Adopting more inclusive hiring practices and leading technologies will help energy firms tackle the burgeoning problem of digital skill gap.
FREMONT, CA: Skilled workforce is a critical factor that sets successful companies apart from their competitors, and this trend is no different for energy companies. As the energy industry is going through a massive demographic level change in staffing, the nature of experience and expertise is also changing. A significant number of workers in the energy industry is retiring, taking with them years of knowledge, and leaving less experienced to run plants efficiently. Energy firms are facing direct competition from other industries in luring digital talents into their industry. This means that the skill gap is fast becoming a roadblock, and companies need every edge they can to resist and thrive. So, what options do firms have as they prepare for such a dynamic digital future?
To address the problem, energy firms must first enable their workforce to reskill. A recent report estimates that more than 54 percent of employees in the energy industry will require reskilling by 2022. Firms can tailor a holistic framework that prioritizes new tactics to skill development within the existing pool of workers and untapped talent pools. Such an approach can help ensure that technological advances do not hinder workers do their jobs efficiently.
Surely, implementing workforce development programs will help energy firms prepare for future innovations. But, energy firms should also make sure those budget constraints, lack of employee time, and absence of training techniques are not holding them back from setting up workforce building plans. As the skills gap widens, businesses that don’t take measures to tackle the problem will lag. Therefore, business leaders need to look skeptically at the digital skills needed to future-proof their workforce. For this, energy firms must take the baby steps towards building a culture of continuous learning among the workforce.
Neoteric technologies always help businesses stay ahead, and as is the case in the energy industry. Energy firms that are successful in plugging the digital skill gap will be able to leverage new and emerging technologies to reach new levels of efficiency, expand into new markets, and compete with peers. Last but not least, developing advanced approaches to workforce development for those outside the traditional talent pool is essential for energy firms. By hiring talent from diverse backgrounds, firms can tap into a massive pool of high-potent talent.