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❶"Reskilling" is something that sounds like a buzzword “ but is actually a requirement if we plan to have a future in which a lot of would-be workers do not get left behind・ @We know we are moving into a period where the jobs in demand will change rapidly, as will the requirements of the jobs that remain. ❷Research by the World Economic Forum finds that on average 42 per cent of the "core skills'，within job roles will change by 2022. ❷That is a very short timeline・ [2] OThe question of who should pay for reskilling is a thorny one・ ❷For individual companies, the temptation is always to let go of workers whose skills are no longer in demand and replace them with those whose skills are. ❷That does not always happen.❹AT&T is often given as the gold （22） AT&T （ standard of a company who decided to do a massive reskilling program rather than go with a fire-and-hire strategy. ❷Other companies had also pledged to create their own plans. ❷When the skills mismatch is in the broader economy though, the focus usually turns to government to handle・ ❷Efforts in Canada and elsewhere have been arguably languid at best, and have given us a situation where we frequently hear of employers begging for workers even at times and in regions where unemployment is high. [3] OWith the pandemic, unemployment is very high indeed. ❷In February, at 3.5 per cent and 5.5 per cent respectively, unemployment rates in Canada and the United States were at generational lows and worker shortages were everywhere. ❷As of May, those rates had spiked up to 13.3 per cent and 13.3% 13.7 per cent, and although many worker shortages had disappeared, not all had done so. ®In the medical field, to take （24） an obvious example, the pandemic meant that there were still Zclear shortages of doctors, nurses and other medical personnel. [O4O]f course, it is not like you can take an unemployed waiter and train him to be a doctor in a few weeks.❷But even if you cannot close that gap, maybe you can close others, and doing so would be to the benefit of all concerned. ❷That seems to be the case in Sweden: when forced to furlough 90 per cent of their cabin staff, Scandinavian Airline decided to start up a short retaining program that reskilled the laid-off workers to support hospital staff.❹The effort was a collective one and involved other companies as well as a Swedish university. IE1
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再培训”听起来像是一个时髦的词，但 如果我们计划着的将来是要让许多未来员工 不被淘汰，那这实则是一项要求。我们知道， 我们正在步入一个时代，所需求的工作岗位 将迅速发生变化，仍然存在的岗位的要求也 将迅速变化。（21）世界经济论坛的研究发 现，到2022年，工作岗位中平均有42%的“核 心技能”将发生变化。这是个相当短的时间。 谁应该为再培训承担费用是一个棘手的 问题。对于个体公司来说，首选总是辞掉那 些技能不再被公司需要的员工，转而雇用拥 有公司所需技能的员工。情况并非总是如此。 美国电话电报公司）的做法通 常被视为公司的黄金标准，该公司曾决定实 行一项大规模的再培训计划，而非采用“解 雇与雇用”策略。其他公司也承诺制定自己 的计划。（23 ）但是，当技能不匹配出现在 更广泛的经济领域时，焦点问题通常会转由 政府来处理。加拿大和其他地区政府所做的 努力充其量只能说是迟缓的，这使我们处于 一种经常听到雇主恳求雇员留下的情况中， 即使在失业率很高的时期和地区也是如此。 受疫情影响，失业率的确很高。二月， 加拿大和美国的失业率分别为3.5%和5.5%, 处于这代的低点，劳动力短缺问题无处不 在。截至五月，这两国的失业率已飙升至 和13.7%,尽管劳动力短缺问题在许 多领域已经消失,但并非在所有领域都如此。 举个明显的例子，在医疗领域，疫情意 味着医生、护士和其他医务人员仍存在 . 明显短缺的情况。 当然，这并不是说你可以雇用一个失业 的服务员，然后在几周内把他培训成一名医 生。但是，即使你无法弥合这样的差距，你 也可以缩小其他的差距，这样做对所有相 关人员都有好处。瑞典的情况似乎就是如 此：（25 ）当斯堪的纳维亚航空公司被迫让 的乘务人员休假时，他们决定启动一项 短期留用计划，重新培训下岗员工以支援医 务人员。这是集体努力的结果,其他公司和 瑞典一所大学也参与其中。 4