Employee development – ​​is it a smart investment for the company?

[shukla7789]

The CFO asks the CEO: What happens if we invest in employee development and they leave?"
The CEO responds: "And what will happen to our business if we don't invest in their development and they stay in the organization?"
These days, organized by the National Agency for European Educational Programs and Mobility, we had productive discussions focusing on the topic of "Skills and Job Mismatch" or whether the competencies that people have are in relation to the needs of the labor market and how to reach qualified personnel?

Every day I encounter the problems of companies looking for qualified employees, while on the other hand, job seekers, regardless of whether they are employed or unemployed, claim that they "can't find a good job."

Something is wrong…

The topic is deep, there is a lot of psychology in it but it also covers many other areas….

The circle has long been closed cayman islands number dataset education, market needs, the free (or not) labor market, and government institutions.

It lacks structured non-formal education and a culture of lifelong learning (Lifelong Learning culture), so today, unfortunately, we have an excellent situation in which everyone passes responsibility to everyone else and thus we have no solution to the problem.

Yes, these are serious challenges, and I will not focus on them, but my focus is where I have had experience so far that I would like to share.

employee development problem
"People don't leave because of a bad job, they leave because of bad management," an old rule proven in practice.
We (owners and/or management teams) must accept that we bear responsibility (Accountability) for the employees in our organization. I undeniably equate this responsibility with the responsibility that parents have towards their children and their development, in fact, our children cannot develop on their own, right, and that is why they need our support.

Hence, we have a moral obligation to our employees to support them in their development, to teach them to perform their job duties, to be excellent at what they do, and to continuously develop their competencies, which will encourage them for personal development, enable them for a better future, and thus they will influence the development of the company and the community.

That is why the company must invest in employee development!
If we do this daily, we will have an answer to the two unknowns mentioned above and we will have people in the organization who are qualified according to the job responsibilities, and at the same time highly engaged people in the organization they are a part of.

But how to get to them?

investment in employee development
1. Invest time. For me, the first step is the leader's decision to invest in their personal development and the development of their employees.

– Make a decision that you will spend one hour a day working with one of your collaborators on their development through practical work (Learning by doing). One hour of mentoring, in which you will transfer your knowledge and experience through practical work.

– Dedicate two hours a week to a one-on-one conversation with one of your associates, in which you will discuss their development plans, opportunities, and activities, in accordance with the goals set, which together you will achieve more easily.