Future Job Role Analytics

The most important skills today and in the next years will be human capabilities: critical and analytic thinking, resilience, leadership and influence, overlaid with technological literacy and AI skills to amplify these human capacities. World Economic Forum's new Future of Jobs Report provides a deep and broad analysis of the drivers of labour market transformation, the outlook for jobs and skills, and workforce strategies across industries and nations. It's a really worthwhile deep dive if you're interested in the topic (link in comments). Here are some of the highlights from the Skills section, which to my mind is at the heart of it. 🧠 Analytical Thinking Leads Core Skills. Skills like analytical thinking (70%), resilience (66%), and creative thinking (64%) top the list of core abilities for 2025. By 2030, the emphasis shifts even more towards AI and big data proficiency (85%), technological literacy (76%), and curiosity-driven lifelong learning (79%). This shift underscores the critical role of technology and adaptability in future workplaces. 📉 Skill Stability Declines but at a Slower Rate. Employers predict that 39% of workers' core skills will change by 2030, slightly lower than 44% in 2023. This reflects a stabilization in the pace of skill disruption due to increased emphasis on upskilling and reskilling programs. Half of the workforce now engages in training as part of long-term learning strategies compared to 41% in 2023, showcasing the growing adaptation to technological changes . 🌍 Economic Disparities in Skill Disruption. Middle-income economies anticipate higher skill disruption compared to high-income ones. This disparity highlights the uneven challenges of transitioning labor forces across global regions, particularly in economies still grappling with structural changes. 🚀 Tech-Savvy Skills in High Demand. The adoption of frontier technologies, including generative AI and machine learning, is increasing the demand for skills like big data analysis, cybersecurity, and technological literacy. These trends indicate that businesses are aligning workforce strategies to integrate these advancements effectively. 📚 Upskilling Is the Norm, Not the Exception. By 2030, 73% of organizations aim to prioritize workforce upskilling as a response to ongoing disruptions. This reflects a shift in corporate investment priorities towards human capital enhancement to maintain competitiveness.

Want to break into a data analyst role? Use your current job as a training ground! Here is how you can prepare for your transition in your daily work: 1. 𝗨𝘀𝗲 𝗗𝗮𝘁𝗮 𝘁𝗼 𝗠𝗮𝗸𝗲 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 Data is everywhere, no matter your current role. Start by using spreadsheets to track performance metrics or identify trends. Show that you can use data to support your decisions. 2. 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝗥𝗲𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗧𝗮𝘀𝗸𝘀 Use Excel formulas, Power Query, or basic Python scripts to automate repetitive tasks, freeing up your time and building valuable data manipulation skills. 3. 𝗩𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿 𝗳𝗼𝗿 𝗗𝗮𝘁𝗮 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀 Look for opportunities within your company to work on data-related projects. It could be assisting a colleague with a report, or helping analyze customer data. These projects give you hands-on experience that you can add to your resume. 4. 𝗟𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗮𝗴𝘂𝗲𝘀 If your company has a data team, try to reach out to them. Ask if you can shadow or assist on small tasks. Learning directly from analysts will help you understand the real challenges they face and expand your network. Try to find an analyst who is willing to become your mentor. 5. 𝗕𝘂𝗶𝗹𝗱 𝗗𝗮𝘁𝗮 𝗩𝗶𝘀𝘂𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 If you create reports or present information in your current role, practice your data storytelling skills. Use Power BI, Tableau, or Excel to visualize data in a clear, and easily digestable way. 6. 𝗧𝗮𝗸𝗲 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗼𝗳 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 Many companies offer training and courses. Check if there are any analytics, Excel, or SQL courses available. Some companies will even reimburse external online lectures or full degrees. 7. 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀 Data analysts spend a lot of time understanding business needs. Practice working closely with different stakeholders in your current job. Try to understand their goals, challenges, and how you can help solve their problems using data. Start preparing for your transition to a data role right where you are! In our data-driven world, almost every position offers you the chance to practice the necessary data skills. Have you transitioned into data from another role, or are you planning to? I'd love to hear your experience! ---------------- ♻️ 𝗦𝗵𝗮𝗿𝗲 if you find this post useful ➕ 𝗙𝗼𝗹𝗹𝗼𝘄 for more daily insights on how to grow your career in the data field #dataanalytics #datascience #jobtransition #careertransition #careergrowth  

Deputy's 2025 Big Shift report explores how the next generation of workers is transforming the world of hourly work. Based on millions of real-world shift data points, the research uncovers key trends shaping the future of work — from flexible scheduling to the rise of AI. Here are the top insights: Rise of Micro-Shifts: Short, flexible shifts (six hours or less) are gaining popularity, especially in hospitality and service industries, accommodating workers like students and caregivers seeking balance. Gen Z's Influence: As the largest segment of the hourly workforce, Gen Z is driving demand for flexible scheduling and work-life integration, prompting businesses to adapt to attract and retain talent. AI Integration: Artificial intelligence is enhancing shift work by optimizing scheduling and improving work-life balance, rather than replacing jobs. Poly-Employment Trend: Approximately 20% of shift workers hold multiple jobs, with young women, particularly in hospitality and healthcare, leading this trend to manage cost-of-living pressures. Gender Disparities: Women dominate shift work but often occupy lower-paying service roles. However, there's a growing presence of women in traditionally male-dominated fields like logistics. Generational Shift: Generation Alpha began entering the workforce in 2024 and is projected to surpass Gen Z by 2038, indicating ongoing evolution in workforce demographics. These findings are based on an analysis of over 278 million hours worked across 41 million shifts by more than 429,000 shift workers, conducted in collaboration with labor economist Dr. Shashi Karunanethy.

The rise of GenAI is transforming work - not by eliminating jobs at scale, but by reshaping how work gets done and what skills are in demand. I recently spoke with Anjli Raval at the Financial Times about how organisations are navigating this shift. AI isn’t simply automating tasks - it’s evolving roles and enabling people to focus on work that draws more on human judgement and creativity. But with this opportunity comes a critical need to move fast - the pace of change in skills demand is accelerating. Our 2025 Global AI Jobs Barometer which analysed nearly one billion job ads globally offers a rich data set into how AI is reshaping the labour market. A few powerful insights: - Workers with AI skills like prompt engineering now earn a 56% wage premium, more than double last year’s figure. - Industries leveraging AI are seeing 3x higher growth in revenue per employee. - Skills are evolving 66% faster in roles most exposed to AI, such as financial analysts. - Even traditionally less tech focused sectors like mining and construction are expanding their use of AI, showing broad based confidence in its value. These trends suggest that AI is a catalyst for workforce transformation - enhancing productivity, elevating roles and creating new opportunities. For business and workforce leaders, the message is clear: AI is already reshaping how value is created. The moment to act is now, to ensure that this transformation is inclusive, skills-driven and aligned with long term growth. 📢 Read the FT article - https://lnkd.in/egmJ6hWQ 🧭 Explore PwC’s 2025 AI Jobs Barometer - https://pwc.to/3H5lk5r #FutureOfWork #AIJobsBarometer #PwC #WorkforceStrategy #GenAI

🚀 The World Economic Forum Future of Jobs Report 2025 has just been published 🌍 This essential read examines the major trends shaping the global labour market—technological change, economic uncertainty, demographic shifts, the green transition, &c —and what they mean for jobs, skills, and business transformation in the second half of this decade. Here's some key insights that struck me as important for those of us driving #digitaltransformation in organisations: 🔹 60% of employers expect broadening digital access to transform their businesses. We need to do more to integrate digital tools across processes and ensure equitable access for employees 🔹 Demand for AI, big data, cybersecurity, and technology literacy is skyrocketing 🔹 BUT we have to navigate the dual realities of job creation (eg, AI specialists) and displacement (eg clerical roles). Change isn't going to be good for everyone. 🔹 Two-fifths of skills and projected to become outdated by 2030 — a terrifying proportion for both employees and employers. Up-skilling and re-skilling are going to be critical 🔹 That doesn't mean everyone needs to become a techie. Arguably the opposite — it brings the human side of work to the fore, either in face-to-face occupations or shifting the focus to creativity, flexibility, and adaptability to complement technological skills 🔹 Upskilling 59% of the workforce by 2030 will require embedding training into day-to-day operations. Create systems that encourage continuous skill development, curiosity, and adaptability 🔹 Employee health and well-being will be increasingly important as a talent retention strategy. Similarly, while DEI's reputation is being trashed by tech bros, it's still vital to broaden talent pools and foster innovation 🔹 Climate change, economic uncertainty, and demographic shifts will redefine workforce priorities If you're shaping the #futureofwork, this report highlights a bunch of opportunities to align strategy with these transformative trends. Read the report here:

The first thing that hit me when I joined this mid-sized engineering company as a CHRO was the lack of structured #SuccessionPlanning. At an organizational growth rate as steep as it was, the importance of a robust #SuccessionStrategy to keep our growth momentum on track and ensure continuity in leadership was very clear. To this end, I initiated my work with a critical review of our current leadership structure, #TalentPools, and future organizational requirements. I met senior leaders and key #stakeholders to identify critical roles for which #SuccessionPlans should be developed. This review identified several gaps and potential risks. Some of the huge barriers were #ResistanceToChange. To many senior leaders, succession planning was an unnecessary complication rather than a strategic necessity. Secondly, our #TalentManagementSystem lacked the necessary analytics to effectively predict and plan for the #leadership needs of the future. The next challenge in the process was to make the process inclusive and unbiased. We did not only need a system that would identify the #FutureLeaders, but one that would also be fair and transparent in the development of their capacity. Knowing these challenges, we established a comprehensive #SuccessionPlanningFramework that includes both quantitative and qualitative tools. #TalentAssessmentTools: We used #PsychometricAssessments, performance reviews, and 360-degree feedback to assess the current leader in finding a successor. Tools like #HoganAssessments and #GallupStrengthsFinder helped us truly understand individual capabilities and suitability for future roles. #LeadershipDevelopmentPrograms: Based on assessment results, customized development programs for potential successors have been designed. This includes #mentorship, #coaching, and focused training sessions to get over the shortcomings in competencies and groom them for the leadership role. #SuccessionPlanningSoftware: We implemented succession planning software in the HR system— #SAPSuccessFactors and #CornerstoneOnDemand. These tools enabled us to track potential successors, review development progress, and evaluate succession readiness. It runs scenario planning and #SuccessionModeling to simulate organizational changes and what would be affected in such scenarios. Our succession planning strategy, therefore, bore its first benefit: a strong #LeadershipPipeline ready for the challenges ahead and improved employee engagement through clear career pathways. It also enhanced the organizational agility required for smoother transitions. Our organization is more resilient, with a strategic approach toward developing leaders that places us in good stead for the future. #CHRODiaries #SuccessionPlanning #LeadershipPipeline #HighPotentialEmployees #PerformanceAssessment #360DegreeFeedback #ChangeManagement #CareerProgression #EmployeeEngagement #StakeholderBuyIn #OrganizationalGrowth

Most companies approach Succession Planning poorly. They produce a document once every few years, review it, and file it away. The exercise is not future-proof. At Nissan, we built something different. Every manager at every level was required to submit 5 successors for their own role, ranked, updated every year. The process was confidential, but people knew it existed. This created several things at once. First, managers had to actually know their people’s capabilities. You cannot produce a ranked list of five successors if you have not been paying genuine attention to how colleagues are developing. The exercise forced real talent assessment throughout the organization, not just at the top. Second, it built a pipeline of readiness. At any given time, we knew who could step into critical roles. When a position opened, we had candidates who had been identified, and already prepared through expanded responsibilities. Third, it became one of the most effective #retention tools we had. People who knew the organization was preparing them for advancement had a reason to stay. We applied this framework directly to our women in #leadership goals. Every succession list had to include at least one woman. This created ongoing pressure to develop female candidates and made the exclusion of women from the pipeline a visible management failure rather than an invisible one. The reward is highest for the candidates who have historically been overlooked. Someone who breaks into a new level in an environment that had previously excluded people like them brings energy and loyalty that is rare. They become ambassadors. They bring in more talent like themselves. The virtuous circle runs itself. A company that cannot replace any of its key leaders on short notice is carrying a significant hidden operational risk. Most organizations discover this only after the #crisis has already arrived. The succession plan is not a human resources document. It is a strategic tool. Treat it that way. How robust is the succession pipeline in your organization right now? Could you replace your three most critical roles within ninety days?

The workplace is transforming faster than ever, driven by groundbreaking trends like AI adoption, the green transition, and demographic shifts. According to the World Economic Forum’s Future of Jobs Report 2025: • AI and Green Jobs Booming: Big data specialists, AI engineers, and renewable energy experts are among the fastest-growing roles. • Net Job Growth: 78 million new jobs are projected globally by 2030—7% more than today! • Clerical roles are in steep decline, with automation reshaping traditional job landscapes. • 39% of current skills will be transformed or outdated by 2030. 1️⃣ AI Revolution: 86% of employers expect AI to transform their business. 2️⃣ Green Transition: Climate-related roles like renewable energy engineers are surging. 3️⃣ Upskilling Imperative: Skills like analytical thinking, resilience, flexibility, and sustainability are the new gold. Means: • Reskill and Upskill Now: Stay ahead with AI, cybersecurity, and creative problem-solving skills. • Embrace Change: Flexibility and agility are critical to thriving in an era of rapid disruption. • Think Green: Be part of the sustainability movement reshaping industries and careers. The next five years are pivotal. Whether you’re navigating your career or leading an organization, the time to act is now. Let’s future-proof ourselves and build a workforce ready to thrive in the age of transformation. https://lnkd.in/dkB_ZjGH #FutureOfJobs #AI #Upskilling #Sustainability #GreenEconomy #WorkplaceTransformation

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 𝐢𝐧𝐭𝐨 𝐚𝐧 𝐀𝐈 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐀𝐧𝐚𝐥𝐲𝐬𝐭 𝐑𝐨𝐥𝐞? 𝐇𝐞𝐫𝐞’𝐬 𝐚 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐑𝐨𝐚𝐝𝐦𝐚𝐩 The demand for Business Analysts who understand AI & Data is growing fast — but many professionals get stuck not knowing where to start. Here’s a step-by-step roadmap that actually works 👇 1️⃣ Build a Strong BA Foundation Before anything “AI”, make sure your core BA skills are solid: ✅ Eliciting & documenting requirements (User Stories, Use Cases, BRDs) ✅ Process modelling (BPMN, Swimlanes, SIPOC) ✅ Stakeholder management, workshops, impact analysis 👉 This ensures you speak the “business language” fluently. 2️⃣ Get Comfortable with Data AI thrives on data. As a BA, you don’t need to be a data scientist, but you must be data-savvy: ✅ Learn SQL to query datasets ✅ Understand data models, data dictionaries, and ETL flows ✅ Familiarize yourself with Power BI / Tableau for visualizations 👉 Your role is to bridge business questions and data insights. 3️⃣ Understand AI & ML Concepts (Non-Technical) You don’t need to build models, but you should know: ✅ What ML, NLP, and GenAI can/can’t do ✅ Common use cases (chatbots, recommendation engines, fraud detection, document processing) ✅ AI project lifecycle: data collection → model training → evaluation → deployment → monitoring 👉 Think of yourself as the translator between business goals and AI capabilities. 4️⃣ Learn AI Tools & Platforms Experiment with no-code / low-code AI platforms like: ✅ OpenAI / ChatGPT, Vertex AI, Azure AI, Hugging Face ✅ Automation tools: Power Automate, Zapier + AI ✅ Prompt engineering basics to collaborate with GenAI tools 👉 This builds your “hands-on” comfort zone without coding models. 5️⃣ Work on Practical AI BA Use Cases Apply your skills to real or sample projects: ✅ Requirement gathering for AI chatbot ✅ Defining data requirements for a predictive model ✅ Creating acceptance criteria for GenAI features ✅ Mapping integration between AI API and existing systems 👉 Showcase these in your portfolio or resume. 6️⃣ Position Yourself Strategically Update your LinkedIn headline to reflect “Business Analyst | AI & Data” Share your AI BA learning journey publicly (posts, projects, mini case studies) Target roles like: ✅ AI Business Analyst ✅ Data Business Analyst ✅ GenAI Product BA / PO 👉 Companies love professionals who combine business thinking + AI awareness. Transitioning into AI BA isn’t about becoming a data scientist. It’s about becoming the strategic bridge between business goals, data, and AI solutions. Start small. Learn consistently. Apply practically. BA Helpline

2024 has been a year of twists and turns, and the world of work has been no exception - from the very definition of work to how it’s performed and where it happens. At LinkedIn, our network of over 1 billion members and nearly 70 million companies gives us a unique birds-eye view of these shifts in real-time. As we step into 2025, it’s clear that change will continue to be a theme, and adaptation will be essential for navigating the challenges and opportunities ahead. To help you prepare, here are three trends I believe will shape the world of work in the coming year: 💼#1: Your job will change – even if you don’t plan on changing jobs. New jobs will inevitably be created by AI and the pathways into new jobs will look less linear as skills-based hiring becomes the norm. Our data shows that 70% of the skills for jobs are set to change by 2030, and this means that the skills you need and the tools you use are going to look quite different. This shift will also place the spotlight on developing human skills that allows you to move nimbly across roles.    🤖#2: AI will transition from experimentation to growth. The question for businesses is no longer whether to adopt AI but how to implement it effectively to drive measurable outcomes. Clear goals—whether improving decision-making, productivity, or efficiency—will be critical as companies accelerate the shift from exploring possibilities to delivering results. Those who embrace this pivotal moment with intentional strategies that invest in both tech and talent will gain a competitive edge. 🚀#3: Leaders will hit reset on their strategies and mindset. With the world of work changing so quickly, what got your business through a previous moment of change isn’t likely to get you through this next moment of change. In 2025, leaders will face increasing pressure to innovate, adapt and guide their teams through transformation. Beyond implementing new strategies, they must step into roles as educators and change agents, guiding their teams through transformative times.  What prediction or trend do you expect to have the biggest impact in the year ahead?