2020 was a turbulent year in many ways, resulting in significant job losses in various sectors and regions around the world. However, some industry segments, such as the Indian IT sector, were able to gain in importance mainly due to the type of pandemic that accelerated the move towards digitization. Due to the disruption and the looming new order, however, the work requirements in the IT sector are expected to change tectonically, with technologies such as artificial intelligence, blockchain, machine learning and data analysis becoming more important.
This has uncovered a number of concerns, including what new jobs will be created. What should today’s job seeker look for when planning a career for the future? What retraining or continuing education is required and how do HR managers prepare for these and other changes they may face?
Forbes India Jobs of the Next Decade, supported by Indeed, brought together thought leaders to provide insight into this uncharted territory. The webinar included two panel discussions moderated by Mridu Bhandari, Editor – Special Projects, Network18.
Technology: catalyzing the digital economy
Sundararajan Narayanan, Chief People Officer of Virtusa, was introduced in the first discussion, entitled “Technology: Catalysis of the Digital Economy”. Dr. Vipul Singh, Division Vice President and Head – HR, ADP; Nachiket Deshpande, L&T Infotech chief operating officer; Dharmendra Jain, Head of HR and CFO of YASH Technologies, and Sashi Kumar, General Manager of Indeed India.
In response to the current pandemic and the need for social distancing, remote working has grown in importance. Sashi Kumar shared key facts and figures that indicated that both job seekers and employers were in favor of this trend. “Even as the effects of this pandemic wear off, we may see many companies offering flexibility and hybrid options that involve a combination of office and home work,” he noted. He pointed out that investments in digital assets, infrastructure, and even cybersecurity have seen a surge to fuel this trend. From an HR perspective, however, there is a need for companies to measure productivity by earnings rather than hours.
Sundararajan Narayanan was very optimistic about the work of anywhere, or as he put it, WFX, noting, “It’s the future and it’s here to stay. We are now able to reach a much larger pool of geography and diversity than ever before. “He also indicated that flexibility would be a useful trait in the new normal that would allow women to return to work after a career break, dealing with a variety of skills, including a challenge of commuting to work have felt and, among other things, have brought advantages to use the gig troop.
With these changing trends in work, the discussion shifted to how job seekers should prepare. “Jobs in the areas of data science, AI, cloud, 5G, etc. have already gained in relevance in recent years. They are not new, but the demand for such technologies has accelerated, as has the demand for relevant talent, ”noted Nachiket Deshpande. Another fallout from the sudden and almost universal pursuit of digital was the expectation of a “full stack”. He advised job seekers to work towards a full mindset going forward and still have the breadth of various skills required.
Dharmendra Jain suggested that with the automation and digitization of industries across the board, everything from manufacturing to healthcare to education and entertainment will require people with a combination of expertise and technology. Sashi Kumar elaborated on this topic, adding that in addition to technical and professional skills, curiosity, creativity, flexibility and adaptability, as well as other soft skills, would play an important role as people would deal with a dispersed workforce.
In order to explain the not yet existing jobs of the future in more detail, Vipul Singh reported on various job titles, such as the Chief Diversity and Inclusion Officer, the Future of Work Leader, the Work from Home Facilitator, the Head of Employee Wellbeing and various others, where the specific role associated with the label could not really be articulated. It also expressed how existing professions like teachers, hardware engineers, content developers, and designers were going through a massive change.
The discussion went on to the skills that will become extinct. the need to map skills to jobs; Opportunities for educational institutions, industry and the whole country to fill the needs gap; How can technology be used to make qualifications more futuristic? Behavior changes that job seekers need to bring, etc. There was broad consensus that the future work model would be hybrid and the panel discussed the challenges HR managers face in implementing it.
Career opportunities in IT & ITeS
The next panel discussion was attended by Vikas Vijaywargiya, Chief Information Officer of Zensar Technologies. Bhanu Patnaik, VP – Talent Management, Happiest Minds Technologies; Arun Dinakar Rao, Chief People Officer of Birlasoft and Rohan Sylvester, Recruitment Evangelist, Indeed India, share their perception on the topic of “career opportunities in the IT and ITeS sector” and related topics. They examined which careers or jobs in the IT sector will be in high demand over the next ten years. How could the gap between supply and demand for new IT jobs be narrowed? provided insights into the talent acquisition function and its transition in line with the evolving Indian IT landscape and various other emerging trends.
While the next decade of jobs will be shaped by new technologies that have yet to be developed and are therefore relatively unpredictable, Rohan Sylvester offered a glimpse of the kind of jobs that are indeed foreseen now. “After Covid, companies are looking for roles like IT security specialists, network security engineers, security analysts and security consultants. Blockchain technologies are also catching up, led by the BFSI, retail and pharmaceutical domains. And finally, companies focus on the learning and development sector to educate and train employees in the new world. ”
While there is a skill gap in most areas where new technology is deployed, qualification and cross-skilling are clearly solutions to fill the gap at a time when skill needs are changing so rapidly. However, Arun Dinkar Rao suggested: “Science and industry must work together to prepare people to adapt to changing dynamics in the workplace, as what sells today will be obsolete tomorrow. We have to work together to improve the qualification base, after which upskilling and cross-skilling will help people stay one step ahead of the curve. “
Hanu Patnaik agreed that it is not the responsibility of any particular organization but the entire ecosystem that needs to be structured in such a way that a base is created that is appropriate for skills and that organizations then simply put the icing on the cake Cakes can be put, depending on their skill requirements.
As the CIO of a company, Vikas Vijaywargiya found that empowering only people with relevant skills, be it AI, analytics, security, or the cloud, wouldn’t be a complete solution. Bringing in the real perspective is important at the grassroots level as technology is ultimately used to solve real problems. “We need a mix of business understanding and technological skills,” he said.
Panellists continued to express their views on labor trends in the near future. They dealt with neighborhood issues in retraining; Technology, content and change management; Agility and competence; relevant training; the role of technology in talent management; Transformation of the IT sector due to work from home and various other issues related to the advancement of the sector.
Questions, concerns, and takeaways
As an interactive webinar, both panel discussions concluded with attendees asking questions from the audience to gather their views and advice on various issues related to jobs in the near and medium term future.
Panelists also gave incisive and valuable advice to the Class of 2021, which was perhaps the most affected segment. They advised young minds to understand and focus on technology from a larger perspective, and suggested that they should continue to challenge themselves and always own their learning agenda. They advocated creativity, flexibility, differentiation, and the flexibility to learn to stay ahead of the curve. Most accurately, they convinced job seekers to stay positive as the worst is over and the job market will explode. Even so, job seekers should take advantage of the current hiatus to prepare for an amazing future.
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