Upskilling and Reskilling - Continuous Learning

The rapid pace of technological advancements is reshaping the global workforce, driving the need for a paradigm shift in employee skillsets. With automation and ChatGPT increasingly taking over routine tasks, traditional job roles are evolving, while new roles are emerging. Consequently, upskilling and reskilling have become vital strategies for both individuals and organisations to remain relevant and competitive

• Upskilling refers to acquiring new skills that enhance capabilities within an existing role. For example, a marketing professional might learn advanced data analytics to interpret campaign results more effectively.
• Reskilling, on the other hand, involves learning entirely new competencies to transition into a different role or industry, such as a customer service representative learning coding to become a software developer.

Numerous studies emphasise the importance of continuous learning for the future of work. The World Economic Forum predicts that by 2025, 54% of employees will need reskilling to adapt to new technologies. Similarly, McKinsey Global Institute estimates that by 2030, automation could displace up to 800 million jobs worldwide, while 555 million new roles requiring updated skillsets will emerge. Rapid digitisation makes the need for upskilling and reskilling more urgent. A report from BCX highlights the country's growing skills gap, warning that industries must focus on skill development or risk lagging behind global competitors. Many South African businesses are now embracing hybrid learning models that blend online and hands-on training. For instance, Microsoft4Afrika offers certifications in cloud computing and data analysis, helping workers in Ghana and Nigeria secure new jobs or start their own tech-enabled businesses.

In South Africa, industries are restructuring around skillsets rather than traditional job titles, reflecting global trends. According to Deloitte, by 2030, 90% of organisations worldwide will prioritise skills over roles. Additionally, PwC reports that 77% of South African employees are willing to reskill or upskill, recognising the increasing importance of lifelong learning in securing future employment.

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To succeed in this evolving landscape, workers must develop a combination of T-shaped, comb-shaped, and M-shaped skills.

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Key Skills for the Future of Work

The future of work will demand a blend of deep expertise and cross-disciplinary skills, enabling individuals to adapt to evolving job roles and technologies. Workers will need to complement domain-specific knowledge with skills that enhance their ability to collaborate, innovate, and solve complex problems. Key skills include critical thinking, problem-solving, creativity, digital literacy, and data analysis.

• T-Shaped skills involve deep expertise in one area paired with broad knowledge across related disciplines, facilitating cross-functional collaboration.

• Comb-Shaped skills refer to deep expertise in a primary field, complemented by multiple specialised skills.

• M-Shaped skills go even further, reflecting significant expertise in multiple disciplines, increasingly valuable in cross-functional and adaptable roles.

Combining these skills with deep expertise in specific areas—such as finance, healthcare, or engineering—creates powerful professionals. For example, a healthcare professional with medical expertise might integrate data analytics to improve patient outcomes, while an engineer could enhance their skillset with project management or ChatGPT knowledge.

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Another example: a retail worker traditionally focused on customer service and managing physical inventory must now upskill to operate digital point-of-sale (POS) systems, manage online orders, and use customer relationship management (CRM) tools. Reskilling might involve transitioning to roles like e-commerce specialist or digital marketing assistant, requiring entirely new competencies such as data analysis or website management.

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Responsibility for reskilling and upskilling is shared between employee and employer. Organisations are accountable for providing opportunities and resources, impacting competitiveness, retention, and productivity. Employees must actively pursue skill development aligned with their career goals, ensuring the workforce remains agile in a rapidly changing economy. To specialise, individuals should evaluate industry trends, self-assess strengths, and explore areas where they can leverage existing skills while gaining expertise in high-demand sectors.

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In conclusion, as automation and ChatGPT continue to disrupt job markets globally, upskilling and reskilling are essential strategies for navigating the future of work. Individuals and organisations must embrace continuous learning and cultivate T-shaped, comb-shaped, and M-shaped skills to thrive. This approach ensures employees and businesses remain resilient, agile, and competitive in the face of technological advancements.

‍Written by Nqobile Mandlenkosi Ngobese

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