In the context of the artificial intelligence revolution, how enterprises cultivate talents to adapt to the new development trend has become an important topic. For companies, the two key questions of talent development are what capabilities to cultivate and how to cultivate these capabilities. Solving these two major problems will bring effective solutions to enterprise development, business growth, employee performance, etc. In addition, there is also what companies need to do for talent building.
First, what capabilities do companies need to develop?
We recommend dividing digital talent into three levels of digital talent that match the structure of the enterprise to build a more solid talent system. The three levels of digital talent are:
The first layer, digital thinking managers. At the top level are the talents with digital management capabilities required for the strategic transformation of enterprises. Corresponding to the CXO level of the enterprise, they must not only be able to determine the digital enterprise strategy, digital corporate culture, digital competitiveness, but also care about corporate social responsibility.
The second layer is digital thinking business talents. In most enterprises, business personnel tend to account for the vast majority, and they are also the most energy-intensive part of enterprise digital talent development. These talents cover a wide range of roles and require a digital mindset.
Based on existing research and practical experience, we can divide the capabilities required by enterprises into two categories: hard and soft. Hard competencies mainly refer to technology-related capabilities, such as data analysis, programming, etc.; Soft skills, on the other hand, mainly refer to abilities related to interpersonal communication and communication.
In the era of artificial intelligence, the hard capabilities that enterprises need to pay attention to mainly include technical application capabilities in the fields of data analysis, machine learning, and artificial intelligence.
As the basic element influencing digital talents, Dr. Luo Rentong, an expert in digital economy application practice, believes that emerging digital technology capabilities can help enterprises better use big data, improve production efficiency, and optimize products and services.
At the same time, companies also need to pay attention to those soft capabilities that are not easily replaced by artificial intelligence, such as creativity, critical thinking, emotional intelligence, leadership, etc. These capabilities help companies better respond to market changes and enhance their competitiveness.
Tier 3 digital professionals. Digital professionals need to have two competencies. One is software engineering ability to know how development systems work. The other category is professional technical capabilities, including artificial intelligence, blockchain, big data, cloud computing, etc.
In order to smoothly promote digital transformation, these three types of talents need to cooperate with each other, flexibly apply business, technology, and data analysis capabilities, and grow into compound talents of enterprises.
Second, how can these abilities be effectively developed?
In order to better cultivate the talent of the enterprise, we need to take a series of measures:
First, strengthen the construction of the education system: enterprises should strengthen cooperation with universities and vocational training institutions to jointly create a complete talent training system. This system should include theoretical courses, practical training, practical training and other forms to ensure that students can fully grasp the required skills.
Second, establish an incentive mechanism: Enterprises should establish a complete incentive mechanism to encourage employees to continuously improve their skills and quality. This can take the form of compensation and benefits, promotion opportunities, training subsidies, and more.
Third, adopt advanced teaching methods: Enterprises should adopt advanced teaching methods, such as project-based learning, online learning, blended learning, etc., to improve training effectiveness. In addition, enterprises can also use artificial intelligence technology to develop more intelligent and personalized educational tools and platforms to meet the needs of different employees.
Fourth, strengthen the practice link: enterprises should strengthen the setting of practice links, with the continuous progress and development of technology, enterprises should encourage employees to continue to learn and adapt to new technologies and tools, improve their adaptability and learning ability.
Finally, what specific work should companies do?
First of all, job skills sorting is the key to digital talent training, and by building a job skill map, it can provide the core starting point for the selection, use, education and retention of digital talents. Through the collection of job-related information, screening capability dimensions, interviews or workshops, job tasks, behaviors, quality, knowledge, and skill elements are extracted, model dimensions and standards are determined, and external industry experts are combined to sort out. Improve and modify according to the specific situation of the enterprise, and draw the capability model of different positions.
Second, for businesses, practice-driven, high-quality training course content is critical. These courses should be provided by senior experts in the industry, industry leading enterprises or industry specialized and special new enterprises, combined with cutting-edge best practices, and jointly polished by professional teaching and research staff and senior experts to ensure clear and logical knowledge transfer and reduce the difficulty of employee learning. Dr. Luo Rentong, an expert in digital economy application practice, suggested that professional digital skills online learning platforms can be used as a support to reduce learning costs, improve coverage and convenience, and realize personalized learning plans and layered training programs.
Finally, it is necessary to conduct employee growth monitoring and assessment analysis. Recommend a tiered learning development program for each employee's position and current competency level. This improves employee competence and productivity, driving the digital transformation and development of the enterprise.
In short, in the context of the AI revolution, enterprises should focus on cultivating employees' soft and hard capabilities, and adopt different learning methods and strategies to improve employees' ability levels. By continuously strengthening the cultivation of soft capabilities and mastering the ability to use AI, enterprises will occupy a more advantageous position in the future competition.
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Luo Rentong, an expert in the application of digital economy, gave a course
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