Day: October 31, 2017

The Japanese culture has always shown a special reverence for its elderly. That’s why, in 1963, the government began a tradition of giving a silver dish, called a sakazuki, to each citizen who reached the age of 100 by Keiro no Hi (Respect for the Elders Day), which is celebrated on the third Monday of each September.

That first year, there were 153 recipients, according to The Japan Times. By 2016, the number had swelled to more than 65,000, and the dishes cost the already cash-strapped government more than US$2 million, Business Insider reports. Despite the country’s continued devotion to its seniors, the article continues, the government felt obliged to downgrade the finish of the dishes to silver plating to save money.

What tends to get lost in discussions about automation taking over jobs and millennials taking over the workplace is the impact of increased longevity. In the future, people will need to be in the workforce much longer than they are today. Half of the people born in Japan today, for example, are predicted to live to 107, making their ancestors seem fragile, according to Lynda Gratton and Andrew Scott, professors at the London Business School and authors of The 100-Year Life: Living and Working in an Age of Longevity.

The End of the Three-Stage Career

Assuming that advances in healthcare continue, future generations in wealthier societies could be looking at careers lasting 65 or more years, rather than at the roughly 40 years for today’s 70-year-olds, write Gratton and Scott. The three-stage model of employment that dominates the global economy today—education, work, and retirement—will be blown out of the water.

It will be replaced by a new model in which people continually learn new skills and shed old ones. Consider that today’s most in-demand occupations and specialties did not exist 10 years ago, according to The Future of Jobs, a report from the World Economic Forum.

And the pace of change is only going to accelerate. Sixty-five percent of children entering primary school today will ultimately end up working in jobs that don’t yet exist, the report notes.

Our current educational systems are not equipped to cope with this degree of change. For example, roughly half of the subject knowledge acquired during the first year of a four-year technical degree, such as computer science, is outdated by the time students graduate, the report continues.

Skills That Transcend the Job Market

Instead of treating post-secondary education as a jumping-off point for a specific career path, we may see a switch to a shorter school career that focuses more on skills that transcend a constantly shifting job market. Today, some of these skills, such as complex problem solving and critical thinking, are taught mostly in the context of broader disciplines, such as math or the humanities.

Other competencies that will become critically important in the future are currently treated as if they come naturally or over time with maturity or experience. We receive little, if any, formal training, for example, in creativity and innovation, empathy, emotional intelligence, cross-cultural awareness, persuasion, active listening, and acceptance of change. (No wonder the self-help marketplace continues to thrive!)
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The three-stage model of employment that dominates the global economy today — education, work, retirement — will be blown out of the water.
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These skills, which today are heaped together under the dismissive “soft” rubric, are going to harden up to become indispensable. They will become more important, thanks to artificial intelligence and machine learning, which will usher in an era of infinite information, rendering the concept of an expert in most of today’s job disciplines a quaint relic. As our ability to know more than those around us decreases, our need to be able to collaborate well (with both humans and machines) will help define our success in the future.

Individuals and organizations alike will have to learn how to become more flexible and ready to give up set-in-stone ideas about how businesses and careers are supposed to operate. Given the rapid advances in knowledge and attendant skills that the future will bring, we must be willing to say, repeatedly, that whatever we’ve learned to that point doesn’t apply anymore.

Careers will become more like life itself: a series of unpredictable, fluid experiences rather than a tightly scripted narrative. We need to think about the way forward and be more willing to accept change at the individual and organizational levels.

Rethink Employee Training

One way that organizations can help employees manage this shift is by rethinking training. Today, overworked and overwhelmed employees devote just 1% of their workweek to learning, according to a study by consultancy Bersin by Deloitte. Meanwhile, top business leaders such as Bill Gates and Nike founder Phil Knight spend about five hours a week reading, thinking, and experimenting, according to an article in Inc. magazine.

If organizations are to avoid high turnover costs in a world where the need for new skills is shifting constantly, they must give employees more time for learning and make training courses more relevant to the future needs of organizations and individuals, not just to their current needs.

The amount of learning required will vary by role. That’s why at SAP we’re creating learning personas for specific roles in the company and determining how many hours will be required for each. We’re also dividing up training hours into distinct topics:

* Law, 10%: This is training required by law, such as training to prevent sexual harassment in the workplace.
* Company, 20%: Company training includes internal policies and systems.
* Business, 30%: Employees learn skills required for their current roles in their business units.
* Future, 40%: This is internal, external, and employee-driven training to close critical skill gaps for jobs of the future.

In the future, we will always need to learn, grow, read, seek out knowledge and truth, and better ourselves with new skills. With the support of employers and educators, we will transform our hardwired fear of change into excitement for change.

We must be able to say to ourselves, “I’m excited to learn something new that I never thought I could do or that never seemed possible before.”

Jenny Dearborn is chief learning officer at SAP

This story originally appeared on the Digitalist. http://bit.ly/2hlEoxz #SAP #SAPCloud #AI

SAP Support is re-imagining support for the digital enterprise.

We announced in May 2017 that we would expand our Next-Generation Support initiatives to further improve customer experience in the digital age.

With this announcement came the general availability of Guided Answers.

Guided Answers is an application which helps you troubleshoot and find solutions to your technical problems using a step-by-step guide.  SAP experts document exact steps for analyzing issues and make that available to you.  Guided Answers will grow over time to accommodate new solutions and troubleshooting scenarios.

Here are three reasons why YOU should use Guided Answers:

1) Guided Answers guides you towards the right solution

When you first enter Guided Answers, you will notice how simple it is to use the product.  No instruction manuals are needed.

Perform a quick search, select a tree and walk through step-by-step towards a solution.

At the end of each tree, a solution will be presented for your problem.

Currently, Guided Answers has over 450 trees published.  These trees span across many SAP products such as HANA, BusinessObjects, and SuccessFactors.

Part of the beauty of Guided Answers is how simple it is to create and modify trees.  This allows SAP Support to get you the latest content in a timely manner.

To give you a view of how SAP creates trees for you, here is a peek at one of our most popular trees “How to troubleshoot HANA High Memory Consumption”

2) The more often Guided Answers is used, the smarter Guided Answers will become

At the end of each tree, you have the option to let us know whether your issue was resolved or not.

Clicking either of these buttons will allow us to anonymously track the validity of a tree. Using these metrics, SAP support can see which paths:

* Led to the best solutions
* Led to no solution
* Led to the creation of Support Incidents or Expert Chats.
* Led to you leaving Guided Answers while providing no feedback into Guided Answers

SAP Support can use this information to maintain each tree’s health index by understanding customer trends and notifying the creators of trees when certain alerts occur.

3) Guided Answers provides you the ability to provide real-time feedback

Guided Answers provides you the ability to give immediate feedback to the creator(s) and editor(s) of a tree.  The owner and editor are notified when feedback is submitted and the feedback is tracked within Guided Answers until it is properly dealt with.

You can provide feedback in two ways.

* Through the Give Feedback button

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* Through the Provide Feedback button, when you choose “No this did not resolve my issue and I need further assistance”

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The feedback is completely anonymous unless you choose to leave your contact information.

There you have it, the top three reasons of why you should use Guided Answers.

But to be frank, Guided Answers is just in its infancy stages.  Not only will there be much more content published for your consumption, we will continually enhance the tool.  For example, one change coming soon is an easier way to provide feedback to SAP Support.

With one click of the button, you can let us know if you were happy or sad with the content and as well tell us why you were feeling that way.

So, if you haven’t tried Guided Answers yet, please do.  And remember, if you have any feedback about how we can improve this product, then let us know because we are listening. http://bit.ly/2z1gKQY #SAP #SAPCloud #AI