Workforce Development Programs

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

The most important skills today and in the next years will be human capabilities: critical and analytic thinking, resilience, leadership and influence, overlaid with technological literacy and AI skills to amplify these human capacities. World Economic Forum's new Future of Jobs Report provides a deep and broad analysis of the drivers of labour market transformation, the outlook for jobs and skills, and workforce strategies across industries and nations. It's a really worthwhile deep dive if you're interested in the topic (link in comments). Here are some of the highlights from the Skills section, which to my mind is at the heart of it. 🧠 Analytical Thinking Leads Core Skills. Skills like analytical thinking (70%), resilience (66%), and creative thinking (64%) top the list of core abilities for 2025. By 2030, the emphasis shifts even more towards AI and big data proficiency (85%), technological literacy (76%), and curiosity-driven lifelong learning (79%). This shift underscores the critical role of technology and adaptability in future workplaces. 📉 Skill Stability Declines but at a Slower Rate. Employers predict that 39% of workers' core skills will change by 2030, slightly lower than 44% in 2023. This reflects a stabilization in the pace of skill disruption due to increased emphasis on upskilling and reskilling programs. Half of the workforce now engages in training as part of long-term learning strategies compared to 41% in 2023, showcasing the growing adaptation to technological changes . 🌍 Economic Disparities in Skill Disruption. Middle-income economies anticipate higher skill disruption compared to high-income ones. This disparity highlights the uneven challenges of transitioning labor forces across global regions, particularly in economies still grappling with structural changes. 🚀 Tech-Savvy Skills in High Demand. The adoption of frontier technologies, including generative AI and machine learning, is increasing the demand for skills like big data analysis, cybersecurity, and technological literacy. These trends indicate that businesses are aligning workforce strategies to integrate these advancements effectively. 📚 Upskilling Is the Norm, Not the Exception. By 2030, 73% of organizations aim to prioritize workforce upskilling as a response to ongoing disruptions. This reflects a shift in corporate investment priorities towards human capital enhancement to maintain competitiveness.

Show me the money: Skill synergy is as important as the skill itself. New research from the University of Oxford finds that the economic value of, especially Software and Tech skills, is linked to how well they complement with other competencies. For instance, skills like Data Analytics are highly valuable because they seamlessly integrate with other high-value skills, whereas more specialized skills have limited applicability and consequently lower financial value in the labor market. The research highlights the versatility of certain skills that offer high general-purpose value across various sectors. For example, proficiency in the programming language Python (a versatile coding language) can result in an 8% wage increase, emphasizing its broad applicability. In addition, the research shows that skill synergy creates more value in certain sectors. Software & Tech skills are seven times more valuable for workers in Marketing and ten times as valuable for workers in Finance & Legal than for workers from the tech domain. The study’s findings are particularly relevant in the context of a global workforce preparing for the new economy. Three fundamental principles emerge: 1. Skill Sets Most jobs require a combination of skills. Therefore, the value of a skill can only be assessed in the context of its complementary skills. 2. Reskilling Efficiency As workers adapt to new technologies, they incrementally add new skills to their existing skill sets. Maximising complementarity between old and new skills is crucial for economic efficiency in this process. 3. Strategic Value As a particular skill’s set of complementary skills becomes more diverse, the more strategic options a worker has for reskilling. This increases their resilience against unforeseen technological changes in the future. Source: https://lnkd.in/epqUXdAT Press release: https://lnkd.in/emTeMGjF

My field trip to the center of adult education: 🇺🇦 war veterans redefining new career path According to recent data, Ukraine needs 5 million more people to ensure economic stability. This week, I visited one of the Vocational and Technical Education Centers by the State Employment Agency of Ukraine. These specialized institutions train adults for the workforce through quick professional training and reskilling. In Rivne, far from the front lines, one of eight active centers educates up to 5,300 unemployed adults annually (down from 10,000 pre-war). The target groups include unemployed disadvantaged groups, internally displaced people, and increasingly, veterans. This center offers 58 reskilling programs, mostly lasting 3-6 months, working closely with employers for quick reintroduction into the labor market. I could write ten posts about what I saw and heard, but here are two highlights: 1. Fast-Track Course for War Veterans to Operate Agricultural Drones: I witnessed the field training of the first Ukrainian pilot course for war veterans to operate agricultural drones. The first group graduated with basic drone operation skills. Participants, coming from different regions and carrying various stages of post-war trauma, spent a week learning to program and operate agricultural drones, becoming a team in the process. Together with their educational coordinator, they now plan to do the course in entreprenership, write a business plan and apply for a governmental startup grant by Ministry of Economy of Ukraine to buy their first drones. Their goal is to motivate more veterans to join their company, offering drone services to local farmers for field monitoring and irrigation. 2. Women Entering Traditionally Male-Dominated Professions: For the first time, the center trained several female tractor drivers and welders. Women joined these programs out of necessity, as their husbands are in the army, leaving behind fields and machinery. There is VR welding simulators, that helps women to have smooth introduction and be more open to pursue this profession. Ca 90% of these course participants are already employed, demonstrating the program's need and impact. Cooperation potential is huge: 🚗 Equipment: Many newer functional cars and trucks were taken to the front lines, creating a desperate need to cooperate with business and automotive producers to rent equipment to keep training pace. 🌤 Rehabilitation: Beyond education, internally displaced people and veterans need additional modules on socialization, emotional support, and integration into society. 🔁 Knowledge exchange: practices are dynamic and can be a win-win for Ukrainian centres and partners from other countries. The dedicated team at the Center impressively tracks the latest technologies and implements quick, hands-on pilots. They recognize the importance of acting fast focusing on the economic growth but also care deeply for each student, to feel needed and useful in the society. #ukraine

#ai/tech advances are pushing us to learn and keep learning. Only 29% of employees get support from their managers to learn. 68% of employees say learning helps them adapt during times of change. Employees want to grow and advance their careers. Younger workers stress upskilling to stay competitive and improve financial stability. “Employees are saying, ‘I expect you as an employer to help me keep up, and if not, I’m going to go somewhere else,’” says Josh Bersin, Global HR industry analyst. Learning and career growth are essential for engagement, retention, and results. “The companies that outlearn other companies will outperform them.” Vidya Krishnan, Chief Learning Officer at Ericsson. However, at 49% of companies, “executives are concerned employees don’t have the right skills to execute our business strategy” report L&D professionals. The career landscape is also shifting significantly: - Companies are becoming flatter to be nimbler, - Upskilling needs are continuous and keep evolving, - Careers are increasingly non-linear, and need active, not passive, management. Workforce innovation is critical for workers to innovate and businesses to grow. Skills-based strategic employee development requires: - Mapping employees’ skills, identifying gaps and needs, - Managers engaging in employees’ career development, - Creating upskilling programs aligned with business strategies, - Offering internal ‘gigs' and project-based learning, - Prioritizing talent mobility, enabling internal progression, - Facilitating cross-functional employee connections/moves, - Collaborating among executives for skills-based workforce planning. Does your organization champion career development? "Organizations that prioritize career development outpace others on key indicators of business success." -- LinkedIn’s new Workplace Learning Report 2025. Modern work is based on four core ‘L.I.F.E.’ principles. #1 is Learning. Learning is strategic and an essential component of workforce innovation. How are you supporting your team's upskilling and growth? Data and quotes from LinkedIn's new report - link in the comments below.

The last decade has ushered in unprecedented levels of change for the workforce - from the rise of hybrid working to the rapid integration of #AI in the workplace. To ensure the workforce is equipped to succeed, we need to do more than just respond to change. We need to anticipate it. The World Economic Forum #FutureofJobs report reveals that employers expect a mix of technical and human centric skills to be of increasing importance, with AI & big data at the top of the list: •       AI and big data •       Technological literacy •       Curiosity •       Resilience, flexibility and agility Crucially, however, some of the fastest-rising skills are not yet widely prioritized: cybersecurity and environmental stewardship are notable examples. These are areas where organizations may need to build capabilities before it becomes critical. Workforce transformation can’t just be reactive. It requires targeted skills development and career mobility strategies that prepare people for emerging roles – not just the ones that exist today. How are you—whether as a leader or an individual—investing in the skills that will shape the future of work?

Creating more and better jobs is not only the The World Bank Group’s top priority — it is also the foundation for inclusive growth and long-term stability. Nowhere is this need more urgent than in Africa, where a rapidly growing and youthful population calls for bold and scalable solutions. In #Cameroon, youth aged 18–35 make up 57% of the labor force, yet too many remain excluded from meaningful economic participation. A new generation is ready — what they need are clear, structured pathways into entrepreneurship and private sector–driven employment. That’s where the Adaptive Safety Nets and Economic Inclusion Project, supported by the The World Bank, is already making a difference. Thousands of young Cameroonians are gaining access to startup capital, tailored coaching, and hands-on business support. 🚀 Impact so far: • 2,000 youth entrepreneurs supported through business plan competitions and seed funding • 65,000 urban youth trained and empowered through economic inclusion programs From agri-processing to digital services, youth-led ventures are emerging — not just as sources of income, but as catalysts for resilience, innovation, and inclusive growth. 💡 Yet public programs alone cannot carry the full weight of the challenge. This is precisely where IFC - International Finance Corporation and the private sector step in. IFC’s role — as the World Bank Group’s private sector arm — is to help transform youth potential into viable enterprises, investable ideas, and long-term job engines. That means scaling access to finance, strengthening entrepreneurial capacity, and de-risking private investment in sectors with high job creation potential such as agribusiness, digital technology, and light manufacturing. This is the One World Bank Group approach in action: public and private sector solutions working together to create a more inclusive, resilient, and prosperous future. 📘 Learn more: 🔗 Unlocking Cameroonian youth’s potential for more and better jobs https://lnkd.in/d35_YKZh Ethiopis Tafara Charlotte Ndaw Sako Ange KOUASSI Cheick Fantamady Kante #OneWBG#IFCinafrica #PrivateSector #YouthEmployment #JobCreation 

AFRICA IS UNDER CONSTRUCTION—BUT WHO IS BUILDING IT? Africa is a continent under construction—but who is building it? Roads, bridges, energy plants, and digital infrastructure are rising across our nations, yet too often, the hands doing the work are not our own. Why? Because we have not invested in the right kind of education—an education that equips our people with the skills to build, create, and innovate. Our education systems, inherited from colonial structures, were designed to produce employees for administrative offices, not entrepreneurs, scientists, or engineers. We have trained generations to seek office jobs rather than to master the trades and technologies that drive real economic growth. As a result, we face a paradox: Africa has millions of unemployed graduates while critical industries—construction, manufacturing, energy, and technology—struggle to find skilled workers. When I travel across Africa—from West to East, from Central to Southern Africa—I see the same pattern. Chinese companies are building our roads and airports. Turkish firms are constructing our homes and schools, while also dominating private hospitals and educational institutions. Foreign companies are the ones exploiting our natural resources, processing our gold, lithium, oil, and gas, while our own people remain unemployed. The opportunities are right here, yet we remain poorer in our own lands. Why? Because we have not built the expertise to claim these opportunities for ourselves. The jobs exist—but they are benefitting others. Africa is projected to have the world’s largest workforce by 2050. Our continent is growing, urbanizing, and modernizing. But without a shift in education, we will remain consumers, not creators—watching foreign companies build our future while our youth struggle to find decent work. Look at China: it became the world’s factory because it invested in vocational training and skilled labor. India, South Korea, and now Turkey have followed the same path, building strong economies by equipping their people with technical expertise. Meanwhile, Africa still struggles with an education system that does not match the demands of a modern economy. It is time for a mindset shift. We must revolutionize our education system by focusing on science, technology, engineering, and skilled trades—the foundation of a strong economy. Our schools should inspire young people to see dignity and success in professions like agriculture, carpentry, masonry, electrical work, mechanics, and engineering. Africa cannot develop without Africans leading the way. Let me rephrase that Africa will be developed without us where we will be foreigners in our own land. We must equip our young people with the skills to build, innovate, and create wealth. If we do not act now, we will continue to watch others capitalize on our resources and opportunities. It is time for an education revolution. It is time to build our future—with our own hands. Thione NIANG

A country’s true strength lies 𝐢𝐧 𝐢𝐭𝐬 𝐩𝐞𝐨𝐩𝐥𝐞'𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞𝐝𝐧𝐞𝐬𝐬 𝐭𝐨 𝐚𝐝𝐚𝐩𝐭, 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐝𝐞𝐥𝐢𝐯𝐞𝐫. Yet, as per the Institute for Competitiveness, a staggering 88% of India’s workforce remains in low-competency roles. As India positions itself as a manufacturing and innovation hub—from diamond cutting in Surat to semiconductor fabs in Dholera, from pharma clusters in Hyderabad to FMCG warehouses across North India—we need to ask: 𝐀𝐫𝐞 𝐰𝐞 𝐭𝐫𝐮𝐥𝐲 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐨𝐮𝐫 𝐲𝐨𝐮𝐭𝐡 𝐭𝐨 𝐦𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐩𝐚𝐜𝐞 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐨𝐟 𝐬𝐞𝐜𝐭𝐨𝐫𝐚𝐥 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧? 📍 In textiles, global retailers are turning to India for ethical, large-scale sourcing. But automation in garment units demands machine supervisors, CAD designers, and textile engineers—not just tailors. 📍 In electronics, chip design and smart appliance assembly require workers trained in microelectronics, IoT integration, and embedded systems. 📍 Pharmaceuticals and medical devices—poised to cross $130 billion by 2030—need skilled professionals for regulatory affairs, quality assurance, cold chain logistics, and clinical data handling. 📍Public infrastructure—with over ₹10 lakh crore in projects under the National Infrastructure Pipeline—demands site supervisors, BIM modelers, safety engineers, and sustainability officers. 𝐈𝐭’𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐬𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 𝐠𝐞𝐧𝐞𝐫𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐭𝐨 𝐣𝐨𝐛-𝐫𝐞𝐚𝐝𝐲, 𝐬𝐞𝐜𝐭𝐨𝐫-𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜, 𝐟𝐮𝐭𝐮𝐫𝐞-𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭. This transformation must be driven through below focused actions: 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲-𝐀𝐜𝐚𝐝𝐞𝐦𝐢𝐚 𝐂𝐨-𝐃𝐞𝐬𝐢𝐠𝐧 𝐨𝐟 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 Institutions like TCS iON, NSDC, and Flipkart's Supply Chain Operations Academy are setting a precedent. But deeper collaboration is required with universities, ITIs, and polytechnics to ensure skills match real-world job descriptions. 𝐁𝐨𝐨𝐭 𝐂𝐚𝐦𝐩𝐬 𝐚𝐧𝐝 𝐑𝐞𝐚𝐥-𝐖𝐨𝐫𝐤 𝐒𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛𝐬 Be it EV repair, CNC programming, logistics management, or e-pharmacy dispatch—India needs immersive, hands-on skill environments in every district. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 Teachers, mentors, and facilitators must constantly evolve. Exposure to industry, internships in real plants and warehouses, and digital pedagogy training are non-negotiable. 𝐏𝐮𝐛𝐥𝐢𝐜-𝐏𝐫𝐢𝐯𝐚𝐭𝐞 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Brands like Maruti Suzuki, Siemens, Infosys, Ashok Leyland, and Aditya Birla have invested in training institutes. Scaling this through government collaboration will create deeper impact. Because building highways, airports, and data centers is only half the story. The real progress happens when every young citizen becomes competent enough to build, manage, and evolve these systems. #skillsdevelopment #employmentskills

Africa’s economic output tells two stories: 🌍 A labor productivity average of $8,000 per worker, compared to $140,000+ in developed economies. But here’s the untold story: Impact investments hold the key to transforming Africa’s untapped potential into global opportunity. Without targeted investments, the productivity gap grows wider: ↳ Millions of young people remain unskilled. ↳ Rural areas lack critical infrastructure. ↳ Entire industries operate below their potential. But the solution is clear—when impact investment drives education, technology, and infrastructure, it unlocks a continent’s capacity to thrive. Here’s where impact investment creates the most measurable difference: 1️⃣ Education: Skilling Africa’s Workforce ↳ Invest in EdTech platforms that improve literacy and employability. ↳ Every additional year of schooling raises productivity by 12-15%. 2️⃣ Technology: Digital Connectivity for Growth ↳ Expand internet access in rural areas to bridge the digital divide. ↳ Increased digital literacy could contribute billions annually to GDP. 3️⃣ Healthcare: Building Healthy, Productive Communities ↳ Fund health initiatives that reduce disease and absenteeism. ↳ Healthy workers are 20-30% more productive over their lifetime. 4️⃣ Infrastructure: Powering Progress ↳ Scale renewable energy projects to provide reliable electricity. ↳ Affordable power increases industrial output and supports small businesses. 5️⃣ Agriculture: Feeding Economies and Families ↳ Support sustainable farming to boost yields and food security. ↳ Improved agricultural practices enhance productivity for millions of workers. Africa is home to the world’s youngest workforce and limitless potential. 🌱 Strategic investments in education, technology, and infrastructure can bridge the productivity gap and unlock global economic growth. What role will you play in driving this transformation? Let’s explore opportunities to invest in impact—drop your thoughts below or message me directly. 👉 Follow Ben Botes for more insights on Leadership, Entrepreneurship and Impact Investment.