Businesses now recognise the crucial importance of attracting and retaining talent, fostering a productive, innovative, and creative environment where employees feel valued and can thrive. While this is not an easy task, it remains a priority for leadership teams across all sectors to ensure they have a deeper dive into the skills and capabilities needed in the business – not just for 2024 but for the next 3-5 years.
In order to set ourselves up for success, we need to have a really good insight into the skills that will be needed in our organisations to achieve our strategic goals. While the pandemic caused shockwaves across the workplace, the talent disruption and search for skills remain a priority.
Studies indicate that the skill sets for jobs have changed by around 25% since 2015 and that by 2027 this number is expected to double. So, building our employees’ skills and capabilities seems a great strategy as we plan for the future.
We must also look at how we learn and develop these new skills. The following list of drivers for reskilling and upskilling the workforce in 2024 is interesting:
1. A focus on Digital Skills
2. Personalised Learning Paths
3. Gamification and Immersive Learning
4. Using Lifelong Learning Platforms
5. Soft Skills Development
6. Data-Driven Skill Assessments
7. Flexible Learning Formats
8. Inclusive Reskilling Initiatives
9. Employee-Driven Learning Plans
10. Alignment between personal growth and corporate strategy
Open Training Courses
Investing in the development of your people remains one of the most important business strategies for an organisation, especially as we prepare our workforce for the future of work. Training has a number of benefits. From enhancing employee performance to improving culture, it’s clear that training pays dividends.
At Voltedge Management, we have developed a number of essential training modules for our clients that will provide both managers and employees with a deeper understanding and awareness of their own capability and how they can contribute to the business.
Some of these modules are:
– Management Essentials (2 days) in person and also available as virtual programmes – we run bespoke and open management training courses, look out for our next open management training programme in April 2024.
– Performance Management – always good to look at this at the beginning of each year, to ensure that your performance management process is fit for purpose, delivering on real improvements, clear Key Performance Indicators – our programmes are designed for managers and for employees.
– Dignity at Work – there have been 2 new codes of practice in this area during 2020 and 2022 which are really important for employers to understand and implement, and training of all employees is now called out as both necessary and a compliance requirement. We support our clients to implement all the changes involved and identify training for key personnel as part of the new codes.
– Interview Skills – with such a challenging employment environment, excellent interviewing skills and choosing the right candidates is now more important than ever. Talk to us about our Interview Skills, Probation management, Induction processes, employee engagement and retention training programmes to really ensure that your recruiters inhouse are maximising their ability to pick – and hold onto – the right candidates.
Other courses – we have many other courses that may be of interest to you including:
- Employee representative training (for redundancy)
- Contact and Competent person training for the new codes of practice within the Dignity in the Workplace policies
- Wellness in the Workplace
- Management collaboration/effective management teams
- Organisational design and development
- And more
Our Open Courses enable your employees to not only learn from the tutor but also the opportunity of peer learning from attendees from other companies and industries- enhancing their network and opportunity to discuss common challenges.