The European car industry is currently undergoing a dramatic change, triggered by the transformation towards carbon-neutral mobility and the digitalisation of street transport globally and in Europe. The primary driver of this change is EU's aspiration to reach carbon neutrality by 2050, which will lead to the electrification of mobility just as upscaling the production of batteries and energy units in Europe.
This ambitious plan doesn’t come without challenges to the automotive industry. The short timeframe set by some European countries means that manufacturers need to radically adapt and quickly.
To make things even more tricky, the transformation to renewable fuels is not the only paradigm shift that the industry is facing. Car sharing, autonomous driving and a number of other trends are completely reshaping the way we think of mobility. In the wake of this change, digital and other skills considered non-core to the automotive industry have become a must have for vehicle manufacturers.
The need for reskilling and upskilling employees has never been more urgent. Employees need to both improve skills that are relevant to their present occupation and at the same time transition to and prepare for totally new positions.
New techniques, new business models, new customer segments and behaviours… the skills needed to stay relevant in this “perfect storm” are many, diverse and some not easy to find.
Vehicle manufacturers need to come up with new ways to reskill and upskill their employees, tap into the unused potential inside the organization and continuously bring new insights and competence to stay competitive and keep the organization future-proof.
We think that one of the most unused and often overlooked sources of competence is the limitless knowledge that each and every organization has in the form of their employees and the skills they already possess. Companies are often surprised by the knowledge they have in-house once they start looking and instead of searching for skills outside their own walls they turn inwards and use the collective competence to fuel the workforce with new skills and capabilities.
By promoting peer-to-peer connections LOOP ensures that competence is shared and improved across locations and business functions, breaking up internal silos and seamlessly connecting employees.
The ability to engage external subject matter experts on-demand completes and complements the peer-to-peer capabilities of LOOP to provide a powerful ecosystem for the organization’s reskilling needs.
Want to know more? Reach out at http://loop.work