For companies whose HR strategy seeks the development and performance of employees, developing employability is necessary in the face of the evolution of jobs.
La vocational training Continuity is the first lever for developing employability. It is the ability of each employee to find and keep a job and then to evolve by adapting to changes throughout their professional life.
Employability applies to all employees, regardless of age or length of service in a company. Continuing education is an effective way to demonstrate great professional adaptability and a competitive advantage in the eyes of employers!
The devices of Digital learning contribute strongly to the development of employability with the possibility of developing and renewing skills and therefore remaining competitive and attractive.
Is developing employability a challenge for businesses?
According to the study “Happiness at work, everyone wins” conducted by Robert Half, an international specialized recruitment firm and Happiness Work (2016), An employee stays in the same company for an average of 9.8 years and will know between 3 and 4 companies in their career.
Employees are therefore increasingly rare to work all their lives in the same company and employability is therefore becoming an issue for companies. This concept of employability concerns young people as well as seniors: everyone must constantly seek to refine their professional project and consider reorienting themselves towards a new career. The development and renewal of their skills is therefore a major challenge for employees in order to remain competitive on the market and increase their opportunities for movement, while the company must help them evolve in a framework where developing their employability is compatible with the strategy adopted by the company.
A different development depending on the type of structure
Developing the employability and skills of employees is done differently depending on the structure of the company.
A startup will be looking for employees who are much more versatile, agile and looking for new ideas while SMEs will have to invest more resources in internal employability training because of a greater number of employees, hierarchies and processes within the organization. For large companies, the talent conversation is an even more important issue.
Digital learning represents a great opportunity to develop advanced skills called “hardskill” with tailor-made training. At the same time, social or mobile learning programs can help employees develop their Soft Skills, one of the key factors in employability. Businesses should no longer hesitate to set up this type of training programs internally.
Employability is therefore a challenge for businesses, both for the employer and for the employee. Whatever the sector of activity, technical, structural, regulatory and technological developments are driving the market and jobs are constantly evolving, all the more so in the digital age. Mastering new tools and understanding new techniques are all challenges that continuing professional training must help to meet.
