What Degrees Are In Demand For The Future – Based on figures shared in the 2020 Future of Jobs survey, employers expect increasingly older roles to decrease from 15.4% to 9% of the workforce by 2025 (down 6.4%) and that emerging occupations will grow from 7.8%. 13.5% of the total employee base of company respondents (5.7% increase). Based on these figures, we estimate that by 2025, a shift in the division of labor between humans and machines could replace 85 million jobs, while 97 million new jobs could emerge that more suited to the new division of labor between people. tools and algorithms, across 15 industries and 26 economies covered by the report.
The 2020 version of the Future of Jobs study also reveals similarities across industries when looking at increasingly strategic and increasingly redundant job roles. According to a 2018 survey, the top positions in growing demand are positions such as data analysts and scientists, artificial intelligence and machine learning specialists, robotics engineers, software and application developers, and design specialists. – digital transformation. However, job roles such as process automation specialists, information security analysts and Internet of Things specialists are emerging among the roles that are seeing increased demand from employers. The emergence of these roles reflects the acceleration of automation as well as the resurgence of cybersecurity threats.
What Degrees Are In Demand For The Future
Furthermore, as shown in the industry profiles in Part 2 of this report, a set of roles clearly emerges in certain industries. These include material engineers in the automotive sector, e-commerce and social media specialists in the consumer sector, renewable energy engineers in the energy sector, FinTech engineers in financial services, bio- specialists and geneticists in health and healthcare, and remote sensing scientists and technicians in the mining sector. and metals. The nature of these roles points the way to areas of innovation and growth in many industries.
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At the other end of the scale, the occupations that are considered to become increasingly redundant by 2025 are largely consistent between the occupations identified in 2018 and the job automation research papers.
These include roles that are being replaced by new technologies: data entry clerks, administrative and executive secretaries, accounting and bookkeeping and payroll clerks, accountants and auditors, collection and plants, as well as business services and administrative managers.
Such job disruption is offset by the creation of jobs in new fields, “tomorrow’s jobs.” Over the next decade, a very small proportion of new jobs will be created in completely new occupations, or in existing occupations that will undergo a significant change in terms of content and requirements. skill The World Economic Forum’s Jobs of Tomorrow report, written in partnership with data scientists from partner companies LinkedIn and Coursera, pioneered a way to measure the creation of new jobs in the economy and track the use of real-time labor markets. data.
Data from this collaboration identified 99 jobs that are in growing demand across 20 economies. These jobs were then organized into different job groups based on their skill similarity.
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This set of emerging occupations reflects the adoption of new technologies and the increase in demand for new products and services, which are driving green economy jobs, occupations at the forefront of the data economy and artificial intelligence, as well as new roles in engineering. Cloud computing and product development. In addition, emerging professions reflect the importance of human interaction in the new economy through roles in the care economy; in marketing, sales and content production; Also positions where the ability or ability to connect with and understand different types of people from different backgrounds is essential. Figure 23 shows the set of duties according to each work group, arranged according to each scale of competence.
Due to data access limitations, the Care and Green Jobs group is currently not covered by the following analysis.
Note: Job transitions refer to any job transfer, while job items refer to people moving away from their current role. Job families are groups of occupations based on work done, skills, education, training and qualifications. Data from the following countries: Argentina, Australia, Brazil, Canada, France, Germany, India, Ireland, Italy, Mexico, Netherlands, New Zealand, Saudi Arabia, Singapore, South Africa, the Spain, Sweden, United Arab Emirates, United Kingdom and United States.
In this report, we present a unique extension of this analysis that examines key insights from job transitions in emerging clusters using LinkedIn data that has been to collect over the past five years. For this analysis, LinkedIn’s data science team analyzed the career trends of professionals who moved to new jobs from 2015 to 2020. Researchers analyzed when professionals moved to a new role, as well as when they moved to a whole new post – here. called “pivots”. To understand the skills profile of each occupation, the analysts first identified a list of the most representative skills associated with the occupation, based on LinkedIn’s Skills Genome metric, which measures the “most representative” skills in occupations using the TF-IDF method. To examine the degree to which certain groups are interested in skills related to a particular occupation, a “skill penetration” rate is calculated. It indicates the proportion of individual skills associated with that occupation that belong to a particular skill group. To understand the skill profile of each occupation, the analysts calculated a “skill penetration” score for each skill associated with the occupation. That is, the “skill penetration” figure shows the number of people in an occupation that lists a particular skill as a proportion of all people working in that occupation.
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The overall skill similarity between the two positions is then calculated as the cosine similarity of the two positions. In addition, for each skill group, the skills gap is calculated by expressing the skill in the destination job as a proportion of the same mark in the starting job.
Evidence suggests that some emerging occupational groups provide significant opportunities to move into growth jobs (jobs with increasing demand) with effective career guidance. As shown in Figure 24a, between the shift to data and artificial intelligence roles, 50% of the changes made are from non-development roles. This figure is much higher – 75% in sales, 72% in content roles and 67% in engineering roles. These areas are arguably easier to break into, while those like data and AI and people and culture are more challenging. These figures show that a degree of redistribution of labor is already underway.
By analyzing these career foundations – cases where professionals are moving into completely new careers – it becomes clear that some of the so-called “jobs of tomorrow” offer more opportunities for workers who want to completely change their work family, and therefore present more options for repeating their jobs. . professional path, while other emerging roles are still more precisely circumscribed. As shown in Figure 24 C, only 19% and 26% of the jobs moving to engineering and people and culture, respectively, come from outside the work family in these positions today. In contrast, 72% of moves to data and AI portfolios came from different job families, while 68% moved to new jobs within sales. As Figure 25 shows, workers tend to be in new job clusters starting with a set of specific job families, but the diversity of these initial job families varies with incoming occupations. crop While new roles in product development attract professionals from job families, emerging roles in the people and culture job group typically move from the human resources job family. The new cloud computing job pool is largely populated by professionals moving from IT and engineering.
Finally, the jobs of tomorrow offer more opportunities to move across occupations, with significant changes in skill profiles. 24 In Figure B, it is possible to see that moving into people and culture and engineering tended to appear high skill, while marketing and content development allowed the appearance of low skill. Among the roles featured in this report, the shift to data and AI produces the biggest difference in skills profile between source and destination.
Top Degrees In Demand For Future
Figure 25 shows that new emerging careers such as data and artificial intelligence, product development and cloud computing provide more opportunities to enter these frontier areas and, of course, not such transitions require a perfect skill match between source and destination. . However, tomorrow’s job pool is still more “closed” and tends to hire workers with specific skill sets. It is impossible to know whether these restrictions are necessary or just established practice. It may happen that such “siloed” professional clusters can be revived by trying to ease the restrictions on some new jobs, together with increasing the relevant qualifications and skills. We live in an age where every now and again some or the other kind of technological revolution storms our lives which ultimately affects our work. It’s 2021 and several previous jobs are now being phased out
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