Gen Z, and to a lesser extent Millennials – all share this in common: They’re digital natives, who expect personalised and on-demand experiences.
With the emergence of a younger generation of worker, Gen Z, it’s time to rethink our strategies for engaging them and retaining them.
Just how old are GenTech? The oldest, born mid to late 1990’s, are well underway with their careers – and they’re already having an effect on how organisations are planning their eLearning technology requirements.
This generation grew up in an Internet-connected world – and they comprise about 32% of the world population.
So, we’ll look at how you can get your eLearning house in order so that you can future proof your organisation for a thriving workforce.
Rethinking GenTech Talent Management in a Skills Crisis
There is a severe skills shortage taking place off the back of COVID-19. And it’s throwing the workforce into turmoil.
Almost 58,000 vacancies were added between February and May, more than doubling the number of vacant positions pre-pandemic. There is now 1.1 unemployed worker for every available position in Australia, with the country now experiencing the second most severe labour shortages in the developed world.
“We must deliver a skills system that lets Australians reskill and upskill quickly,” said Jennifer Westacott CEO Business Council of Australia in the *Australian Financial Review.
Transition from Talent Management to People Success
As COVID-19 continues to have an impact – from spawning what Josh Bersin calls “too many jobs, not enough people”, to changing behaviours and homeworking becoming the new normal – traditional workforce planning is ‘relegated to the trash bin’, according to a recent Fosway Group Report.
The people challenges that lie ahead are significant.
Graphic: Fosway Group
According to Korn Ferry, 39% of HR leaders say they’re harnessing the crisis to reshape and reprioritise their company’s talent agenda to one that drives what is referred to as ‘People Success’.
This plays out very well with the next generation of worker. Because what it means is that organisations are embracing people centricity – more democratisation, more AI (Artificial Intelligence), more organisational flexibility, and more agility in how our organisations work.
So how can you energise, motivate and mobilise your people? Especially when they’re young, digital natives? And from a talent perspective, how can you use technology to better engage your people in order to drive People Success:
• Optimise work
• Energise work
• Provide ‘people intelligence’ and insight
A Shift Towards Immersive and Practice-Based Training
In the current environment, there are some major changes that need to take place in order to achieve People Success. A new philosophy is emerging that values upskilling and reskilling.
With consideration for an agile, tech-savvy workforce, it thinks about career paths and agile talent allocation as well as focussing on relationships, engagement, fluidity and mentoring and coaching beyond performance management.
With all of this in mind, here are three technologies you will want to consider in order to future proof your organisation.
AI Enhanced Video Practice
AI enhanced video coaching and practice technology helps build team cohesiveness and peak team performance. And in a TikTok world, the GenTech learner is all over that.
Game-based learning
Game based learning designs and systems are focused on engagement, and can significantly boost skills transfer, speed and retention.
Read about The Game Agency here.
Immersive learning with Rich Data Analytics
Immersive and Virtual Learning experiences will always provide a level of practice-without-consequences that will appeal to Gen Z for its immediacy, fun and tech-driven engagement. It turns bland experiences into engaging ones. Risky learning into safe learning. And rich data analytics move beyond SCORM, so that you can fine tune design and delivery for maximum impact and optimal learning.
For more or to discuss your organisation’s needs, contact a member of the ITC Learning Team here.