Regardless of all the buzz about automation taking over the logistics industry, there is no denying that the relies on its blue-collar workforce. While full-scale automation may boost the Indian economy, the high costs are always a catch. In situations like these, utilizing cheap labor cultivates a technology-empowered workforce may seem like the right choice. In cases like these, leveraging cheap labor to build a technologically-enabled workforce may appear to be the best option.
What are blue-collar jobs?
The term “blue-collar” was first coined in the 1920s, to categorize manual laborers that wore blue or dark clothes to hide the stain.
The employers, that often fill up administrative and managerial positions are referred to as “white-collar”. As the name suggests, these employees wore white or light-toned colors.
There is no doubt that blue-collar employees constitute the foundation of every enterprise. Workers fled cities in great numbers during the early epidemic era in 2020, causing many companies to shut down. These workers are no longer regarded as a replaceable labor force, but rather as a long-term investment.
What Factors are Revolutionizing the Work Ecosystem?
Micro-learning
This can help make modules clear to employees. Every employee has a different learning style, and some will encounter linguistic hurdles. Micro-learning ensures that all employees receive training on their own time by learning in bite-sized pieces on any device. The learner has a total choice over what and when they learn and may finish their course at a time and location that fits their hectic schedule.
Adopting Upskilling
The expanding effect of automation and technology also hastens the rate of change in employee roles and abilities, resulting in a shift in the workplace imperative. As a result, upskilling becomes a critical component in developing a pipeline of desirable talent. It also enhances retention and internal promotions as a byproduct.
Many businesses have recognized the importance of upskilling their employees and have already begun training individuals at higher levels requiring executive, management, and cross-functional abilities.
Going Digital
Companies must prepare their staff to react to tech-driven disruption by developing their potential at all levels in conjunction with future technology, changing consumer requirements, and market movements.
Educating blue-collar employees about the importance of technology and explaining that their occupations will not be displaced, but rather enhanced by digitization, is a critical step in this process.
Mapping the Skill-gap
Companies must develop a skill gap map to determine where their blue-collar personnel sits in terms of industry-specific skill sets, how they compare to rivals, and what competencies are required for their transfer.
Companies may provide the basis for a future road map that maps out development programs to mitigate the consequences of the talent gap by using the facts and insights concerning skill shortages.
Conclusion
Meraqui offers a workforce entailing problem-solving, increased productivity, and creativity, perfectly curated under NEEM and NAPS schemes. It is also critical to have a population capable of competing with the escalating demands of a global giant like India.
Skilled personnel will develop a full, cross-trained workforce and raise their overall efficiency in order to contribute to our economy and establish a future-first workforce that values innovation and excellence.
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