A recent report has been published by the non-profit group, Foundation for Young Australians, which reveals sixty per cent of Australian students are training for jobs that will not exist in the future or will be transformed by automation.
- 44 per cent of jobs will be automated in the next 10 years.
- 60 per cent of students are studying for careers that won’t exist.
- Young people will have an average of 17 different jobs.
- Over 50 per cent of jobs will require significant digital skills and yet our young people are not learning them in schools.
The results show that 40 per cent of jobs have a high probability of being susceptible to computerisation and automation in the next 10 to 15 years. Jobs in administration will be the first to go. If the job requires system and data analysis, as in tax preparer, the job has a high probability of not existing in the future. Bank tellers, legal assistant, loan officer and cashier are all jobs most likely to be automated. Even market research and sales research are jobs that will be replaced with machine-learning algorithms. With self-driving vehicles on the horizon, taxi and truck drivers will go the way of the VHS machines and local video stores and become defunct.
However, those jobs which require a high degree of personal collaboration will remain. Nurses, doctors, family therapists, curators, addiction counselors, high school teachers and of course, computer system analysts – they will be busy programming the software that automates jobs.
Young women looking at job forecasts should consider engineering (mechanical, electrical, environmental and computer programming), scientists and medical professionals are the most likely to have jobs in twenty years. As the population ages, jobs in senior care will also grow. There is a concern about the number of women studying the sciences, which according to the American Society for Engineering Education, hovers at just under 20 per cent. The number of women pursuing Master’s degrees in engineering is a fraction higher at 23 per cent. Overall, it’s still very low.
Ten jobs that are the most likely to disappear:
- Credit Analysts: 97.85%
- Milling and Planing Machine Setters Operators and Tenders Metal and Plastic: 97.85%
- Procurement Clerks: 95%
- Packaging and Filling Machine Operators and Tenders: 98.04%
- Tellers: 98.28%
- Umpires and Referees: 98.29%
- Loan Officers: 98.36%
- Timing Device Assemblers and Adjusters: 98.49%
- Tax Preparers: 98.71
- Telemarketers: 99.02%
Ten jobs that are the least likely to disappear:
- Mental Health and Substance Abuse Social Workers: 0.31%
- Occupational Therapists: 0.35%
- Oral and Maxillofacial Surgeons: 36%
- Dietitians and Nutritionists: 0.39%
- Choreographers: 0.40%
- Physicians and Surgeons: 0.42%
- Dentists: 0.44%
- Elementary School Teachers: 0.44%
- Medical Scientists: 0.45%
- Education Administrators: 0.46%
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On-the-job training involves learning in and amongst day-to-day work and can occur in the normal working environment or via specific training with a more experienced member of staff. On-the-job training is seen as the most popular and effective form of staff training – here’s why.
The first and most obvious advantage of on-the-job training, when compared to organised distant courses is often the cost. By getting new staff started straight away, employers do not have to invest in expensive training schemes or lose new members of staff to lengthy external training courses. It is also worth noting that once the employee has completed the training there is nothing to stop them deciding to quit and not go through with their job, if they realise it is not what they expected.
In a similar way, building experience and training while working means that the employee is likely to be bringing home a wage. This is especially important when trying to join careers such as teaching which require training before further examinations. By enrolling on a scheme with organisations such as EduStaff you are able to gain key training whilst working on-the-job.
It is also certainly worth mentioning the depth of passive training you will receive while immersing yourself in the actual role and learning from your experienced colleagues. All jobs and workplaces will have a myriad of different processes and cultural nuances that you simply cannot fully understand without settling into your new team and job.
Aside from the benefits for the new employee going through the process, on-the-job training is a great way for management to demonstrate the value they place on the more experience members of staff who help with the training. Tesco often asks experienced members of staff to conduct on-the-job training for new recruits. This demonstrates the trust the organisation has in those long-serving staff members who may not be suitable for other forms of acknowledgement, including promotions or raises.
One benefit that may only be applicable for some roles is that showing new recruits the ropes, while getting them started, can act as a canny assessment technique. Training new staff in exactly what their role entails means that their ‘sink or swim’ moment naturally comes early and both the organisation and the new recruit will know if they are likely to stay on in the long-term.
So, next time you go through training yourself, or plan training for a new member of your team, consider what you would be missing out on if you were subjected to external training from a faceless corporation who know little about the culture of the company and what your new role will truly involve.