Navigating the Challenges of Employee Deficit in the Age of Technology

-

 

Due to rapid technological advancement, automation, digitization, and AI have been incorporated into many economic sectors. These technologies have caused a technological revolution in the workplace. Despite their efficiency and productivity gains, these technological advances have caused workforce shortages in several areas. Despite their occurrence, this is the case. This article explores the technology-induced workforce shortage in detail. This study's findings are there. This article also discusses several ways to address this issue (Magnus-Eweka, 2023.)



One reason for the labour shortage is the rise in automation technology. To clarify, work automation technology could dramatically change job duties. The automation of human professions has made some skills obsolete. This has reduced skilled labour demand. Thus, the labour market has declined. These tasks involve repetitive data entering and manual processing (Makridakis, 2017). These include procedure procedures. Due to this shift, the workforce has been displaced, and people must now learn new skills for technology-driven jobs. Another effect of this shift is worker displacement.

Staff shortages result from a mismatch between available staff and needed labour competencies. Staff shortages complicate it. Digital media literacy is essential. Employers want data analytics, cybersecurity, and AI skills. These candidates are popular. However, many job hopefuls lack these traits (Poba-Nzaou et al., 2021). This creates a gap between potential employees' traits and what companies want. This difference emphasises the importance of digital literacy and skill development, especially given current technological advances.




Technology-driven companies struggle to retain and recruit professionals. These are obstacles for tech-driven businesses. One obstacle is hiring and retaining qualified workers. Talent shortages cause job turnover. This skilled labour shortage is caused by severe competition for elite talent, including in-demand expertise. Businesses must offer competitive salaries, career growth, and a pleasant work culture that values continual learning and development to attract and retain talented people. Additionally, these companies should offer great workplaces (Makridakis, 2017). This is crucial to navigating the complexity of attracting and retaining talented people.

Technology deficiencies may affect employees' well-being and job happiness. Technology may hinder worker productivity. Because automation and digitalization threaten traditional job duties, people may worry more about their jobs. These two factors generated this disturbance (Poba-Nzaou et al., 2021). A mismatch between skill development and job needs can lead to underutilization and employee unhappiness, which can hurt corporate morale and productivity. Advantages and downsides exist. A double-edged sword is possible.

Ways to Address Underemployment Organisations can use strategic initiatives to solve technology-induced employee shortages. Consider investing in continual learning and development to upskill and reskill workers for new positions. Collaboration with educational institutions and industry partners can also help close the skill gap and boost workforce digital literacy. That's feasible. Technology-driven companies must offer competitive pay, professional development, and employee wellness initiatives to attract and retain top talent, Which may boost corporate performance (Makridakis, 2017). Talent management technology can improve HR operations and talent acquisition and retention. Such technology includes AI-powered recruiting tools and data-driven workforce planning. All of these benefits are possible with technology.

Technological advances have caused labor scarcity and commercial issues. These organizations face several obstacles. Skill gaps, hiring and retaining staff, and other challenges must be overcome. Strategic actions that emphasize continual learning, skill development, and employee well-being can bridge the technical-human gap. This helps firms close the gap (Makridakis, 2017). This plan addresses the job shortfall and creates a future-ready workforce. This allows workers to prosper in a digital age.


Watch below video



Human resources-specific solutions discussed by Magnus-Eweka (2023) and Rasca (2018)

1.     Fund initiatives that encourage employees to continue their education to learn new tools and technology. Train your employees on current job-related technology. Through educational partnerships and online resources, students can receive specialized training and certificates.


2.     Use technology-savvy people and social media to your advantage. You must offer market-competitive wages and benefits to retain smart employees. The workplace should foster innovation, collaboration, and professional growth.





3.     Allow remote work or flexible scheduling to attract more diverse applicants. We recommend remote collaboration technologies.
4.     Use AI to automate mundane tasks and speed up routine tasks to make room for bigger projects. Workers need supervision and training to use AI technology

5.   Diversity and inclusion programs help attract and hire people from diverse backgrounds. To promote a sense of belonging and a diverse workforce, inclusive policies and processes are essential.

6.   Develop a succession strategy to identify and develop corporate leaders. Leadership and mentorship programs can develop in-house talent for critical positions.

7.     Industry partners, startup firms, and tech communities can help you find more people and stay current on business trends. Working together might develop a talent exchange program or collaborative project that uses many professionals' knowledge.



References

•        Magnus-Eweka, E. (2023). Navigating the challenges to digital transformation : the case of a pan African Commercial Bank. [online] wrap.warwick.ac.uk. Available at: https://wrap.warwick.ac.uk/183612/.

•        Makridakis, S. (2017). The forthcoming Artificial Intelligence (AI) revolution: Its impact on society and firms. Futures, [online] 90(90), pp.46–60. doi:https://doi.org/10.1016/j.futures.2017.03.006.

•        Poba-Nzaou, P., Galani, M., Uwizeyemungu, S. and Ceric, A. (2021). The impacts of artificial intelligence (AI) on jobs: an industry perspective. Strategic HR Review, 20(2), pp.60–65. doi:https://doi.org/10.1108/shr-01-2021-0003.

Rasca, D.L. (2018). EMPLOYEE EXPERIENCE - AN ANSWER TO THE DEFICIT OF TALENTS, IN THE FOURTH INDUSTRIAL REVOLUTION. | Quality - Access to Success | EBSCOhost. [online] openurl.ebsco.com. Available at: https://openurl.ebsco.com/EPDB%3Agcd%3A10%3A5191786/detailv2?sid=ebsco%3Aplink%3Ascholar&id=ebsco%3Agcd%3A131750701&crl=c [Accessed 28 Mar. 2024].

Comments

  1. Harshi WijeratneApril 10, 2024 at 6:33 AM

    The article highlights the impact of automation and digitization on the workforce, emphasizing the need for continuous learning, technology integration, and supportive work environments. great work!

    ReplyDelete
  2. G K A N AbeywickramaApril 11, 2024 at 8:19 AM

    This article gives HR professionals useful strategies to deal with the problems caused by the technology-induced labor shortages. Through highlighting the significance of ongoing education, nurturing work environments, and tactical personnel management, the piece offers insightful guidance for managing the intricacies of the contemporary workplace.

    ReplyDelete
  3. LAthan (E223750)April 11, 2024 at 2:54 PM

    Really insightful post Ruvini! It's fascinating to see how automation, digitization, and AI are reshaping the job market, leading to significant changes in workforce needs. As a data analyst, I've observed similar trends where technical skills are increasingly prized. It’s crucial for businesses to address these workforce shortages by investing in training and development to equip their staff with the necessary skills for a technology-driven workplace. What do you think are the most effective strategies companies can employ to ensure they're not only attracting but also retaining top talent in this competitive environment?

    ReplyDelete
    Replies
    1. Ruvini DissanayakeApril 12, 2024 at 1:14 PM

      Lathan, I think that to attract and retain top talent in today's technology-driven workplace, companies should focus on continuous learning opportunities, competitive compensation and benefits, flexible work arrangements, career path development, and fostering a positive work culture.

      Delete
  4. Thushari Dilrukshi ( E-225496 )April 12, 2024 at 2:57 AM

    The blog talks about how technology changes have caused a shortage of workers with the right skills. It suggests solutions like training employees, using technology for hiring, and promoting a culture of learning. It says it's important for companies to deal with these challenges to have a workforce ready for the future.

    ReplyDelete
  5. Kawya CabralApril 12, 2024 at 5:31 AM

    This article talks about how new technologies like AI and automation are changing the workplace. While they make things more efficient, they also create shortages of workers in some areas. It discusses why this happens and offers solutions. 🤖🔄

    ReplyDelete
  6. Ruki(Rukshan Dinesh-E232179)April 12, 2024 at 9:01 AM

    The tech talent gap is a significant issue impacting business performance and productivity. To address it, businesses should adopt proactive recruitment strategies, embrace training and upskilling opportunities, and retain top tech talent for innovation and growth. Radley James can help navigate these challenges.

    ReplyDelete

Post a Comment

Popular posts from this blog

HR Analytics for Workforce Planning: Aligning Skills and Resources with Business Goals

-
Image
  Another Amazon activity is strategic workforce planning using human resource analytics. Amazon's commercial operations rely on HR analytics. Because Amazon employs people from several business units, workforce planning is difficult but crucial. This makes workforce planning difficult but essential. Human resource analytics may help firms maximize staff, identify skill shortages, and predict future needs. Amazon studies employee performance, turnover, training results, and market trends to develop its people planning strategy. All of these elements influence corporate strategy.  Eff ective people planning is crucial for strategic alignment with company goals during business operations. HR analytics may help companies align employee actions with corporate objectives. Businesses and other organizations can use this technology. Data insights in this blog post deepen HR analytics understanding for workforce planning. This blog article explains this. Optimizing human composition,...
Read more

Employee first customer second approach

-
Image
  I ntroduction Competition among businesses has become fiercer, leading organisations to focus on increasing employee satisfaction, which ultimately leads to happier customers and success. A new approach called "employee first, customer second" has emerged, emphasizing creating a positive and secure workplace environment where employees feel valued and involved. Organizations prioritise employee well-being, aiming to create a positive work environment where employees feel appreciated, confident, and engaged. This approach recognizes the link between employee satisfaction and customer satisfaction, as contented employees are more likely to provide exceptional service, and building strong customer relationships can be a long-lasting one. By adopting the "employee first, customer second" philosophy, organizations can reduce employee turnover and lower recruitment and training costs. This fosters continuity and stability for employees, increasing  their commitment ...
Read more

Role of Succession Planning for Organizational Continuity

-
Image
  What is Succession Planning? The goal of succession planning is to find and develop future leaders and key employees for the company (Peregrine Research, 2020) . Whether a company is big or medium-sized, it is wise to invest in succession planning as a long-term strategy to protect itself against future disruptions or unexpected job openings. Succession planning, which typically lasts between one and three years or even more, entails preparing individuals to confidently and skillfully take on new roles. This is much needed for business continuity. Check out this video for better insight into succession planning and its importance Source: (Station Chase, 2023) Where to Start? Identifying key positions vital for the company's future is the first step in succession planning. These roles should significantly influence the company's strategy, competitive edge, customer satisfaction, or operational efficiency. This involves analysing the organizational structure, strategy, curren...
Read more