Columbia University School of Professional Studies’ Post

The average "half-life" of professional skills is now less than five years. Boston Consulting Group. This means that within 5 years, our professional skills will only be half as valuable as they once were. They will become 50% outdated. The half-life for technical skills is half that - 2.5 years until half are outdated. This half-life is shorter than it was a few years back due to the number of changes impacting us and our careers. New ways of working, locations of teams, technologies, etc. The challenge for organizations is to build strategies for new and more effective reskilling and upskilling for their workforce, to remain competitive AND keep in mind those new skills have a half-life as well. The Adecco Group puts the current and future challenges into perspective. ✅ "To face this challenge head-on, we need a skills revolution." ✅ "85% of all jobs in 2030 have not been invented yet." Talk about a moving target. Stay tuned to hear more. What do you think? Is a 5 year half-life for professional skills realistic in today’s world? Is it more? Is it less? How about 2.5 years for technical skills?

Student Showcase # 8 of Spring 2024 Meet the team: Grace Dunahoo (HR major), Kaitlyn Garner (HR major), and Caroline Crouchelli (marketing and management). They asked, are employees satisfied with their compensation and benefits packages? Their question was supported but a few reputable sources as seen in the picture below. The main findings, implications, and recommendations included: • Compensation and benefits packages have an impact on employee satisfaction. • The more satisfied an employee is, the more likely they are to be active and involved. • Competitive compensation and benefits are necessary to maintain talent. • In exit interviews, ask departing employees for reasons they may have felt unsatisfied. • Have quarterly satisfaction surveys to gauge satisfaction levels. • Assess current global economic status to know if the organization is providing livable compensation levels. This coursework was completed as part of MGMT 473 Evidence-based Decision￾making in HR Management at Iowa State University - Ivy College of Business. If you are looking for early career talent in accounting, finance, supply chain, management, entrepreneurship, healthcare management, human resources, information systems or business analytics, check out the talent pool at Ivy. If you or someone you know is considering college, check out what Ivy offers and delivers. #HR #humanresources #management

Education has evolved beyond traditional boundaries. 📚 McKinsey & Company's deep dive into skills-based learning reveals how tailored competencies are equipping young professionals with the agility needed in today's dynamic job market. Discover more in the article below. #SkillsDevelopment #CareerReadiness #EducationTransformation

Polish up on these skills to prepare for the workplaces of the future. Learn more about lifelong learning for the jobs of the future: https://ow.ly/hpz850QqrRZ

📢 The Tech Skills Gap: Challenge or Opportunity? Technological innovation is happening faster than ever, but workforce readiness isn’t keeping pace. In a recent TechNative article, Kieran Cornwall, Transformation Director at Ten10, sheds light on the tech skills gap and what’s needed to overcome it. He explores how organisations can: 💼 Reduce employee turnover through tailored training programs 🔑 Build adaptable workforces ready for constant change 🌟 Combine soft skills and technical upskilling for future success This gap isn’t just a challenge; it’s an opportunity for businesses to innovate their approach to talent acquisition, retention, and development. 🎯 What strategies do you think will help close the skills gap? 🔗 Discover Kieran’s recommendations here: https://lnkd.in/eZ9edbHA

In a rapidly evolving professional landscape, traditional career paths are becoming obsolete. Angela Blum-Finlay, Columbia’s HCM lecturer, advocates for a shift towards "career pathfinding," where employees are empowered to explore unconventional career routes. By developing versatile skills, implementing mid-career mentoring, and fostering environments for experimentation, organizations can better support employees in navigating multi-pronged career journeys, ultimately leading to greater engagement and fulfillment. Discover more insights in the full article here: https://lnkd.in/gyxCSsUZ  

Are you seeking strategies to sustain #enrollment growth and address #college doubt? Our blog examines on the importance of gathering career outcomes data, exploring experiential learning, and leveraging career-focused messaging. Read it today. https://hubs.ly/Q02BXrMN0

Student Showcase # 21 of Spring 2024 Today’s showcase is Sofia Sanchez-Salsbury (HR major), Alexa Fitzgerald (HR and marketing), Juliana Jabbour (marketing), Haley Marzorati (management and journalism/mass communication). The team explored onboarding at three very different companies to develop a program that is more generalizable. The companies included: construction, a middle school, and hospitality. The team identified some common strengths including: ·  Paperwork was clear and made the process less time-consuming. ·  Training ready for each new hire based on position. ·  Progressive introduction to the work before being “on their own”. They also identified some common improvement opportunities: ·  Start onboarding before the new hire’s first day. ·  Minimize paperwork on the first day – focus on making connections. ·  Implement a long-term onboarding process including reviews, mentorships, and check-ins periodically for the first year. The team’s work may give you a few things to consider in your company’s onboarding program. This coursework was completed as part of MGMT 471 Introduction to HR Management at Iowa State University - Ivy College of Business. If you are looking for early career talent in accounting, finance, supply chain, management, entrepreneurship, healthcare management, human resources, information systems, or business analytics, check out the talent pool at Ivy. If you or someone you know is considering college, check out what Ivy offers and delivers. #HR #humanresources #management

According to the World Economic Forum, 𝟰𝟭% 𝗼𝗳 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗿𝗲𝘀𝗸𝗶𝗹𝗹𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗶𝗻 𝟮𝟬𝟮𝟯, highlighting the growing focus on skill-based learning to stay competitive globally. The demand for AI and big data skills is surging, indicating a shift towards a workforce that can adapt to new technological advancements. Additionally, skills like leadership and social influence are becoming increasingly important, signaling a move towards a workforce capable of handling both technological and ethical challenges effectively. To adapt to skill-based learning, businesses and individuals can follow these simple steps: 𝟭. 𝗕𝗿𝗼𝗮𝗱𝗲𝗻 𝗦𝗸𝗶𝗹𝗹 𝗙𝗼𝗰𝘂𝘀: Include soft skills like critical thinking and leadership alongside technical abilities for well-rounded development. 𝟮. 𝗣𝗹𝗮𝗻 𝗖𝗹𝗲𝗮𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝗣𝗮𝘁𝗵𝘀: Map out future roles and create personalized training plans to develop the necessary skills. 𝟯. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗦𝘆𝘀𝘁𝗲𝗺𝘀: Use targeted training programs and on-the-job learning to fill skill gaps and enhance performance. 𝟰. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Promote a culture of ongoing learning to stay adaptable and competitive. Skill-based learning is no longer a choice, it’s a necessity. Stay ahead, stay skilled, and stay competitive.