Digital transformation changes job structure
If in the past, experience and seniority were a major advantage, now, in many industries, these factors are at risk of becoming weaknesses if they are not accompanied by the ability to update new skills. The reality of the labor market shows that the group of workers aged 30-45 is facing the risk of losing their jobs early as skills "aging" faster than the rate of adaptation.
Ms. Nguyen Thi Lan Anh - accountant for a construction group in Hoan Kiem ward (Hanoi) said that never before in the past year has she felt her experience had so little "value".
According to Ms. Lan Anh, a lot of new software replaces the work she has been doing for decades. Not to mention, the group uses a lot of new raw materials, some of which are imported from Europe, her department must regularly update knowledge about these types of materials to make price quotes, contribute ideas to build consulting content for customers.
There are many work items, many things that arise that I have to learn again like the first day I went to work. Not only me, colleagues above and below 40 years old in the group, in many departments, all share the feeling of being "overwhelmed" by these changes," Ms. Lan Anh said.
Mr. Ha Anh Tuan - CEO of Vinalink Media JSC believes that automation, artificial intelligence, big data and digital platforms are profoundly changing the way businesses operate. Many repetitive jobs, based on manual experience or old processes are gradually being replaced by technology. This is not only happening in manufacturing industries, but also spreading to the fields of office, accounting, human resources, logistics, and retail.
In that context, the middle-aged labor group is falling into a paradox: rich experience but job opportunities are narrowing. Partly because labor costs are higher than young labor, and partly because of the skill gap in the digital context.
Many workers at this age are used to the old way of working, reluctant to start over, or lack time to update knowledge due to family burdens. When businesses require new skills such as data analysis, using management software, working on digital platforms... many workers appear confused, even being assessed as "hard to adapt". Many cases of job loss are not due to lack of overall competence, but because they do not meet new requirements, even basic technology skills," said Mr. Ha Anh Tuan.
Also according to Mr. Tuan, in many businesses, internal training has not kept up with the pace of digital transformation. Retraining (reskilling), upskilling for middle-aged workers is still formalistic, lacking a clear roadmap. The consequence is that workers have to fend for themselves, while not everyone has conditions in terms of time, finance and appropriate learning methods.
What do workers need to do to avoid being eliminated early?
According to Ms. Nguyen Thi Lan Huong - former Director of the Institute of Labor Science and Social Affairs, in order not to be eliminated early, workers need to change their thinking about learning. Learning does not stop at degrees or certificates, but is a continuous lifelong process. In the new context, the ability to self-study and update skills is no less important than work experience.
Second, it is necessary to proactively equip themselves with basic digital skills, suitable for the industry they are working in. It is not necessary to become a technology expert, but workers need to be competent enough to work with digital tools, management software, and online platforms - requirements that are increasingly common in most fields.
Third, expand soft skills such as critical thinking, communication, teamwork, adapting to change. These are skills that are difficult to be replaced by machines and help workers maintain value in the long term.
Finally, employees need to proactively build a career path instead of waiting until they lose their job to find a new direction. Preparing skills, understanding industry trends, and even being willing to switch to a position or related field is a way to reduce the risk of being eliminated.
Besides individual efforts, businesses and the State also play an important role in extending the "career life" for workers. Businesses need to invest substantially in retraining, considering this as a long-term strategy instead of short-term costs. Keeping experienced workers, while helping them update new skills, will bring more sustainable benefits than continuously recruiting new ones," Ms. Lan Huong said.
Ms. Huong added that the shortening of working age is a major challenge for the modern labor market, but it is not an unchangeable reality. With lifelong learning thinking, proactively improving skills and the companionship of businesses and public policies, workers – even at the age of 30–45 – can still maintain their position in the rapidly changing job market.
