Virtual Research Institute asked how people’s perspective of virtual learning had changed since so many more have experienced live online learning since the global pandemic. 47% of respondents said their perspective of virtual learning had improved, and 13% said they now believe virtual learning can be as successful as in-person learning.

Research showed that most organizations are not clear on the best practice for their virtual and hybrid design and delivery. Organizations need to focus on developing their best practices and training, development, coaching, and continuous feedback for their staff.

Participants positive about virtual learning – but can organisations really improve?

In a McKinsey Global Survey on future workforce needs, nearly nine in ten executives and managers say their organizations either face skill gaps already or expect gaps to develop within the next five years. Many companies are using multiple tactics to close gaps, and reskilling efforts are paying off. Most respondents say their organizations consider it a priority to address skill shortages, but only some feel that their organizations understand how to equip themselves with the workforce skills they will need most.  The findings suggest that companies lack the talent they will need in the future: 44 percent of respondents say their organizations will face skill gaps within the next five years, and another 43 percent report existing skill gaps.

Companies should assess which skills their workforce currently has and which will be necessary for the future to enact strategies that help employees develop new capabilities. To close skill gaps, companies should consider hiring and reskilling employees, as well as providing explanations of the reskilling agenda to prepare the workforce for change. Build training capabilities and partnerships so that you can develop a broad range of workforce skills using multiple training techniques.

Beyond hiring: How companies are reskilling to address talent gaps

Korn Ferry’s “Future of Work: The Global Talent Crunch” study finds that by 2030, there will be a global human talent shortage of more than 85 million people. The biggest issue isn’t that robots are taking all the jobs—there aren’t enough humans to take them. The talent shortage may be hard to see now, with daily headlines about how robots and artificial intelligence are making their way into a growing number of industries.  But by 2030, Russia could have a shortage of up to 6 million people, and China could be facing a shortage twice as large.  The United States could also face a deficit of more than 6 million workers, and it’s worse in Japan, Indonesia, and Brazil, each of which could have shortages of up to 18 million skilled workers.

What are you doing in your organization to deal with this talent shortage?