History repeats itself over and over again in companies; it is increasingly difficult to find skilled talent in the market. For this reason, many of them decide to bet on the development of the internal workforce. Data provided by the recruitment and outsourcing firm Manpower reveals that 45% of employers in different countries cannot find the skills they need, so 77% of them are willing to help employees to grow professionally. Aaron Rodriguez, an expert in business optimization, gives a detailed explanation of how businesses prepare their workforce for better results in the future.
The specialist indicates that if companies want to stay relevant in a market where the only sure thing is change and evolution, they have to start promoting an internal learning culture, which is focused on professional orientation and offering opportunities to improve people’s competencies.
“Training the workforce is a challenge. For people, it is essential that the companies they work for pay attention to their development and provide them with training. In this competitive world, professionals want to have the tools they need to innovate, adapt and face new risks. They only get that with support from their leaders,” Rodriguez says.
Against this backdrop, companies must learn to prioritize talent. For this reason, Rodriguez has taken on the task of offering different recommendations to prepare the workers who will overcome the challenges of the future:
Lead properly. The people who must initiate change are the managers. It is in their hands that innovation and creativity ‘explode’ to ensure the rapid growth of talent.
“We know that training is a challenge facing companies today, but it needs to be embraced. When leaders start thinking about the development of their people, the results will not only be reflected in talent, but in the fulfillment of organizational goals,” Rodriguez explains.
It is also of utmost importance to understand what employees want. According to Rodriguez, by 2025, more than two-thirds of the workforce in countries like Mexico will be made up of millennials and centennials. This means that companies must personalize training. Given this reality, training must be achievement-oriented and focused on strategies to attract and retain professionals.
People’s capabilities must also be known. Before applying any career development strategy, human resources managers need to make assessments to know what each professional requires. This ensures that talent will really take advantage of the tools provided, not only for personal growth but also for the company’s growth.
Bet on soft skills. Organizations must fine-tune their talent strategies to ensure that soft skills are never lacking in talent. “It is true that they are the most difficult to develop, but not everything has to focus on technical skills; companies need people who take risks, know how to lead, and are innovative. Reasoning, the search for information, and specialized skills are something they should have already acquired with experience. That’s why we have to work on the soft part,” Rodriguez adds.
Allow people to improve technology. Companies must continuously improve the competencies of their workers and create talent. Ideally, they should evaluate and reassess the skills they need to ensure that human talent complements automation, not vice versa.
“In a not-too-long period, the 4.0 revolution is going to change the labor market. Undoubtedly, process automation will eliminate some jobs, but this does not mean the disappearance of talent. On the contrary, it is an opportunity for companies to boost human talent, to such an extent that their creative and innovative capabilities are the right complement to technology,” concludes Rodriguez.