1.
Bennett Coleman & Co. Ltd's 3
mantras for L&D programs
In conversation with Gaurika Tandon of BCCL and Minaxi Indra of
upGrad for Business, we deep dive into what it takes to unlock role
transformation and design impactful learning journeys. Bennett Coleman & Co. Ltd (BCCL)
has seen it all, from a VUCA (Volatility, Uncertainty, Complexity, Ambiguity)
to a BANI (Brittle, Anxious, Non-Linear, Incomprehensible) world. Completing
almost 180 years, this enterprise was dedicated to the vision of growth helmed
by a robust learning architecture. This is what led to their partnership with
upGrad for Business, where together they launched a Learning Calendar,
including Signature and Bespoke programs, rolled out to 700 employees across
the brand, covering a diversity of roles and responsibilities. These
skilling programs addressed both the challenges of learner adoption and
engagement. By offering employees the convenience of choice and learning
opportunities in varied formats, the outcome was personalised growth
opportunities. L&D programs also had to be reimagined, keeping in mind the
changing business landscape and the need for role transformation. In our
exclusive one-of-a-kind multimedia flipbook in partnership with upGrad for
Business, Amplifying Growth, Achieving Impact: Customer Success Stories,
we explore further the journey of BCCL in achieving role transformation.
2.
Trends that will shape
the future of work in the sustainability sector
With
sustainability taking centre stage, corporates will have high demands for
talent with specialist knowledge in domains such as regulatory, financial, and
scientific standards governing the sphere, says Mathieu Zone, Vice President,
HR and Communication, Bostik. Sustainability has become an important aspect for
the world, given the challenges it faces, and businesses, across the spectrum,
are also taking cognisance.
In an interaction with
People Matters, Mathieu Zone, the Vice President of Human Resources and Communication,
Bostik, the adhesives solutions segment of the Arkema Group, discusses how the
sustainability sector has evolved on the ‘future of work’ front, driven by a
global eco-wakening, challenges faced by the sector in recruiting, retaining,
and developing talent, and trends that shape the future of work in
sustainability. Zone previously led talent development as Human Resources
Director for Asia-Pacific (save China) at parent company Arkema, a global
leader in specialty materials. He had joined Arkema 10 years ago, and held
various positions within it in France, before being posted to Asia. Sustainability
demands holistic views from the cradle to the grave on all corporate
activities. In other words, employees with broad knowledge and open minds that
are able to assess sustainability from upstream, through the corporate, to
downstream. Capability to engage suppliers and customers alike will be highly
sought after.
Within these
perimeters, all ESG parameters could have an impact on the business viability.
Corporates will have high demands for talent with specialist knowledge in
domains such as regulatory, financial, and scientific standards governing the
sphere of sustainability.
Lastly, there is a new
generation of employees who are conscious citizens and are looking for meaning,
empowerment and fulfillment at their workplace. They would like to be assured
that their jobs are making an impact for the greater social good, along with
their own personal welfare. What this means - there is a need to communicate
how the sustainability space is evolving, and provide opportunities for people
to embark on a truly exciting journey of change.
Considering the above,
communication skills with all stakeholders, both external and internal, could
significantly affect the success of any organisation. Ability to assimilate the
different information and knowledge into concise and impactful communication
would warrant a bright career.
3.
Is it
the end of an era for traditional degrees? Leaders chime in at Davos
We've
been stuck on the veneration of paper qualifications for far too long, said
industry leaders and domain experts at last week's World Economic Forum meeting
in Davos - it's time to move on to a more inclusive alternative. 80%
of CEOs in the technology sectors do not believe college degrees are important,
stated Hadi Partovi, CEO of Code.org as he and other thought leaders discussed
the key to unlocking employment for all at this year's World Economic Forum
gathering.
The discussion zoomed
in on one fact: the importance of prioritising skills over traditional degrees
offered by universities. Living in the age of the great resignation, or as some
call it, the great reflection, has made the world rethink the relevance of the
education system with respect to the needs and demands of the industry.
According to business leaders and thought leaders, the current approach is not
just outdated but also shuts out groups of people, including refugees and
immigrants, who could otherwise be a potential boost to the workforce. Hence,
the industry’s obsession with degrees is a hindrance in two ways. One, it
limits the talent pool for employers. Two, it worsens the issue of
post-pandemic global unemployment.
Jeff Maggioncalda, CEO of Coursera, hailed online learning as the “legacy of the pandemic” as it shattered the preconceived notion of place-based education. Also, it dismantled the reliability of jobs over degrees. As the Internet reaches the nooks and corners of the world, it is becoming possible, more than ever, to learn a fruitful skillset through micro-credentials irrespective of the background one belongs to.
No comments:
Post a Comment