The Future Of Your Workforce
Companies can’t afford to lose employees
Posted on 04-06-2018, Read Time: Min
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The “Future of Work” is a widely discussed and speculated topic across a multitude of industries. Leading firms like Deloitte, McKinsey and global organizations such as the Organization for Economic Cooperation and Development (OECD) and the World Economic Forum predict that automation is going to have an outsized effect on the composition of the global workforce in the coming years.
While the exact impact these changes will have on the workforce is hotly debated, the simple truth is that technology has changed the way today's (and tomorrow's) workers communicate, collaborate, learn and live. For example, a 2016 Pew Research Center survey The State of American Jobs found that 87 percent of workers believe it will be essential for them to receive training and develop new job skills throughout their work life in order to keep up with changes in the workplace.
The reality is that those who will need more advanced skills to keep pace with changing and technologically-advancing industries (i.e. manufacturing, truck driving, legal support staff, etc.) do not have the resources or access to education to ensure their future in the industries they have dedicated their careers to. Instead of subscribing to the mindset that employees are on their own to upskill themselves, we at Bridge by Instructure believe that people are a business’ most important asset. That’s why we approach changing business needs with the tools necessary to upskill our workforce and to keep your employees employed.
Companies Can’t Afford to Lose Employees, So Train Them Instead
Many do not realize it, but it is expensive to replace an employee. According to industry research, replacing an employee costs 50-75 percent of their annual salary.Rather than waste money and risk a labor shortage combing through a shrinking pool of qualified workers, engage your employees in continuous learning to adapt to your needs. Keep strong members of your team engaged by offering professional growth opportunities, no matter how long they have been at your company.Employers also have a responsibility to their employees to communicate the changes in additional qualifications for positions as technology advances and ensure the future success of their business by investing in the training of their current employees.
Continuous learning can be accomplished through a training model that incorporates the following tiers:
- Immediate: Performance support and just-in-time (JIT)/point-of-need training–
- When an employee first begins, they will need immediate training, including job basics, company information and benefits. Produce short videos that explain job responsibilities, or interactive PDFs that walk employees through key processes.
- Intermediate: Courses for current role and competency expansion–
- Intermediate training deepens employees’ skills for the jobs they currently perform and begins to develop competencies for additional tasks. This training enables employees to grow within your company as they expand their skill sets. Engage employees more effectively by gamifying your training.
- Transitional: Skills that meet long-term business goals and individual career plans–
- Think of transitional training as “big picture training.” This stage goes past employees’ current roles and empowers them to meet higher level, more individualized goals, even if they aren’t needed for their current jobs. Transitional training might take the form of public speaking opportunities or online certifications.
Tools to Upskill the Workforce Are at Businesses’ Disposal
Currently, numerous learning management tools are available for managers to utilize when faced with the challenge of upskilling their employees. These systems expand online courses to increase employee education and retention through direct engagement.Navigating the Future of Work does not have to be as daunting as some make it out to be. The transition to “new age” industries can be smooth and seamless through a simple investment in your employees.
Author Bio
| Matt Bingham is Vice President of Product and Product Marketing at Bridge by Instructure. Connect Matt Bingham Visit www.getbridge.com |
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