According to a study, 45% of jobs today will disappear due to technological automation, so it will be important to acquire new skills.
Saving a company and even a job depends on learning ability because 65% of the future jobs that Generation Z will comprise, including those born between 1992 and 2010, do not yet exist, according to research by ManpowerGroup. In a changing and highly technological world, it is necessary to develop the ability to learn to deal with different problems to ensure both employability and success of a company. For this reason, we give you 4 recommendations that the World Economic Forum suggests to foster a learning culture in the company and retain employees through motivation.
The employability of the future
In the 21st century employability will depend more on the ability to develop skills demands to become long-term employees, then on the knowledge already acquired. The learning is the main tool to keep a company in tune with trends because business needs are changing and rapid adaptation to meet them is required.
The ManpowerGroup research found that 45% of the jobs that are paid today, will disappear tomorrow due to technological automation. This does not mean reducing job vacancies, but the skills required will be different from the current ones because 65% of job offers even exist at the moment.
Another finding of the research is that 38% of employers consulted find it difficult to find candidates with the right skills to perform open positions.
Labor aspirations of new generations
Young people value new skills and are willing to spend their time and money to acquire them because working by constantly testing themselves increases success by creating professional opportunities. It is the duty of employers to take advantage of this quality to enhance it and maintain the motivation of workers since a culture of learning makes a company more competent if implemented from the leadership.
Steps to promote a culture of learning in the company
1. Transmit the resume
Academic qualifications, technical skills, and qualifications are important because they demonstrate a person’s knowledge, commitment, and aspirations. However, employees at the entry level are not prepared for the current job market as they are accustomed to a different dynamic. Look for candidates who show enthusiasm and willingness to learn beyond what shapes their resume.
2. Choose with caution
It provides learning opportunities to employees who can take advantage of them, using them as prizes for curiosity and interest. It is critical to focus on people with greater learning ability if you want to increase the productivity of the company and prepare it for any changes that may arise.
3. To be included in the process
Promoting learning as a habit of employees is a task unfolding from the will to acquire new skills. Therefore, it is fundamental that you promote your own learning ability whether reading a text from a particular perspective, intervening in a conversation whose subject is not your strong point or finding opportunities for updating.
4. Use the money as a reward
Getting employees to meet a goal will always be easier if money is offered in return because it is the biggest incentive. You can reward people who promote a learning attitude among their peers, participate in round tables or use other incentives that inspire the rest. The promotion should only be used when the candidate fully acquired the new skills he needed to fill the position, bearing in mind that he will probably continue to learn and contribute to the company.
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