation department, conditionally, but any employee of different level who brings new bold and promising ideas becomes valuable. And they are ready to listen to him, they want to hear him.
The famous futurist Gerd Leonhard believes that it is useless to teach children the exact sciences today, that the future will require more skills of flexibility of thinking and developed emotional intelligence from us. He believes that the United States prioritizes technology, Europe - humanity, and China - the state. It is difficult to say what Russia prioritizes, but it is quite obvious that you need to develop soft-skills and take care of your psychological, emotional health and condition. You need to be confident, calm, be sure to leave time for yourself, for sports, choose companies with a positive corporate culture and environment.
There are three most important types of skills for specialists who would not like to be left behind in the near future: soft-skills (communication, presentation and self-presentation, emotional intelligence, team interaction), business skills (pitching, research analysis, project analysis, etc.) data, trend-watching, best practice) and digital skills (the ability to use various digital solutions in work). # nbsp;
HR forecastingAs with many other areas, technology is also beginning to enter HR today to help people. The trend of predictive (predictive) analytics is becoming fashionable.
Unlike the descriptive, when specialists can observe certain events and answer the question of what is happening now, the predictive uses non-obvious dependencies. Artificial intelligence and Big Data come to the rescue. They are used, for example, in order to prevent / predict / identify the reasons for the dismissal of employees even before this happens, to predict their possible success or failure in a specific position.
In one Moscow division of a financial organization, they decided to correlate the indicators of the personal qualities of sales managers and their professional success in the context of several quarters. The conclusion turned out to be interesting: employees who were inclined to more analysis, were skeptical about new things, showed much worse results than those who analyzed less, acted faster, were flexible and adjusted to a particular situation. Thanks to such analytics, they were able to predict and set individual plans for employees, establish more realistic and reasonable KPIs.
If we are talking about finding new employees, then we cannot do without a living specialist, although now artificial intelligence is in demand and comes to the aid of HR in basic functions. Algorithms and bots, of course, can do an initial resume search, send out interview invitations and collect information about a candidate, and they are already doing this. However, when it comes to a complex, multifaceted search for top managers or the requirements for a candidate are vague and creative, one cannot do without human intelligence. And, by the way, when it is difficult to find a suitable specialist in the market, and a potential candidate must have a certain balance of hard and soft-skills, there are more and more such requests from companies to HR agencies. Therefore, in the field of HR, human participation in the selection of candidates remains important. # Nbsp;
Most often, they are more dominated by the hard-skills side, because this is the knowledge that is given at the university, the basics. However, for any sphere and profession of the future, it is necessary to develop a second area of activity. In the future, any work will become not so much what we have to do in order to survive, but what we want to do in order to contribute, create, learn or compete.
Elena Bogomolova, Founder and CEO of PROTALENT LAB
Source: https: //ko.ru/articles/teper-v-korporatsiyakh-tsenen-lyuboy-sotrudnik-kotoryy-neset-smelye-idei/