Unintentional or Evolutionary: How Digital Platforms Affect Future Jobs

Incidentally or evolutionarily, the positive impact of digital platforms on society’s future jobs must be recognized by educators, governments and individuals across America. The rapid pace of change over the past few years demands that we find creative, new ways to use technology to enable rapid technology modernization, while also creating value and opportunity for workers to succeed in the traditional way. office, remote and hybrid environment.

To explain, consider the emergence of new jobs such as citizen data scientist, social media influencer, blockchain analyst, telemedicine physician and cloud architect. All of these jobs survive from two technology catalysts: Resilient Information Technology and HyperAutomation. These catalysts have simultaneously created the need for new skill sets, fueled the global talent shortage for technology-related workers, and are now addressing the skills and re-skills of our global workforce for needs today and tomorrow.

Let’s examine the catalysts of this work a little more:

We start with Resilient IT, which includes what is commonly referred to as secure cloud technologies, noting that its role in the market will eventually enable HyperAutomation. To simplify, Resilient IT covers computing services and infrastructure support typically offered by cloud service providers such as Amazon Web Services, Microsoft Azure, or Google Cloud. In a short time, these providers have changed the game by automating many of the legacy tasks associated with information technology and operational technology, creating entirely new fields of knowledge, including HyperAutomation. .

Not only have these providers created new jobs and the demand for jobs such as cloud architects and big data scientists, but they also now offer programs to prepare unemployed and underprivileged individuals. jobs for Resilient IT careers. For example, the AWS re/Start program prepares such individuals for cloud careers through classroom training along with employee and employer success stories from around the world.

HyperAutomation refers to technologies such as low-code development platforms), artificial intelligence, machine learning and robotic process automation that enable organizations to quickly automate mission services.

One benefit of HyperAutomation is the expansion of the talent pool by empowering entry-level and mid-level professionals to quickly build secure software applications. Technology companies like Dataiku, help harness the power of HyperAutomation by allowing data scientists with software development skills and those without software coding experience to collaborate on automation projects. in a full-code, low-code or no code environment. Users, including an emerging type of work referred to as ‘citizen data scientists,’ can build models in low code or no code way with the advanced tools they can use. An example of the impact of the citizen data scientist is the analysis of housing eviction data from local court records to reduce bias.

Similarly, LCDPs increase access to high -demand training and professional technology certifications for a wider range of people, including those without formal software development or coding experience. Industry leaders like ServiceNow are enabling automation in virtually all markets and sectors and moving from charging fees for training to offering free training for the next generation. For example, ServiceNow offers the NextGen Professionals Program that “develops critical, entry-level skillets for candidates, many of whom have been marginalized by the technology industry.”

Furthermore, programs using LCDPs are increasingly easy to understand for digital-first generation and can provide exceptional content for middle and high school curricula.

Unintentional or evolutionary by design, this Resilient IT and HyperAutomation knowledge enhances critical youth skills and enhances shift-workforce skills, both of which help to reduce the talent deficit.

As a society, we must prioritize closing the talent deficit that is currently challenging our country’s economy. It starts with recognizing that academic learning alone is no longer enough to attract and provide incentives to digital skilling and reskilling. With digital workforce training programs now more widely available, we can increase the amount of hands-on training available through a variety of more flexible business experience scenarios, including part- time work and long distance work.

Understanding that barriers to entry into the digital workforce are being lowered or eliminated by Resilient IT and HyperAutomation, we encourage the following. First, for educators to introduce cloud, low-code and AI/ML/RPA technologies earlier in the education system. Second, for federal, state and local governments to jointly fund skilling and reskilling initiatives in the industry. Finally, for those interested in being part of the workforce of tomorrow and the digital economy, seriously consider taking advantage of these free programs. Taking these steps will greatly benefit modern technologies and worker positions for fulfilling, long -term careers.

Lakshmi Ashok is the VP of Enterprise Service Management at Leidos. Brendan Walsh is the SVP of Partner Programs at 1901 Group, a Leidos company.

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