How to prepare for the challenge?
Processes of digital transformation within companies may assume different forms and follow different evolving paths. As a consequence, diverse and multiple skills are and will be required to both managers and technicians to face and guide these processes. In particular, these skills include digital competences , linked to the capacity to use the technologies, and soft attitudes, necessary to exploit the potential and benefits of these new technologies for the organizations.
Educational and training institutions may play a critical role in (i) identifying the skills needed, (ii) assessing these skills, and (iii) supporting their development through the design of specific curricula.
Furthermore, the digital transformation does not only contribute in creating completely new jobs (e.g. social media manager, digital strategist) but it also change the knowledge, skills and abilities which are required to perform many of the already existing and more traditional professions.
For these reasons, the challenge we try to solve concerns the identification of an even colourful set of knowledge, skills and abilities, both technical-professional and attitudinal-behavioral, which are (and will be) required by the companies to face the digital transformation and that are even necessary to ensure the employability of the actual and future workforce. Furthermore, we are interested in understanding how training programs targeted to both young people and adults should be innovated, so that the skills which are useful for digital transformation processes can be supported and developed over time.
Through the dialogue and exchange with managers, professionals in the digital sector, trainers and graduate students, we will explore in depth the digital transformation processes that are impacting companies, the characteristics of digitization within the various business contexts and the skills and attitudes required at different levels to enable and facilitate the digitalization process within the companies.
The expected solutions should not be limited to the identification of a framework of digital transformation skills, but they may also concern the design of tools and / programmes that are adequate to evaluate and / or develop such skills in a long-term perspective.
Why is it important to find a solution to this challenge?
Whereas we recognize that this challenge is unlikely to be resolved definitely, given its continuously evolving nature, we can foresee intermediate positive impacts. These will include the identification of the digital competences and attitudes that will support different paths to digital transformation. The identification of this set of skills will then serve as a basis for developing assessment tools and designing ad hoc curricula.
What is the possible impact of a good solution?
The solutions that will be elaborated should benefit different stakeholders:
1) Companies wishing to embark in a digital transformation process, and/or those that have already done so.
(2) HR managers and line managers in charge of recruitment and management of personnel involved in digital transformation processes,
(3) Employees and university students aspiring to make career in a digital environment.
(4) University and training providers aiming at sustaining the employability of actual and future workforce and contribute to the economic development at local level.
What is the expected outcome of this challenge?
Thorugh this challenge we would like to Improve the readiness by companies, employee and university students as they face the challenges and opportunities of digital transformation. The possible solutions could include, even if they should not be limited to, pedagogical framework, learning & assessment tools, and business plan for training programmes.