It is evident that technology is changing the landscape of employment – regardless of the industry or vertical – and while businesses are increasingly using it to handle administrative tasks, there is a growing need for roles with specific technical knowledge. Due to the rapid development of technologies, companies are finding that the skills required for many jobs have changed drastically.

These new skill sets will allow businesses to get more out of the innovations they use, while leveraging the human capabilities within their teams. And yet, what are the job roles foreseen as an increased demand in the upcoming years?

Regardless of whether it’s AI, machine learning, or Big Data, there is a common thread: employing a skills-based talent approach can help diversify hiring pipelines and encourage employee reskilling to meet changing workforce needs. Businesses must invest in upskilling, reskilling, and coaching their staff to find balance in such a dynamic and fast-changing environment if they want to remain competitive.

As the data shows that compensation is the number-one priority for IT workers, it is evident that career advancement is also a major priority. And within the constantly evolving field, supporting new-skill learning can be a great advantage for companies who are interested in attracting top talent.

Once perceived as male dominated, the automotive industry is now embracing a more inclusive mindset. New technologies and work practices are enabling more women to become part of the industry, and the benefits brought by the growing female workforce – from skill sets to consumer insights – are being widely recognised.

Yet, even as automotive companies strive to attract and retain more women, there are substantial obstacles to overcome. Our findings reveal that while organisations are actively working to bridge the gender gap, only a little over half of them are ensuring equal pay, and only less than half are offering flexible working, parental leave, and child support policies. (Learn more)

Many workers in many industries have perceived a technology as a threat to their jobs – and rightfully so. The good news is that in recent years, professionals in manufacturing have undergone a mindset shift around this topic and have even found automation as an opportunity to create jobs. Industry leaders expect automation to increase productivity, raise efficiency, and make their companies more competitive.

The change in the approach toward automation in manufacturing dovetails with the advancement of automation overall, especially as predicted market value of the sector continues to climb. Again, this attitude varies by country, but at the end of the day, automation and new technologies are here to stay. How can manufacturing companies adapt to this? The answer lies in ensuring workers have the correct skills necessary to do their jobs. As over one-third of experts say many workers do not have the right sakills to succeed at new jobs

Learning builds workers’ self-esteem and increases companies’ knowledge base. The organisations we consulted develop training programs using internal and external resources, like universities and technical schools.

In our comprehensive study of global HR trends in Logistics, we look at the most needed hard and soft skills, and how workers perceive the training they receive.

While 69% of all those surveyed consider training very important, in China and Brazil, the 2 countries where Logistics represents the greatest proportion of national GDP, that figure rises to 88% and 79% respectively.