Navigating the Skills Economy

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  • Path to Expertise
    Managing Talent

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The Big Why

We are at a critical juncture.

At this very moment, the world is experiencing a monumental shift in the way everyone works and learns. A Fourth Industrial Revolution1 is ushering in cyber-physical systems involving entirely new capabilities for people and machines. We’re seeing the impact in retail, construction, manufacturing and healthcare. No industry is immune.

These sweeping advancements in technology will require augmenting current skills and developing new ones to meet the demands of the future. Not just proficiency skills, but social and managerial skills that will have tremendous impact on how everyone, and every “thing,” works together. The next 10 years will be completely different from the last 50. Yet the majority of organizations aren’t keeping pace, offering stagnant content and stale learning experiences.

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Surviving the New Skills Economy
The world has changed and the next industrial revolution has arrived.  According to the World Economic Forum, we have entered the 4th Industrial Revolution, in which technology has been and will continue to be embedded into society in ways that involve and require entirely new capabilities for people and machines. Technology has also destroyed the staying power of traditional companies, reducing their average lifespan by two thirds since 1950, and moving the majority of their assets from tangible products to intangible assets, comprised of people and intellectual property.  In short, this means that in this new digital age, skills have become the new currency, and data is the oil that fuels our transactions.
 
Join Brett Wilson, Cornerstone’s Director of Thought Leadership and Strategy, as he discusses the implications of the global skills crisis and how we manage talent over the next five years as it will be completely different from the last twenty years.  This crisis will force a new set of expectations for a modern workforce. A subsequent issue suggests that every job is changing requiring the best companies to reinvent themselves to meet the challenge.

Given all of these challenges, Mr. Wilson will put forth a four-pronged strategy that will consist of the following principles:
  • Create lifelong learning experiences
  • Make recruiting a competitive advantage
  • Personalize talent management processes
  • Bring context and intelligence to HR decisions

Brett Wilson, Director of Thought Leadership and Strategy, Cornerstone on Demand
Sponsored By Cornerstone
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