Don't Fear Job Loss, Focus On Upskilling: Betty Thompson, Chair, SHRM Board Of Directors

In this day and age where things are moving so fast, keeping up the trends and requirements has become non-negotiable. Having a proper understanding of what the business needs are and having a clear sense of how things will change going ahead is crucial when it comes to preparing the workforce.

Betty Thompson Chair, Chief People Officer, Booz Allen Hamilton and Board Chair SHRM shared her responses on various topics ranging from reskilling in the workforce to the role of artificial intelligence in talent acquisition and many more.

1.    What are the biggest misconceptions about reskilling in the workforce?

I think the biggest misconception is that we already know what we need and I don’t think that’s true. Things are moving so fast, like AI technology, the things that are coming on faster and its going to be as slow as its ever going to be now, so we got to catch up. So I think the misconceptions is we already have the answers, we really need to do some intensive understanding of what the business needs are, forecasting how the work is going to change so that we can prepare the workforce. I think the other misconception is that the jobs are going to be eliminated in massive doses and I don’t think that’s true. I think its just going to be a requirement that they learn new skill and re-tool those skills and keep re-tooling those skills because it is going to continue to change.

2.    What role does AI play in talent acquisition and development?

I love this question because I think AI has such power and I know there are a lot of people thinking about HR processes and admirative things that AI could improve. One way AI can improve the recruitment process is to sort through massive amount of data, the resume and go beyond degrees or certifications and really look at skills that people have, experiences that they have that are applicable to the roles that the organisations have for them to fulfil.

I also think that AI can help you understand where you maybe have biases in the way your requisitions are written or the way you are interviewing, so I think that’s an important part of it. I also think that AI can help you develop and understand the skills that people need to continue to acquire so that they can create their pathways and find new opportunities to continue to grow.

3.    What’s your advice to the HR leaders for integrating lifelong learning into company culture?

I think it’s partly the recognition that people get for continuously learning and making sure that becomes the part of the culture, that the leaders are continuously learning, that they expecting that of their workforce, and that they are providing the resources. One of the things that the organisations need to look at is what training they are paying for, what are they providing, not just for their own resources but what are they connecting their employees to on the outside that’s available to them and how can they support them as they try to pursue those ways of requiring skills.

4.    SHRM has recently launched a new campaign, People Success, what does that mean to you?

People success means a wonderful world of work and a world that works for everyone. People have the resources that they need, they have the satisfaction, they have companionship and relationships and they feel successful. And I think we should all, we all do want that for our children, our families, our friends our colleagues. And I think that’s really important because work matters to people they want to feel like they are contributing something.