Skill outlook(^96) keillss mRoilslti pnrigor (^) itsizeRdil flo fr orecskuillisng and upskilling in the next ıve years (share of organizations surveyed)
Skills, knowledge and abilities Attitudes Global aYerage
Analytical thinking^48 %
AI and big data^44 %
Creative thinking^40 %
Leadership and social inIJuence^37 %
Resilience, IJexibility and agility^36 %
Curiosity and lifelong learning^31 %
Design and user experience^28 %
Technological literacy^26 %
Empathy and active listening^23 %
Service orientation and customer service^21 %
:R 6 killis lrle sTutiaredb iblyit thye workforce that are expected to remain the same (share of all skills
reTuired)
2 %
Global %TTyrpaeisn oifn trgain (^) itnyg ppreioritized by organizations surveyed for future reskilling and upskilling (share of organizations
surveyed)
1 % 2 % 12 % 2 % 12 %
ROLES REGION GLOBAL
Employer-sponsored apprenticeships^15 %^1 %
Internal training departments^25 %^2 %
Licensed training from professional associations^12 %^13 %
On-the-Mob training and coaching^26 %^2 %
Private-sector online-learning platforms^12 %^12 %
8 niversities and other educational institutions^9 %^1 %
T 3 rreafeirnreidn sgou (^) rfcuesn odf ifunngding for training, upskilling and reskilling efforts (share of organizations surveyed)
REGION GLOBAL
Co-funding across the industry 23 % 16 %
Free-of-cost training 28 % 28 %
Funded by government 22 % 22 %
Funded by my organi]ation 93 % 87 %
Public-private hybrid funding 25 % 24 %
:orkIorFe VtrDteJ\ outlook
T(xapelectnedt cohuantgleo oin Rtal (^) einnt (^) availab ility, development and retention in the next ıve years (share of organizations
surveyed)
,PproYing :orsening Global aYerage Global aYerage
Talent availability when hiring
40 % -^100 % +^100 % 37 %
Talent development of existing workforce
7 % -^100 % +^100 % 71 %
Talent retention of existing workforce
23 % -^100 % +^100 % 42 %
)Toup psriacneticesss w pithr athec gtriceateess (^) t tpoot (^) einmtialp troo imvpero tvea tlaleennt tav aaivlabaiillitay (bshilaritey of organizations surveyed)
IN'USTR< GLOBAL
- Improve talent progression and promotion processes^46 % %
- Provide eijective reskilling and upskilling^35 %^3 %
- Better articulate business purpose and impact^28 %^2 %
- Mproogreram^ divmeressity,^ eTuity^ and^ inclusion^ policies^ and^28 %^1 %
. Ocoijuenr^ tmrieosre^ remote^ and^ hybrid^ work^ opportunities^ within^25 %^21 % - Improve people-and-culture metrics and reporting^25 %^1 %
. Oijer higher wages^22 %^3 %
. Support employee health and well-being^19 %^1 %
. Improve internal-communication strategy^18 %^1 %
1 Improve working hours and overtime^12 %^1 %
K0oesyt c comommonp coomnpeonntenst (^) so off '+(,, p (^0) ro pgrramogmersa m(sharmee osf organizations surveyed)
REGION GLOBAL - Run comprehensive DEI training for managers^47 % ^2 %
- Evinrtabuall es^ ipnacesclusion^ and^ accessibility^ across^ physical^ and^43 %^33 %
- Run comprehensive DEI training for staij^40 %^36 %
. SreeTt^ uDireEmI^ geonaltss,^ targets^ or^ Tuotas^ that^ exceed^ public^38 %^26 %
. Oreijcerur^ igt rfreoatme vr^ IJareixoiubsili tbyack^ on^ gerdouucnatdsion^ reTuirements^ to^34 %^2 %
:h(sharaer oef oorgfan cizoatimonps asunrvieeysed (^) )^ith +, 0 7 rograms %
Global %
Region Profile / 2
South Asia