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  • Sahil Shaikh

Learning and Employers : How to make the partnership work

It’s no secret that there is a massive skills gap in the workplace. This frustrating phenomenon is having an increasingly negative impact on hiring and retention rates across industries. As such, organizations are now focusing on how to incorporate new technologies and practices into their workforce so as to close the skills gap once and for all. As it stands, the way in which we educate young people about potential career paths needs to change completely in order for them to succeed within tomorrow’s working world. Furthermore, this partnership needs to be formed from an early age, before students even consider what subjects or career paths they may be interested in pursuing later on in life. In this article, I will talk about how creating a stronger connection between learning institutions and future employers will have a positive impact on both parties involved.

What does the future of workplace learning looks like?

We’re already seeing a huge shift in the way in which employees are being educated in organizations. New technologies, integrated learning, and increased focus on employability are all paving the way for a bright future both for existing and future employees. This is set to continue into the workplace of the future, where lifelong learning will be key to success within businesses of all sizes. Employers are already prioritizing employee development, but the focus is often on improving soft skills. Traditionally, companies have focused on hard skills such as technical proficiency, but the demand for new skills is growing at an exponential rate. This has led to a greater need for collaborative working, through which employees can support each other by sharing knowledge and best practices.

Why is there a skills gap in the workplace?

Even before COVID-19 made significant changes to the way businesses operate, there was a growing skills gap in the workforce. Our working lives are rapidly changing as a result of technological advancements, and current and future generations must learn how to work in a digital world and acquire digital skills or risk being unqualified for a wide range of jobs. We are also more connected than ever before, enabling us to communicate with one another and carry out our responsibilities from virtually any location in the world. Employers require new and evolving skill sets because of these fundamental shifts and their rapid development. All things considered, some trepidation a 'abilities hole' is opening.

For Individuals: The Skill mismatch implies that certain individuals don't have the right abilities for the positions accessible.

For instance, some figures indicate that approximately 40% of Indian workers lack the necessary

qualifications for their current positions. This indicates that some people lack qualifications while others

have an excessive amount. By 2030, nearly 20% of workers will be significantly underqualified for their

jobs, according to estimates. As a result, a lot of people might end up working less, not being happy with

their jobs, or even not working at all. may indicate that it is more challenging to obtain a suitable position

in a relevant industry at the moment.

For Businesses: The skill gap is also problematic for businesses. They are observing that there are insufficient talent pools in

particular fields or professions, which results in roles taking longer to fill. Businesses suffer from a number

of other effects as a result of this shortage of skilled workers, and it may result in:

· Inability to expand the business

· Decrease in revenue,

· Higher rate of employee turnover,

· Lower morale

· Decrease in quality of work

Employers need to step up their game

Employers need to step their game up and be more transparent about what their company culture is really like. For example, they need to get better at explaining why their company is a great place to work, what they are currently looking for, and how to get involved if you’re an employee. Employers also need to take responsibility for their part in this skills gap and actively try to bridge the gap by bringing more resources into their workplace. By collaborating with educational institutions to find ways to get more employees involved in their company, employers can ensure that they are bringing the right employees into their business and closing the skills gap in one fell swoop.

Employees need to change their mindset

Employees need to stop seeing their learning as an end in itself, and start thinking of it as a tool for getting ahead. Rigid mind-sets can impede progress at any stage, beginning with leaders' failure to ask creative questions of their data. Mind-set issues are frequently attributed to lower-level employees' resistance to change. Indeed, mindsets are frequently overlooked in strategic planning due to their difficulty in quantifying. According to one research, employee resistance is a major reason why 70 percent of change programs fail to meet their objectives. As part of strategic change, organizations should develop a set of practices that help employees best plan for, support, and reinforce positive behavior change. Employees consistently shift their mindsets to meet or even exceed strategic goals within budget and time constraints when they do this right.

How can we create a better partnership between learning and employment?

We need to make sure that learning institutions are engaging with employers from the start. This will help to create a more holistic view of what the employee is capable of, which will also help to bridge that gap in terms of knowledge gaps. Employees of the future also need to be more aware of the options available to them at an early age because they are not yet in the workplace, they are not fully aware of the opportunities available to them in terms of career paths, industries, and skill sets. This is where the partnership between learning and employment will have the greatest positive impact on all parties involved.


The way in which we educate young people about potential career paths needs to change completely in order for them to succeed within tomorrow’s working world. Employers need to step up their game by being more transparent about what they are looking for and why their company is a great place to work, and students need to change their mindset to view their learning / education as a tool for getting ahead. By creating a stronger connection between learning institutions and future employers, we can ensure that the workplace of tomorrow is fully equipped to succeed.

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