Cam defends his role as the federal government’s national careers ambassador

Cam defends his role as the federal government's national careers ambassador
Block host Scott Cam has denied claims he’s “getting paid and doing no work” suggesting such criticism is completely unfair with much of his focus on a careers portal yet to launch. According to Cam the careers portal isn’t ready until July with the government just about to launch it. Cam has at least another nine public appearances scheduled for the coming months, including the National Careers Week and National Skills Week and the Australian Training Awards.

Who is to blame for Australia’s growing skills mismatch?

Who is to blame for Australia's growing skills mismatch?
Employers in this country have for a while been lamenting the mismatch between the skills people have and the ones they require both now and into the future. The VET sector has borne much of the blame for the skills mismatch and there has been countless papers on how VET needs to evolve to meet employers’ needs.

Apprenticeships decline impacting on skill shortages

Apprenticeships decline impacting on skill shortages
A shortage of plumbers, carpenters, plasterers and bricklayers is being felt in almost every state and territory in Australia. Industry is crying out for more government funding for training and incentives for employers to take on apprentices blaming lack of subsidies the reason why employers are not offering apprenticeships.

Read more here: https://thenewdaily.com.au/news/national/2020/02/28/decline-apprenticeships/

Indonesia and Australia formalise trade agreement incorporating skills and vocational education

Indonesia and Australia recently ratified the Indonesia-Australia Comprehensive Economic Partnership Agreement (IA-CEPA). The countries have agreed to a skills development package, which includes a skills exchange program and technical assistance to improve institutional capacity building. Australian businesses can now own a majority share in investments in the vocational education and training sector.

Read more here: https://www.aseanbriefing.com/news/indonesia-australia-ratify-ia-cepa-agreement/

Public perceptions of VET in Australia are contributing to skills shortages

Hairdressing training
In a submission to the Productivity Commission, the Tasmanian state government has proposed that “Australia’s VET system is a positive national asset that should continue to be refined and developed for the benefit of individual learners, employers and industry, to drive local and national economic development,”  

Growing skills crisis in Australia

A report commissioned by Deloitte released this year suggests that over the next decade, Australia will face significant skills shortages. And while the government has a significant role to play, addressing the human skills shortage is everyone’s responsibility. Businesses, and even individuals, have the opportunity to proactively focus on human skills. Doing so could unlock more human capital to power the economy going forward.”

THE SKILLS YOUNG PEOPLE NEED FOR FUTURE ROLES

Companies are increasingly embracing new digital technologies and automation tools, allowing professionals to focus more on strategic, innovative and customer-focused work. This trend is expected to drive emerging job opportunities and growth in IT, communications, finance, insurance and professional services.

Robert Half has put together its insights from placing graduates and shares five useful tips for those entering the workforce

1. Equip yourself with in-demand technical skills

According to the 2019 Robert Half Salary Guide, digitisation is transforming roles and processes across a range of industries, including in the finance and accounting sector. Companies are looking for finance and accounting professionals who can demonstrate skills in areas like Microsoft Dynamics 365, SAP/Oracle and are Chartered Accountant or Certified Practising Accountant accredited. In the financial services sector, the top skills in demand include IFRS 17 reporting, fund accounting and regulatory reporting. Experience comes from on-the-job training, so undertaking professional development programs and internships before finishing study can help foster this.

Within the IT industry, candidates with backgrounds in coding, especially Java, C#, C++, and in particular React are in high demand. At a minimum, new graduates should ensure they are able to read, work with, interpret and tell stories through data identifying and matching high appetite skills allows graduates to provide tangible value to an employer and as such distinguish themselves in the pool of competing applicants.

2. Soft skills matter

Alongside technical knowledge and digital prowess, emotional intelligence is becoming increasingly valued. Soft skills such as communication and negotiation, teamwork, creative problem solving and adaptability are now considered critical to career success, due to their role in influencing organisational stakeholders and making data-driven, strategic decisions.

Take, for example, the role of an accountant. Many businesses now have access to sophisticated automation software and AI, so they’re increasingly looking for trusted advisors that are excellent communicators, not just bookkeepers.

Following the Royal Banking Commission, financial institutions are under pressure to makeover their corporate culture and are looking to hire ethical talent with excellent personal skills.

To bolster their soft skills, new and upcoming graduates have a number of options available to compensate for the lack of professional experience. Internships, volunteering, temporary/part-time work, and adopting a ‘constant learning’ mindset can all help improve their employability in a thriving but highly competitive job market.

3. Prioritise professional development

With technology evolving faster than ever before, it is necessary for professionals to upskill regularly throughout their careers. In a skills-short labour market, public and private institutions alike recognise the need to train the incumbent workforce in high-demand skills, creating a new frontier of employable candidates that can then match and offset skill areas where industries are lacking.

Australian youth skills-focused programs include Microsoft’s National Skills Program, Qlik’s Data Literacy Program, and the Australian Government’s recently announced Skills Package for the VET sector.

Professionals entering the employment market would also benefit from choosing an employer who values upskilling and makes professional development and training a part of their ongoing activities. Training staff in both technical and soft skills is not only beneficial to the graduates’ careers, but it also encourages them to stay with the company.

4. Job for life is obsolete

While job-hopping has been traditionally frowned upon, many Australian employers have taken a more favourable attitude towards professionals who change jobs frequently.

While the broad and diverse skills that come with multiple jobs can help accelerate career advancement, it’s also recommended that Australian professionals who are still early in their career find a comfortable balance for themselves, as taking time to ‘grow into’ a role shows a loyalty that employers may reward with promotions and pay increases later on. Generally, however, young Australian professionals should not feel shy about seeking new opportunities if they feel they are lacking in their current workplace.

5. Consider temporary jobs

Graduates should also consider temporary or project work. Working on an interim basis can help people entering the employment market learn new skills and experience and build their professional network. Through these employment opportunities, they can also determine what type of company they’d like to work for over the long term. Many employers are receptive towards hiring temporary staff as they realise the benefits offered by having a mix of both contract and permanent staff, with 72% of CFOs surveyed for the 2019 Robert Half Salary Guide saying that contract workers are a key component of their department’s long-term staffing strategy.

This positive turnaround is also having a direct impact on the career paths of temporary professionals as top performers are in turn being offered permanent positions by their employer if and when there’s an available opportunity.

Are You Developing Skills That Won’t Be Automated?


PAPER BOAT CREATIVE/GETTY IMAGES

The future of work looks grim for many people. A recent study from Forresterestimated that 10% of U.S. jobs would be automated this year, and another from McKinsey estimates that close to half of all U.S. jobs may be automated in the next decade.

The jobs that are likely to be automated are repetitive and routine. They range from reading X-rays (human radiologists may soon have much more limited roles), to truck driving, to stocking a warehouse. While much has been written about the sorts of jobs that are likely to be eliminated, another perspective that has not been examined in as much detail is to ask not which jobs will be eliminated but rather which aspects of surviving jobs will be replaced by machines.

For example, consider the job of being a physician: It is clear that diagnosing illnesses will soon (if not already) be accomplished better by machines than humans. Machine learning is spectacularly effective when data sets are available for training and testing, which is the case for a wide range of diseases and ailments. However, what about sitting with a family to discuss treatment options? This is far less likely to be automated in the foreseeable future.

INSIGHT CENTER

Now consider a profession at the other end of the status spectrum: barista. In San Francisco, Cafe X has replaced all baristas with industrial robot arms, which entertain customers with their antics as they make hot beverages. However, even Cafe X employs a human, who shows customers how to use the technology to order their drinks and troubleshoots problems that arise with the robot barista.

Contrast being a barista with being a bartender. People often strike up a conversation with the bartender. This job clearly is about more than just mixing drinks. Like the physician, we can easily parse this job into two components: the repetitive and routine one (actually mixing and serving the drinks) and the more interactive, unpredictable one that involves listening to and talking with customers.

After reflecting on characteristics of numerous jobs and professions, two non-routine kinds of work seem to me to be particularly common, and difficult to automate:

First, emotion. Emotion plays an important role in human communication (think about that physician sitting with the family, or that bartender interacting with customers). It is critically involved in virtually all forms of nonverbal communication and in empathy. But more than that, it is also plays a role in helping us to prioritize what we do, for example helping us decide what needs to be attended to right now as opposed to later in the evening. Emotion is not only complex and nuanced, it also interacts with many of our decision processes. The functioning of emotion has proven challenging to understand scientifically (although there has been progress), and is difficult to build into an automated system.

Second, context. Humans can easily take context into account when making decisions or having interactions with others. Context is particularly interesting because it is open ended — for instance, every time there’s a news story, it changes the context (large or small) in which we operate. Moreover, changes in context (e.g., the election of a maverick President) can change not just how factors interact with each other, but can introduce new factors and reconfigure the organization of factors in fundamental ways. This is a problem for machine learning, which operates on data sets that by definition were created previously, in a different context. Thus, taking context into account (as a congenial bartender can do effortlessly) is a challenge for automation.

Our ability to manage and utilize emotion and to take into account the effects of context are key ingredients of critical thinking, creative problem solving, effective communication, adaptive learning, and good judgment. It has proven very difficult to program machines to emulate such human knowledge and skills, and it is not clear when (or whether) today’s fledgling efforts to do so will bear fruit.

And in fact, these are the very skills that employers across industries consistently report seeking in job candidates. For example, in one survey, 93% of employers reported that “a candidate’s demonstrated capacity to think critically, communicate clearly, and solve complex problems is more important than his or her undergraduate major.”  In addition, employers seek candidates who have other sorts of “soft skills,” such as being able to learn adaptively, to make good decisions and to work well with others. These sought-after abilities, of course, fit perfectly with the sorts of things that people can do well, but are and will continue to be difficult to automate.

All of this suggests that our educational systems should concentrate not simply on how people interact with technology (e.g., by teaching students to code), but also how they can do the things that technology will not be doing soon. This is a new approach to characterizing the underlying nature of “soft skills,” which are probably misnamed: These are the skills that are hardest to understand and systematize, and the skills that give — and will continue to give —humans an edge over robots.

SOURCEAAP:https://hbr.org/2019/09/are-you-developing-skills-that-wont-be-automated