In the workforce, data, evidence, technology and personalisation of learning are taking the fore to drive improvement and this should be reflected early on within the school environment. We have long been aware that habits and cultures within Education are a challenge to break and will take time. Current schooling methods have the capacity to leave students behind, fail to extend some, and limit opportunities to maximise student learning growth.
University of Western Australia’s Education policy and sociology unit, reports on the increasing need for a shift away from traditional education methods and calls for more personalisation in learning. This reflects how employees in the workplace now demand accessibility and individual learning journeys to upskill in an increasingly automated world.
University of Melbourne’s Professor John Hattie's research piece on how young people should gain "a year of learning growth from a year of schooling", along with other priorities about the importance of quality teachers, early years learning and school leadership radically rethinks the existing national curriculum. This currently focuses on year levels rather than levels of progress.
Backed up by Professor Geoff Masters, Australian Council for Educational Research, where he asks for an overhaul of student assessment to better focus on student growth.
The report strongly encourages producing adaptive and personalised learning experiences, recommending that over the next five years, the national curriculum be reformed into an innovative "learning progressions" shaped strategy.
Individual student achievement can then be better understood and accommodated for, making schools more agile and adaptive to personal needs. One of the points in the reform highlights the benefits of developing an online and on-demand formative assessment tool, to be based on learning progressions. This would help teachers monitor student progress in real time and better tailor teaching. The 2017 Emerging Jobs Report, courtesy of LinkedIn further states that sixty-five percent of children entering primary school will ultimately take up future jobs that don’t yet exist. Predicted jobs ranked highly typically fall into the Technology space where AI augmentation overall features as the norm. Soft skills including communications and leadership requiring empathy, also jobs with high mobility encompassing wellness, physical flexibility and location mobility.
Savvy HR leaders are actively tackling our future skills gap This increase in automation, especially in lower-skilled professions reflects the unavoidable reality that robots really are coming for our jobs. In fact, it is happening now.
The question of how artificial intelligence and robots will affect jobs has been one of the darkest shadows looming over the 21st century.
Gartner predicts that artificial intelligence will create 2.3 million jobs by 2020 while eliminating 1.8 million positions in other sectors at the same time. With humans complementing the tasks performed by cognitive technology, ensuring that the work of machines is effective and constantly refined AI will transform every data-intensive process, regardless of subject matter, touching a majority of job functions on some level and in some form. Prepare for a time in the near future, where employees will need a level of understanding of AI and how it will impact his or her role in their working lives.
The view is that in the long-term automation will result in a wave of large-scale job losses, throwing up challenges of retraining affected workers, equipping them with the necessary skills so they can remain in the workforce.
Richard Fischer, ManpowerGroup Australia Managing Director stated; “We need to create clear career paths and faster reskilling programs in order for companies and their talent to digitise at market speed.”
A staggering one-third of Australian jobs are at risk of being automated by the year 2030, with lower-skilled or manual labour roles being affected the most.
In response to the growing concern over the impact of automation, this Employment Outlook ManpowerGroup survey states that;
“21% of Australian employers expect to grow their workforce while 62% plan to maintain current headcount over the next two years.”
“This signals that digitisation will be a net gain for employment across Australia in the near-term, so long as job seekers have the right blend of skills required in today’s digital age.”
Our rapidly changing technological world will drive an ongoing need for employers to upskill their staff so that they remain employable. Nothing is fixed the way we work, communicate and learn is in a constant state of flux yet personalisation in our learning, rapid change and multi-skill sets are the way of the future.
Kineo is a platinum partner of the AITD National Conference, Sydney. An event widely recognised throughout the industry as THE event to gain knowledge and insight on key topics for the next learning era. This year, the AITD National Conference is co-located with the EduTECH International Congress and Expo, providing access to one giant festival for all of education, training and development.
Our APAC Managing Director, Vicky Bartolacci will be facilitating a panel discussion on demystifying L&D Technology and integrating products and tools to give you the best results. Visit us at stand 1108, right next to the Learning @ Work / AITD exhibition theatre.