For many companies, the current situation is a judgment that marks the end of their operation on the market. Most employers have to cut costs and on first Fire goes training. Those who know the value of investment in employee development will strengthen their position. This value is particularly important now and supported by the government.
The labour market is becoming increasingly demanding, and the only way to maintain it is to constantly improve their qualifications. Among other things, there has been a trend called life-long learning, or lifelong learning and development, to be able to meet changing skills needs.
The need for development is particularly marked by the millennium, and that is one with more important distinctions between them and the rest of the generations. Having only hard skills will not guarantee success, as the individual personality characteristics of workers are increasingly appreciated, which cannot be taught so easily.
What competences will be developed in a person does not depend solely on him. The programmes for the development of talents require improvement of those that will contribute most to the company's profit. Ensuring the development of workers allows them to stay in the workplace for longer.
If it comes to science, employees expect it to be quick, easily accessible and addictive. In the age of coronavirus, training moved into a remote environment.
The Polish Agency for Enterprise Development has started to finance training in the form of training, which has not yet been possible (see more info: https://www.rbakademia.pl/aktualnosci/item/210-dofinansowanie-na-szkolenia-online-wytyczne-parp ). A non-refundable loan can also be used for training to keep the company on the market.
5,000, provided by the government to micro-entrepreneurs and single-member activities under the COVID Anti-Disease Act (for more information: https://www.russellbedford.pl/aktualnosci/twoja-firma/item/1779-pozyczka-dla-mikroprzedsiebiorstwa-w-ramach-tarczy-2-0-tylko-dla-firm-ktore-poniosly-straty-w-czasie-pandemii.html )
Soft Competences More Important
For several years, recruiters have also appreciated the collection of individual personality, psychophysical and not just the resource of human knowledge and its practical skills. Technical skills can now be replaced by automated systems.
Let us also remember that hard skills are relatively easy to learn, but with soft ones it is much harder. This is why employers pay more attention to these second in a worker who significantly affects the quality of his work. Research confirms that.
According to SeeWidely's report 92% Managing staff claims soft skills are equally or even more important than hard skills.
Most and least sought competences
The most desirable skills include active learning, analytical and innovative thinking, leadership and social impact, and technology design and programming. It is these areas that should improve workers to be even more attractive to recruiters. Less wanted, walk still important competences are: critical thinking and analysis, problem solving or emotional intelligence.
Talent development programmes decide for the employee
In order for the talent in the organization to achieve success the need for a good working environment and appropriate support through me. e.g. group coaching for talent and managerial coaching, workshops, inspiring mentors, the opportunity to share knowledge and use their strengths in new situations and tasks.
In the coming years, we can expect managers, talent development specialists and higher management to want to develop areas such as leadership, communication, cooperation and environmental-specific skills in employees.
How do employees learn?
People want to learn faster, at any time and in a visually attractive form. Most workers prefer to study at the workplace (up to 68% patients). At the same time, the respondents count on high independence and freedom to absorb knowledge. Confirms that 58% people who want to learn at their own pace. The new way of teaching should be first and foremost: self-controlling, personalized, accessible always and everywhere.
The latter is supported by appropriate online courses and applications on mobile devices. In 2019 The average man spent almost 3 hours A day on a smartphone. These users should be encouraged by an interesting multimedia form to use this time for science. For this reason, a few years ago, the game was introduced.
Now is the time to spread e-learning platforms. A trend in science called nano-learning is extremely promising. It involves providing the recipients with knowledge in the form of short modules, preferably lasting from 5 to 15 Just a minute. Additionally, it uses text, video, sound and images, making it more effective.
It all makes learning like watching a good show.
The development of workers should not be treated by superiors as a nice benefit, but as a necessity to ensure a highly qualified staff and even to stay on the market during the crisis. It is worth remembering that employee development is an investment, not a cost.
Source: Report 2019 Science and Development in Work and Life; SeeWidely