Post by account_disabled on Feb 14, 2024 6:55:51 GMT 2
The on-site training and coaching. The only problem is that no one today knows exactly what skills you will need in the future. Even looking into a crystal ball doesn't help much. This is why HR departments often allocate budgets to various training opportunities based on the watering can principle, always hoping that the end result will indeed be what they need later. inefficient but also takes too long. The effects usually take several years to show. By that time many employees have left the company so ultimately only competitors benefit from the investment in training.
As simple as quitting smoking, instead of resource companies, companies should invest their energy in training whose success is questionable and difficult to measure to solve the problem at its root. Because even the best knowledge is useless if you can't apply it. It's a bit like trying Nauru Email List to quit smoking. We all know smoking is bad for your health. But we can take as many training courses as we can to scientifically prove this and ultimately we will still continue to smoke. Changing behavior is much more difficult than acquiring expertise. A survey showed that only 10% of corporate transformations failed due to skills gaps, but 10% of corporate transformations failed because employee behavior was not compatible with corporate culture.
The real challenge is not upskilling but culture change. The latter is often required but difficult to achieve. Even the word corporate culture sounds awkward. In fact it is nothing more than the sum of the behaviors of people in an organization. The trick is to identify the behaviors that make a company successful and then target those behaviors to many employees. Oscar Wilde already knew that imitation is the highest form of recognition and comparison has become a favorite style device especially in our real-time economy. What keeps changing are the role models. While it was still cool.
As simple as quitting smoking, instead of resource companies, companies should invest their energy in training whose success is questionable and difficult to measure to solve the problem at its root. Because even the best knowledge is useless if you can't apply it. It's a bit like trying Nauru Email List to quit smoking. We all know smoking is bad for your health. But we can take as many training courses as we can to scientifically prove this and ultimately we will still continue to smoke. Changing behavior is much more difficult than acquiring expertise. A survey showed that only 10% of corporate transformations failed due to skills gaps, but 10% of corporate transformations failed because employee behavior was not compatible with corporate culture.
The real challenge is not upskilling but culture change. The latter is often required but difficult to achieve. Even the word corporate culture sounds awkward. In fact it is nothing more than the sum of the behaviors of people in an organization. The trick is to identify the behaviors that make a company successful and then target those behaviors to many employees. Oscar Wilde already knew that imitation is the highest form of recognition and comparison has become a favorite style device especially in our real-time economy. What keeps changing are the role models. While it was still cool.