How is staff development changing?
Whether talent management, competence management, digitization and health management - all have an enormous impact in the battle for the best candidates and are therefore important flagships for companies. Whereas monetary incentives and job security used to be the decisive factors for future employees, today it is primarily the meaningfulness of the work, identification with the company's values, and the opportunity to communicate personal potential within the company.
Author: Clarissa Schuliga
Our working world is changing rapidly. The constant dynamics of the economic and social environment requires companies to focus their attention not only on recruiting and job design, but also to act quickly and flexibly, especially in the area of personnel development. Without targeted personnel development and staff retention nothing works today and not only existing forms of cooperation & previous responsibility structures adapted, but also a stable culture of trust built & personnel development integrated into the corporate strategy are only training management, but has gained numerous exciting areas of responsibility, which play an increasingly important role in the success and maintenance of the company.
Whether talent management, competence management, digitization and health management – all have an enormous impact in the battle for the best candidates and are therefore important flagships for companies. Whereas monetary incentives and job security used to be the decisive factors for future employees, today it is above all the meaningfulness of the work, identification with the company’s values and the opportunity to communicate personal potential within the company.
But how do you retain employees?
In today’s battle for the best candidates, companies have to come up with a lot of ideas. And even if candidates have accepted, it takes more than a secure job and regular salary increases to retain employees in the long term. They demand personal and professional development and more flexibility in their daily work. The new generation of employees will experience themselves and continue to expand their own activities. They want to try things out; standing still means boredom, which quickly leads to a change of job. However, the job should not only be exciting, but above all bring personal added value to the company; Identification with the company’s values also plays a major role. As a result, companies are faced with completely new challenges. To meet these challenges, personnel development has numerous instruments at its disposal.
Talent management in the company
In addition to transparent corporate values, companies need a talent management system that enables them to attract suitable candidates on the (internal) employee market and retain talented employees in a targeted manner through promotion. Above all, the individuality of the individual should be taken into account and the meaningfulness in relation to the corporate strategy should be evaluated. In this way, companies can ensure that critical positions and functions in the company are filled. This ensures the company’s competitiveness and promotes employee retention.
Competence management in the company
Nowadays, it is no longer enough to train employees en masse; rather, what is needed is a flexible training offering that is tailored to the employee’s individual competencies. In addition, the training program should relate to the corporate strategy and be geared to future challenges.
Targeted competence management is therefore becoming increasingly necessary for a company. Ideally, it should cover the relevant competencies of the team/activity, the mandatory training of the company and the individual competencies of each employee.
Haury Solutions GmbH