With the acceleration of digital transformation and the dominance of artificial intelligence techniques; Digital skills acquisition is no longer exclusive to technology teams only; Rather, it has become an urgent necessity for all institutional employees at all levels and specialization. The results of the last report issued – two days before McKinsey and Companist, explains that the gap between technical and non -technical employees has become a major challenge facing institutions and companies – both – to achieve sustainable growth and increase productivity.
In my view, the results that McKinsey reached highlighting the urgent need for a systematic change in the policies of development and institutional training. The report emphasizes that technically advanced companies achieve better returns and reduce waste clearly compared to their competitors; It reflects the importance of investing institutions in promoting and raising the skills of their Digital Upskilling, which today is a strategic priority to ensure the success of institutions and increase their competitiveness in the labor market today.
In this context, the importance of the report was indicated that the majority of companies plan to increase their investments in artificial intelligence, but only few of them have reached the stage of full maturity in this field. In my estimation, this indicates the need for institutions to review their current training strategies and directly direct them to bridge this clear gap between ambition and reality.
I believe that the focus on the three pillars set by McKinsey, which is represented in building the basic technical knowledge of all employees, including executive leaders, enhancing technical expertise for specialists, and raising the level of understanding of technical employees of the commercial and strategic aspects (Business & Strategic Undersanding); It is an integrated strategy that promotes institutions and companies towards competitive excellence.
The practical examples mentioned in the McKinsey report, such as the experience of one of the international companies that carried out a comprehensive digital training program for more than three thousand employees, and this initiative led to a clear increase in productivity levels by 20 to 40% in only a year and a half, that innovative digital learning strategies are able to achieve clear and negative successes For measurement. Also, this experience reflects the effectiveness of digital training when it is designed and implemented in an integrated manner with the strategic goals of the institution, which makes it a model worth studying and applying in other institutions that wish to enhance its competitiveness by investing in digital skills.
Through the results and trends submitted by the McKinsey report; It is clear that there is an urgent strategy to reassess a comprehensive reassessment of the concept of digital learning in institutions. Despite the clarity of this need and its importance, we should not lose sight of the existence of some obstacles and challenges that institutions may face in order to achieve this complete integration. Among these challenges, some institutions may have difficulty adapting the traditional organizational culture to the requirements of modern digital learning, or a lack of material and human resources needed to support these initiatives.
Therefore, in my view, institutions must not only realize the importance of digital learning; It also has to face these challenges with practical and innovative methods, adopting clear and applicable methodologies, and seeking to find creative solutions, so that digital learning becomes a vital element rooted in daily operations and administrative and strategic practices. The institutions that will succeed in achieving this smart and integrated integration are that they will be able to withstand the challenges, and to invest renewed opportunities constantly in an era that witnesses unprecedented technical transformations.
