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Skill Up to Prepare a Future-Ready Workforce
Skill Up to Prepare a Future-Ready Workforce

November 1, 2023

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In the fast-evolving landscape of the automotive industry, the concept of a skilled workforce has transcended its traditional boundaries. Today, it isn’t merely a matter of having a workforce; it is about having a future-ready workforce. As per reports published by McKinsey, a staggering 87% of organizations acknowledge the presence of a skill gap within their workforce. The real catalyst of transformation lies in the ability to acknowledge this gap, and more importantly, in the commitment to bridge it.

The key lies not in fearing competitors or grappling with the challenges of digital transformation. Instead, it is about empowering assets – the workforce – to rise above these challenges. Hiring individuals with the exact skills needed for a particular job is not a sustainable solution. The need of the hour, therefore, is to embark on a collective journey of upskilling to equip ourselves for the swiftly changing world that lies ahead. Upskilling isn’t just a priority; it should be made an integral part of an organization’s identity.

An approach that has worked for many a company involves meticulous planning and strategizing, identifying key skill clusters to address short-term, mid-term, and long-term needs across domains. For the automotive industry, these spectra of areas may include New Technology, Regulation & Validation, Upper Body & Platform, Digital, and Systems Engineering. Each cluster is designed to build a future-ready workforce capable of navigating the complexities of Electric Vehicles, Advanced Driver Assistance Systems (ADAS), Safety, and the digital transformation of vehicle mobility.

An organization must try to bring to life elements of Skills Taxonomy across roles, focusing on growing the right hierarchy of skills and at the same time allowing members to develop T-shaped skills in their roles. The key to this approach is to keep in tandem strategic context, business functionalities and maturity so that learners are up to date in their skilling journey. 

Employee must be empowered to select domains and roles that resonate with their passion and expertise. This can be in form of upskilling or cross functional opportunities facilitated through internal mobility.

What has worked for the organization I’m associated with is investing time in drawing up skill strategies, coupled with a fine network of champion trainers, coaches, mentors and skill advisors to help our workforce through courses, activities, projects and workshops.

The future of any evolving industry belongs to those who are not just aware of the skill gap but are actively bridging it one skill at a time, engaging in value creation and innovation.

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Debashis Neogi
Managing Director

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