[vc_row css=”.vc_custom_1629803910077{margin-bottom: 24px !important;}”][vc_column][vc_column_text]The extent to which a company adapts to digital transformation is one of the most important factors affecting the success of that company. Companies that support their business styles by adapting to technological innovations can keep up with the age with a flexible and successful digital transformation program specific to the workforce and can get ahead in commercial competition by adapting to innovations more easily. In companies that receive digital transformation expertise support, which includes long-term planning, systemization and continuous support with business-specific analyses, digital transformation brings superior performance with a commercial infrastructure that faces the future. Along with this infrastructure, the employees being equipped with digital skills also enables the creation of a holistic transformation culture. Digital skills mean the adoption of sustainable and long-term learning that is open to innovation, rather than the application of specific digital learnings or achievements. A company’s integrated digital infrastructure and the digital skills it provides to its workforce holistically constitute the company’s understanding of digitalization.[/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1629803910077{margin-bottom: 24px !important;}”][vc_column]
In order for employees to develop digital skills in the workforce, it is critical that they receive training support, participate in workshops and develop their digital skills in the workforce with various application solutions and adapt to the specific reflections of technological innovations on the workforce. At this point, “digital skills” should not be evaluated in a narrow scope such as “knowing some digital programmes”; it should be evaluated in terms of developing and maintaining an approach. As technology develops, it is of great importance to develop this approach in order to adapt the ways of doing business to it.[/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1629803910077{margin-bottom: 24px !important;}”][vc_column]
The development of digital skills should be perceived holistically and should not be considered independent from the organisation. In the global business world where the concepts of “Big Resignation” and “Silent Resignation” are discussed, encouraging employees to develop their digital skills through digital transformation supports employee engagement and positive feelings about the organization.
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For organizations that want to adapt to the continuous development of technology and the dizzying pace of digital transformation in the business world, encouraging their employees, offering solutions or rewarding adaptation in this sense will contribute greatly to the cumulative development of synergy. At the same time, in terms of internal communication, it contributes to the improvement of communication between employees and decision-makers and the adaptation of corporate culture to the era. A stance that supports and embraces this innovation serves the organisation’s reputation management in the long term with positive effects.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]
Sources:
İnan Acılıoğlu, Nisa Nur Kaya, Beyaz Yakalı’nın Dijital Yakalı’ya Dönüşümü, First Edition: Elma Yayınevi, Ankara, 2021
Saleforce Researches
https://www.salesforce.com/uk/news/
Access Date
: 20. 11. 2022
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/807830/No_Longer_Optional_Employer_Demand_for_Digital_Skills.pdf
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