New World. New Skills.

PwC Global just launched our 2019 Global Annual Review that reports on the actions we've taken together with our clients and other stakeholders to address the biggest issues facing the world in a way that builds trust. For our people, this means living our purpose in all their daily interactions.

Our clients face increasing challenges and opportunities driven by technological advances, stakeholder expectations and other changes. They require us to work together across the broad range of our operations helping them to deal with issues such as cyber security, trust, regulation and strategic workforce planning.

One of the most pressing challenges today is the growing mismatch between the skills people have and those needed for the digital world. At the World Economic Forum in Davos, where we met with more than 150 business leaders last January, just about every conversation ended with the same question: how are we going to prepare our people?

We live in a new world that needs new skills. We're committed to helping our clients to successfully tackle this challenge. In some locations, such as Luxembourg and Singapore, we are learning from government-driven comprehensive efforts to transform the workforce of a region. In other places, we are learning from businesses seeking to raise the acumen of particular employees.

At PwC, we are also facing the same challenge. Our answer has been to start putting into practice the kind of measures we think organisations around the world will need to take. This upskilling journey started in the US and we are now developing plans to offer it to all of our people around the world.

US$3bn investment in upskilling our people globally, and developing and sharing technologies to support clients and communities.

Commitment to tackle the skills gap and reach millions of people by working with governments, businesses and NGOs.

PwC Luxembourg is being pivotal to developing the PwC’s global upskilling solution. Lessons from Luxembourg Skills Bridge, bringing together trade unions, associations and businesses to build digital industries and develop digital skills, are valuable.

What’s Upskilling to us? 

By upskilling, we mean giving our employees opportunities to gain the knowledge, tools and ability they need to use advanced and ever-changing technologies in our offices and their daily lives. Not everyone has to learn to code, but many people need to understand and manage artificial intelligence, data analytics, autonomous vehicles and other technologies we can’t even predict - those emerging now and those that will be created in the future.

 

01 - Analyse & define the upskilling initiative - Engage the ecosystem

Objective: Define the upskilling strategy and, with it, the relevant execution plans and resources.

Approach: The design thinking methodology allows stakeholders to conceptualise, co-create and prototype new products, services, strategies and business models and to prepare best the upskilling initiative.

Outcome: A precise scope, a defined budget, a defined implementation and execution strategy and a stakeholder engagement plan.

02 - Define the Future Workforce taking into account the impact of the digitalisation and automation.

Objective: Analyse the organisation’s future workforce needs and align them with its digital strategy and its vision of the business development in the upcoming years.

Approach: By using our toolbox (workforce planning) and analysing the organization’s employee data, we will be able to share insights on the risk of automation of your most impacted roles and departments. We will also be able to identify the future suitable or transformed positions for these most impacted roles.

Outcome:

  • - Identification of the impacted departments and the number of impacted employees
  • - Definition of job corridors for the most impacted roles taking into account skills proximity, salary proximity and lower risk of automation

03 - Assess current competencies

Assess current competencies of impacted employees. Accompaniment by a personal advisor, evaluation with AI-tools.

Objective: Understand the full potential of each employee and prepare a successful job matching and identification of a potential skills gap.

Approach: Each participating employee will be accompanied by a certified personal advisor or coach throughout the upskilling process. Together with this personal advisor as well as our upskilling toolbox, the current skills of each employee will be assessed and documented. The personal advisor receives the transversal, professional and digital skills assessment results, which will be debriefed in a face-to-face meeting with the participating employee.

Outcome: Strengths of the employee will be emphasised and be a good base for career or job transformation plan identified with coach. The organisation will receive regular reports. Due to confidentiality, the organisation will not receive access to the questionnaire reports.

04 - Match jobs and trainings to engage workers

Find the best possible job and training match for the impacted employees, either internally or externally. Accompanied Job & training matching and job-suggestion tools taking into account vacancies and the skills gap towards new job

Objective: Find the right future job for the participating employees - this job can be an internal job or an external job according to the scenario. The employee will build a job transition scenario with his personal advisor confidentially.

Approach: Our toolbox provides job matching opportunities for real-time vacant positions (either internal or external). The tool is fed with vacancies either from job boards, career websites or data from the unemployment agency. The CV and skills assessment of the employee is uploaded in the tool. The job matching shows the employee’s profile and improvement potential, the potential real-time job opportunities and the skills gap. Moreover, the tool can show up the best fitting trainings to cover the skills gap.

Outcome: Personalised job matching and individual skills development plan for each participating employee.

05 - Train the new competencies

Train the new competencies to be best prepared for the new challenge: Definition of technical, transversal and digital training needs and elaboration of a training plan for each employee

Objective: Organise and follow-up on the trainings of the employees; provide e-learnings and training content via the platform.

Approach: Our toolbox can provide the organisation with a learning management system, which allows to follow the progress of each employee and see future and past upskilling trainings. The toolbox can also integrate existing training platforms - internal or external to the organisation.

Outcome: The employee will have an overview of his/her progress and trainings, he/she can evaluate the trainings and take e-learning classes. The personal advisor can also see the progress of each employee to catch up and motivate when progress drops down.

06 - Monitor, evaluate & improve policy

Objective: The Skills Expander foresees a strong and regular collaboration between the board, the HR department, the operator and other stakeholders. We also recommend regular monitoring, evaluation and detection of transversal improvement areas.

Approach: Communication is key in a transformation project, which impacts and changes the workforce. We therefore provide the organisation with

  • - Communication guidelines for internal and external communication of the project and impacts
  • - An e-collaborative solutions platform to exchange data and information securely with the stakeholders (incl. employees, operator, …)

Outcome: By integrating the end-to-end solution and continuously monitoring it, a streamlined programme administration will be installed. Moreover, market alignment and a clear ROI will result.

Contact us

Christian Scharff

Partner, People & Organisation Leader, PwC Luxembourg

Tel: +352 49 48 48 2051

Laurent Probst

Partner, PwC Luxembourg

Tel: +352 49 48 48 2199

Follow us