New employee competencies have become essential if organizations are to compete and survive.
A fusion of technological developments, portrayed as the fourth industrial revolution, has radically changed the way we live. In today’s volatile, uncertain, complex and ambiguous (VUCA) business world, these developments are transforming the way we work.
Every organization is striving to use digital technology, mobile devices and data analytics to find newer, faster and cheaper ways to do business. Structural and process changes are needed to support the necessary levels of agility and innovation. Above all, new employee competencies have become essential if organizations are to compete and survive. These competencies have little to do with technical proficiency – and are not related to age. Your employees now need specific behavioral skills to manage information, share knowledge, change priorities quickly and work effectively in a modern workplace.
These new ‘digital’ behaviors differ from the skillset previously required to succeed at work. The challenge of up-skilling your employees and adapting your internal processes is known as digital transformation. Digital transformation is now a priority for CEOs. A total of 87% of companies claim that digital transformation offers a competitive opportunity. 27% of senior executives believe it is ‘a matter of survival’. If your organization does not embrace digital transformation, it risks being disrupted and superseded by competitors.
This paper explains how organizations can achieve digital transformation in six steps. It introduces a new digital competency model and highlights how you can use it to assess the ‘digital readiness’ of your employees. It also outlines the implications of digital transformation for leadership, employee development, organizational development and recruitment.
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