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By Anke Schnitzer (More) • Last updated on October 15.02.2024, XNUMX • First published on 21.08.2018/XNUMX/XNUMX • So far 4926 readers, 1642 social media shares Likes & Reviews (5 / 5) • Read & write comments
The digital Revolution strides fast ahead, but especially in the ITIndustry there is a lack of good young people. Companies should therefore also be targeted in Employees 40+ invest - through HRManagement, targeted Further Training and agile corporate strategies. 10 tips how to do this.
"Life never stops learning." Behind this quote from Michael Marie Jung (* 1940), among others Professor, Executive trainer and Coach sticks one message, which can be seamlessly transferred to today's working world. Learning processes no longer stop when entering the professional world, because the half-life for Background is through the digital Transformation and the high pace of development of technical innovations has fallen sharply.
With Gen Z, a new generation of digital natives is gradually pouring into the job market, but companies are still having great difficulties in covering the shortage of skilled workers.
According to the Prognos study “Working Landscape 2040”, there will be a shortage of 2020 million workers by 1,8 in Germany alone. Young professionals are rare, especially in the IT industry, often 'unfinished' and inexperienced. Therefore, it is essential for businesses to be in potential invest, which they already provide Hand to have.
They often have a wealth of experience from employees older than 40 years. The catch here: not infrequently digital innovations are unknown territory for this group of workers. However, this can be changed by further education and re-qualification measures.
The question that companies have to ask themselves: Why are further training and re-qualification measures so important, especially today? The answer is obvious: You can inform companies about the future economic Success decide. The reason for this is the “War for Talents” resulting from the shortage of skilled workers. A trigger for this development was the endeavor of many companies, the average Age to reduce during operation.
Companies are now feeling the effects extremely. Public training systems cannot react quickly enough to the new educational needs and will do so even more so in the Future can no longer. In the personnel departments, therefore, there is an urgent need rethink take place: not only that Recruiting new employees should be in the foreground, but also investing in strategically designed further and re-qualification programs for employees - regardless of their age.
By building knowledge and Expertise companies remain fit for the future and able to connect to their market and their environment. Know-how in our own company enables autonomous action through increased flexibility. This pays off in exceptional situations in which an agile reaction is required. A positive side effect: the dependency on external providers is reduced.
Another reason for the development of further and re-qualification measures is the safeguarding and, above all, the transfer of the expertise, which has been laboriously built up over the years. Not an unimportant factor for employers, because without the further development of Human Resources Assets and the establishment of a learning culture in the company, the wealth of knowledge can not be transferred to younger generations. Here, long-term employees are required who can take on mentor functions, but knowledge transfer also needs to be learned.
Companies that want to build a learning culture and a range of further education and re-qualification measures in their own house first face the question: where to start? The most important thing in advance: all training and re-qualification concepts must be worked out individually for each individual employee.
Everyone learns differently and therefore needs personalized learning opportunities. In doing so, companies can resort to external service providers who set up a suitable, individual continuing education concept. The classic continuing education catalog of company-owned academies has also become obsolete.
But how can companies encourage the 40+ generation even more than before? Things to Learn motivate? The following points should serve as guidelines for companies to establish a culture of learning in-house:
Well thought-out training concepts and offers increase in addition to the innovative power, the reputation of the company. Here, too, there is a positive consequential effect: the fluctuation decreases. Because an attractive employer who values the further development of its employees improves theirs Brand in the war for talent.
Employees stay with the company longer - young and old. In the long run, that improves those too Motivation of employees and, as a result, their efficiency. Ultimately, the respective people also benefit customers, whose satisfaction motivated by efficient Employees can at least be secured, if not increased.
* Source: Young, wink. A psychological journey with humorous aphorisms and poems, BoD 2005
Anke Schnitzer is head of the Academy of CompuSafe AG. All texts by Anke Schnitzer.
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