Enter enterprise certifications to fight skill gap catch-22 in 2017

18:25


Twenty seventeen is already here! Like every year, this year brought with it- its own set of resolutions, solutions, and answers to puzzles that had made the past a little less excellent. And with it, the widening gaps and lacunae in different zones of improvement in the personal spheres, government, finance and industry loom larger and clearer. That is human nature- to find a problem and then help resolve it. What 2K17 has in store is the problem of huge skill gap and also presents the solution to it in the form of enterprise certifications.

The more we advance, the more we retrograde. The more we know everything, the more we know nothing. 80% of the world’s largest global business houses have stated a huge shortage of KSAs (Knowledge, Skill, and Abilities) in the workforce. Come to think of it, this is the case even after we have board meetings in smoked-filled rooms about workforce development, talent management, LMS (Learning Management Systems), microlearning, leadership development programs, and what not.
The Titanic RMS of requisite employable competencies, aptitude, and proficiency is sinking and the last SOS can be to hire first. What about the skills- oh! We can teach skills later. Who is saying this? The world.The job markets across the world- Europe, USA, Japan, and the Middle East- are adopting the ‘hire first’ phenomenon.The companies are ready to sponsor skill-development certifications for their workforce development.
Statistics??? Bringing it on- 78% top-class enterprises across geographies and industries cite consistent development and learning experience as their primary ploy to develop and retain the talent pool. 53% of global businesses report skill-shortage in their existing workforce to be the biggest obstacle to success and growth. 49% of these enterprises have already initiated in-house training through the implementation of enterprise certification or workforce certification to the employees to serve as a bridge between the important junctions of critical areas of skill-gap and key business functions.
Wanna compete better? Teach and train better.Not long before individuals used to come in with requisite talent and skills. You just needed to set-up interview sessions in different institutes to have your handful of best-in-class individuals. The way technology has advanced, the education system has not been able to adapt itself to the past pace of it. Now companies are taking upon themselves to solve the twin problems of business ownership support and employee buy-in.
Not everything that is corporate training is music to the ears. 25% of the employers state that an employee training program is not much of a value- addition in the effective and practical skill development. The reasons being the present generation of employees is nothing that was.With changing attitudes, familial and societal backgrounds, millions of opportunities at the footstep, and vast resources at the disposal- a phenomenal change of attitude is visible in the workforce today which is independent of sectors (Healthcare, financial services, technology, manufacturing, and so on).
The outlook is just not salary or incumbency today. The world is becoming the spectator to career hopping and short-term employment. Gig economy is totally and secretively entering our corporate lives, which by 2020 will reach 40% of the workforce of US. Where does all this leave us? Employee engagement and retention of the high performing talent are the flames to keep the fire of machine of an economy burning.Rather thanlong-term talent management and skill-development.
Enter enterprise certification to help you ward-off the catch-22 situation. Nowadays, the unsatisfied professional hunger of capability- validation and excellence recognizance of the employees to make their resume shine gold is the truth of the present. You might have played ostrich for so long but not anymore. You cannot bury your head in the sand and deny the truth of the moment. The talent managers realize now that certifications are not just competency tools but a major multi-faceted component of employee development programs across the world.
68% of global enterprises believe enterprise certification is the solution to the burgeoning problem of talent retention. The certifications are the correct map of employees coming fit on the goodness test of the organizations. According to the survey based on the competency assessment framework of PACE (Pressures, Actions, Capabilities, and Enablers)- 23% of enterprises which have already implemented certifications can prove that workforce certifications have given a proper alignment to the business goals and helped them stay ahead of the competition.
Last bits of statistics as we wrap up. 79% of the talent managers indicate self-paced, sponsored certification programs integrated with enterprise LMS as a significant driver of employee retention and employee engagement. Around 28% of the employees specify compensation to be their key motivator which is far behind what the 49%of the employees feel. They feel professional development is their true calling. As a talent manager- practice the art of interpreting changes in the business constructively to your benefits. Are you listening? You better!

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10 February 2017 at 17:20 delete

Great article. You have cleared my doubts regarding the difference between the two and also highlighted the Pros and Cons. Very helpful. :) :)

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