The future of employment in tourism raises new paradigms
In the post-pandemic era, the most competitive companies will be those that enhance their HR, improve the skills of current employees and apply new technologies.
Companies have suffered 360 degree damage from the Covid-19 pandemic and in sectors such as tourism, the effects have been even more devastating with a much more pronounced loss of employment. In this context, the sector has the opportunity to speed up times and rebuild its HR based on new paradigms that enhance the recovery of companies.
The report «The Future of Jobs 2020» of the World Economic Forum has revealed that due to the pandemic, the labor market is rapidly changing its dynamics.
«Saadia Zahidi, Managing Director of the World Economic Forum stated:» The acceleration of automation and the consequences of the recession caused by COVID-19 have accentuated the existing inequalities in the labor markets and have reversed the advances in employment that have materialized since the 2007-2008 global financial crisis. It is a double scenario of difficulties that presents another obstacle for workers at such a difficult time. The window of opportunity for proactive management of this change is closing fast. Businesses, governments and workers must plan for urgent collaboration to implement a new vision of the global workforce. «
43% of surveyed companies indicate that they are willing to reduce their workforce due to technology integration, 41% plan to expand the use of contractors for specialized jobs and 34% plan to expand their workforce due to technology integration .
By 2025, employers will divide work equally between people and machines. Demand for functions that enhance human competencies will increase. The machines will focus primarily on information and data processing, administrative tasks and routine manual work for administrative and productive jobs.
In the case of those workers who remain in their jobs in the next five years, almost 50% will need to take courses to strengthen their basic skills.
Despite the current economic recession, most employers recognize the value of training employees. An average of 66% of surveyed employers expect to see a return on investment in upgrading and upgrading the skills of current employees within a year. They also hope to successfully redistribute 46% of workers within their own organization. According to Zahidi statements: «In the future, we will see how the most competitive companies are those that have invested in human capital: the skills and competencies of their employees.»
Build a more inclusive future of work
The people and communities most affected by the unprecedented changes brought about by COVID-19 are likely to be those already considered the most disadvantaged. In the absence of proactive efforts, inequality is likely to be exacerbated by the dual impact of technology and the recession from the pandemic.
The public sector will need to adopt a three-tier approach to help workers. This includes providing stronger safety nets for displaced workers, improving education and training systems, and creating incentives for investment in the markets and jobs of the future.
Companies can measure and disclose how they treat their employees by taking environmental, social, and governance (ESG) measures, which will help assess success, provide support where needed, and ensure that new gaps that emerge are identified and closed. quickly.
Teleworking has signs of continuity, but requires adaptation
84% of employers are ready to rapidly digitize work processes, including a significant expansion of telecommuting. They claim that there is a possibility that 44% of their workforce will telecommute.
According to the report, 78% of business leaders expect some negative impact on worker productivity. This indicates that some industries and companies are struggling to adapt as quickly as necessary to the shift to telecommuting caused by the COVID-19 pandemic.
To address concerns raised about productivity and well-being, about a third of all employers expect to take steps to create a sense of community, connection and belonging among employees.
Training, the key to a better future
The number of people seeking online learning opportunities on their own initiative has quadrupled, the number of employers offering extra online training opportunities to their workers has increased fivefold, and the number of student enrollments who access it has increased ninefold to take courses on the Internet through government programs.
Those who already work are placing more emphasis on personal development, while the unemployed have placed a greater emphasis on improving their digital skills such as data analytics and information technology.
OMT and its commitment to HR
The World Tourism Organization will work with California-based Eightfold.ai to help connect job seekers in the tourism industry with employers to drive the industry’s global recovery.
Eightfold Talent Exchange connects workers affected by the COVID-19 pandemic with available jobs. By using advanced deep learning artificial intelligence.
The 159 Member States of the UNWTO, as well as the more than 500 affiliated members, will benefit from direct access to the platform. They will also be able to offer Talent Exchange to workers who have lost their tourism-related jobs due to COVID-19. At the same time, workers can sign up to find available jobs that make use of their skills and experience. Members who have hiring needs can also sign up to post jobs and find talents who can get the job done right away.
UNWTO Secretary General Zurab Pololikashvili said: “The COVID-19 pandemic has hit the global tourism sector hard and there are up to 120 million jobs at risk. However, tourism has a long history of adaptation and adoption of innovation.
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