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!
2 comments
Write commentsGreat 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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