数字化人才缺口——企业的投入是否充足？(英文版).pdf

By Capgemini Digital Transformation InstituteDigitalTransformationInstituteAre Companies Doing Enough?The Digital Talent Gap2Nearly all organizations would agree that digital talent is important and that they are aware of the digital talent gap.Our pioneering research in collaboration with LinkedIn however,suggests that although the majority of companies frequently discuss this gap,concrete action to bridge it is rarely taken.Close to 50%of the organizations we studied conceded they have not taken digital talent seriously.To probe this issue,we undertook a worldwide,cross-sector research program in collaboration with LinkedIn.We surveyed over 1,250 people to gain the perspectives of both employees and leadership teams and we interviewed human resource and talent executives within organizations as well as digital and technology recruiters.In parallel,we worked with LinkedIn to understand demand and supply for specific digital skills and digital roles.The research methodology at the end of the report provides more detail on our approach.With ever-increasing demand for skills,the talent gap has widened.The challenge of the digital talent gap is no longer just an HR issue;it is an organization-wide phenomenon that affects all areas of the business.The objective of this report is to guide Chief HR officers,other CXOs,and the Learning and Development(L&D)teams in addressing this challenge.The Digital Talent Gap Are Companies Doing Enough?In this paper we:1.Identify key trends and changes in the digital talent gap arena and pinpoint the digital skills and digital roles in greatest demand in“The digital talent gap is widening”2.Assess the key challenges that are preventing organizations from bridging the talent gap by exploring employees views in“Key talent roadblocks:the employees perspective”3.Outline the best practices we can learn from leaders in the digital talent arena in“Proactive digital talent leaders have valuable lessons to offer”4.Recommend strategies to more effectively recruit,develop,and retain digital talent in“What can organizations do to narrow the digital talent gap?”3The digital talent gap is widening.Every second organization we surveyed acknowledged that the digital gap is widening.Moreover,over half(54%)of the organizations agreed that the digital talent gap is hampering their digital transformation programs and that their organization has lost competitive advantage because of a shortage of digital talent.The talent gap in soft digital skills is more pronounced than in hard digital skills.More employers(59%)say that their organization lacks employees who possess soft digital skills than hard digital skills(51%).The two soft digital skills in most demand are customer-centricity and passion for learning and the two hard digital skills in most demand are cybersecurity and cloud computing.Many of todays employees are anxious.Employees are worried that their skills are either already redundant or soon to become so.Overall,29%of employees believe their skill set is redundant now or will be in the next 12 years.Employees feel organizations training programs are not hugely effective and those who want to excel are looking beyond their organizations learning and development(L&D).More than half of todays digital talent say that training programs are not helpful or that they are not given time to attend.Close to half actually describe the training as“useless and boring.”Nearly 60%of digital talent are even investing their own time and money,most commonly to be on a par with their colleagues on the required digital skills.Skill redundancy fears and lack of faith in their organizations upskilling efforts could trigger attrition.Over half of digital talent(55%)say they are willing to move to another organization if they feel their digital skills are stagnating at their current employer.And over half of digital talent(58%)are likely to gravitate towards organizations that offer better digital skill development.Furthermore,digital talent have an easy exit option as they are faced with an abundance of job opportunities.What can organizations do to narrow the digital talent gap?In an increasingly digital economy,those organizations that bridge the talent gap will enjoy a competitive edge over those who dont.A defined digital talent strategy that meets both business objectives and the needs and preferences of digital talent is critical for a sustainable and successful digital transformation.Based on what we have learned from our researchas well as our experience in the field with our clientswe believe there are six areas organizations should focus on to solve their digital talent challenges:Attracting Digital Talent Align leadership on a talent strategy and the unique needs of digital talent Diversify recruiting approach Developing Digital Talent Create an environment that prioritizes and rewards learning Chart a clear career development path Retaining Digital Talent Give digital talent the power to implement change Provide flexible and collaborative ways of working.Executive SummaryKey Takeaways 4The Digital Talent GapIn our survey,we analyzed digital talent in three ways:Hard digital skills(such as data analytics)Soft digital skills(such as comfort with ambiguity)that constitute a“digital-first mindset”and are necessary for a successful digital transformation Digital roles that have been created as a result of digital transformation activities within an organization or the emergence of disruptive technologies.Twenty-four hard digital skills,eight soft digital skills,and twenty-three digital roles were included in our survey and were identified based on both long-standing and emerging technologies and on our extensive experience in the digital transformation space.Please refer to the Appendix for a full listing.We created the profile of a Digital Talent employee who is proficient in at least one of the 24 hard digital skills and in at least four of the eight soft digital skills included in our survey.Such employees constitute over half(56%)of those surveyed.“Footprint of Digital Talent”on page 10 outlines their defining characteristics.We also identified together with LinkedIn a further long list of hard digital skills and digital roles based on a mutually agreed definition for“digital.”Please refer to the Research Methodology for further details.What is digital talent?5Percentage of organizations that acknowledge the shortage of digital talent54%54%The digital talent gap is hampering our digitaltransformation programsMy organization has lost competitive advantageowing to a shortage of digital talentPercentage of organizations that acknowledge the impact of the digital talent gap 59%55%51%The digital talent gap in my organization hasbeen widening over the past couple of yearsMy organization faces a gap in hard digital skills(lacks qualified individuals in hard digital skills)My organization faces a gap in soft digital skills(lacks qualified individuals in soft digital skills)Every second organization we surveyed acknowledged that the digital gap is widening.Moreover,over half(54%)of the organizations agreed that the digital talent gap is The digital talent gap is wideningFigure 1.More than half of organizations still face a shortage of digital talent and say it affects their competitivenesshampering their digital transformation programs and that their organization has lost competitive advantage because of a shortage of digital talent(see Figure 1).Source:Capgemini Digital Transformation Institute survey,Digital Talent Gap;JuneJuly 2017,N=501 employers.55%Percentage of organizations who acknowledge that the digital talent gap is widening6The Digital Talent GapThe percent of organizations that say the digital talent gap has widened is above the global average in the United States,India,and the United Kingdom.By industry sector,the Figure 2.Seven in ten organizations in the US cite a widening talent gap while six in ten banking organizations also acknowledge itwidening gap is more pronounced in the banking,consumer products,retail,and insurance industries(see Figure 2).Source:Capgemini Digital Transformation Institute survey,Digital Talent Gap;JuneJuly 2017,N=501 employers.70%64%57%55%52%50%48%43%34%55%United KingdomGermanyFranceSpainSwedenItalyNetherlandsGlobalIndiaUnited StatesPercentage of organizations responding to widening of digital talent gap,by geography The digital talent gap in my organization has been widening over the past couple of yearsPercentage of organizations responding to widening of digital talent gap,by industry Consumer ProductsBankingRetailInsuranceAutomotiveUtilitiesTelecomGlobal62%60%60%58%50%48%42%55%The digital talent gap in my organization has been widening over the past couple of years7I think that the world is focused very heavily on hard skills like computer science,data science,and artificial intelligence.Let us be clear those skills are very important.However,the combination of hard skills and power skills,like communications,critical thinking,and teamwork,is most vital.These skills are required in every job and are critical for professional success across all industries.”Anant Agarwal,Founder and CEO of eDX,a massive open online course(MOOC)providerFigure 3.There is a gap between what organizations need and the proficiency of their employees in almost all soft digital skills1 Source:Capgemini Digital Transformation Institute survey,JuneJuly 2017,N=501 employers;N=753 employees;ranked by employer demand.The talent gap in soft digital skills is more pronounced than in hard digital skillsSoft digital skills are an increasingly important characteristic of a well-rounded digital professional(see“What is digital talent?”).As Figure 1 shows,more employers(59%)say that their organization lacks employees who possess soft digital skills than hard digital skills(51%).As Wendy Murphy,Senior Director,Human Resources,Europe,Middle East and Africa at LinkedIn puts it,“Soft digital skills are required across all levels,especially the ability to learn and to be agile.Both attributes combined are hugely important in terms of making strides forward in the digital world.We do not know what the future looks like,therefore,having people who have the resilience and ability to shift from one thing to another with ease and learn constantly to help the business progress,is immensely important.”Figure 3 shows the talent gap in soft skills,representing the difference between employer demand for the skill and employee proficiency.The two skills in most demand are customer-centricity and passion for learning,while the greatest gap exists for comfort with ambiguity and collaboration.Customer-centricity65%57%Passion for learning64%65%Collaboration63%52%Data-driven decision making62%55%Organizational dexterity61%56%Comfort with ambiguity56%43%Entrepreneurial mindset54%51%Change management53%44%Percentage of organizations that acknowledge that demand for a soft digital skill is high in their organization today and percentage of employees who are proficient in that soft digital skillEmployer:Demand for this digital skill is high in my organization todayEmployee:Proficiencylevel of skill8The Digital Talent GapAs Figure 1 shows,more than half of organizations face a talent gap in hard digital skills.The two skills in most demand,Figure 4.A stark gap exists between organizations requirements and employee proficiency for hard digital skillsSource:Capgemini Digital Transformation Institute survey,JuneJuly 2017,N=501 employers;N=753 employees;ranked by employer demand.cybersecurity and cloud computing,are also those with the greatest talent gap(see Figure 4).Percentage of organizations that acknowledge that demand for a hard digital skill is high in their organization today and percentage of employees who are proficient in that hard digital skill Employer:Demand for this digital skill is high in my organization todayEmployee:Proficiencylevel of skill68%43%Cybersecurity65%42%Cloud computing64%51%Analytics64%39%Web development62%38%Mobile application design and development62%45%Data science61%41%Big data61%42%Master data management61%40%Innovation strategy60%39%User interface designDemand for hard digital skills still outpaces supply We asked employers which digital roles will be more prominent in the near future.As highlighted in Figure 5,security and data roles top the list.1.Information security/Privacy consultant2.Chief digital officer/Chief digital information officer3.Data architect4.Digital project manager5.Data engineerTop digital roles in the next 23 years6.Chief customer officer7.Personal web manager8.Chief internet of things officer 9.Data scientist 10.Chief analytics officer/Chief data officerSource:Capgemini Digital Transformation Institute survey,JuneJuly 2017,N=501 employers.Figure 5.Top 10 digital roles of the next 23 years9Footprint of digital talentAgile,Web,and Cloud are the most common hard digital skillsSource:Capgemini Digital Transformation Institute Survey,Digital Talent Gap;JuneJuly 2017,N=425 digital talent employees.*Proportion represents the percentage of digital talent out of 100 in that particular country or industry64%63%58%55%55%53%47%56%Automotive Consumer ProductsBankingInsuranceUtilitiesTelecomRetailGlobalIndia has the highest proportion*of digital talentSource:Capgemini Digital Transformation Institute Survey,Digital Talent Gap;JuneJuly 2017,N=425 digital talent employees.*Proportion represents the percentage of digital talent out of 100 in that particular country or industryIndiaItalySpainNetherlandsFranceGermanySwedenUnited KingdomUnited StatesGlobal76%66%65%62%61%55%48%44%38%56%Automotive and Consumer Products have the highest proportion*of digital talent1.Agile methodologies2.Web development3.Cloud computing4.Search engine optimization5.AnalyticsTop 5 hard digital skills digital talent list on their LinkedIn profile*Source:Aggregated LinkedIn member profile data,Digital Talent Gap;JuneJuly 2017;*Top 5 skills from LinkedIn profile data for members with the 24 hard digital skills included in the survey10The Digital Talent GapMany of todays employees are anxious.They are worried that their skills are either already redundant or soon to become so.Overall,29%of employees believe their skill set is redundant now or will be in the next one to two years and over a third(38%)believe their skill set will be redundant in the next four to five years(and 47%of Gen Y and Gen Z employees)2(see Figure 6).Digital talent are even more anxious about their skills 33%of them believe their skill set is redundant now or will be in the next one to two years and 44%believe their skill set will be redundant in the next four to five years.Key talent gap roadblocks:The employees perspective47%Percentage of Gen Y and Gen Z employees who consider their skill set is redundant or will be redundant in the next four to five yearsFigure 6.Employees across countries and industries believe their skill set is or will be re