What do we know so far?
Recent research in Asia paints an interesting picture. To discover how HR professionals in the region are preparing themselves for the future and their development focus for 2021, People Collider and Thrive HR Exchange partnered to conduct a survey, "HR Skills and Development for the Information Age". Results were concentrated in Singapore where 70% of the respondents were based. Most of the HR professionals surveyed (mostly generalists - 76%) have been investing time in their own development; only a quarter did not participate in any development activities over the previous 12 months. Approximately half (52%) spent more than 20 hours on development activities, but those efforts were primarily spent on familiar topics, HR and Leadership, and less than a third was spent on less familiar yet critical skills for the new world of work; Analytics and Technology.
It's time to shift focus
The results suggest HR understands investing in core capabilities is not the right approach for 2021. Over 62% thought it was “very important” or “critical” that HR understands new and emerging technologies. Not surprisingly, over the next 12 months most indicated that their development activities will focus on Technology and Analytics.
What does the global landscape look like?
To help global HR professionals plan their personal and team development activities, People Collider, Thrive HR Exchange and BPS are partnering to extend the survey globally. In less than 10 minutes you can share your own views on "HR Skills and Development for the Information Age" and receive a report of the Asia results and the global report when released in return.
TAKE PART IN THE SURVEY
Technology and data have changed the capabilities needed by HR professionals and are fast becoming a significant part of HR’s remit. While on-the-job learning is valuable, project opportunity and quality limits the capabilities that can be developed on-the-job. Some people make use of open online learning such as Coursera and others by attending training programs. However, courses can also be a source of frustration, providing irrelevant information and examples in unfamiliar contexts, compounding confusion rather than facilitating clarity. Accessing the right courses is contingent upon the ability of HR professionals to know what they do not know. Being aware of one’s learning needs is a prerequisite for self-directed development.
It’s time to lead the digital agenda
Reskilling and upskilling is critical for ongoing employability. Nevertheless, some HR professionals have yet to undertake training themselves, even while they help reskill employees. To lead the digital agenda, HR teams need to show initiative and take responsibility for their own learning. Without driving their own learning and development journey, HR professionals are in danger of being left behind.
In less than 10 minutes you can complete the "HR Skills and Development for the Information Age" survey and receive both the Asia and Global reports. The survey closes on 28th February 2021.
Take part in the survey
Author: Philippa “Pip” Penfold, CEO, People Collider