Who is responsible for retraining?

Deputy Director of Corporate Services and Director of CLIP Accreditation at the European Foundation for Management Development (EFMD) is responsible for the strategic leadership and development of corporate programs. His responsibilities include ensuring high accreditation standards and supporting organizations in their pursuit of management excellence. EFMD is the leading international association dedicated to improving the quality of management and business education, and CLIP accreditation plays a key role in this process. This position requires in-depth knowledge of management and educational standards, as well as the ability to effectively interact with various stakeholders.

Martin spoke at the EduTech seminar "Reskilling Talks. How to Remain Relevant in the Labor Market?" at SberUniversity. In his presentation, he examined the interests of various stakeholders in the process of adult retraining and workforce transformation. Martin emphasized the contribution each of these parties can make to the successful implementation of retraining programs, which is essential for ensuring competitiveness in the modern labor market.

At the seminar, an analytical report by SberUniversity and the HSE Institute of Education, entitled "Retraining as a Response to the Challenges of the New World of Work," was presented. This report highlights current changes in the labor market and the need to retrain specialists to successfully adapt to new conditions. More detailed information about the report can be found in our previous material.

Photo courtesy of the official website of EFMD Global.

Martin Möhrle, like other seminar participants, emphasized the growing importance of professional retraining. He noted that throughout history, every industrial revolution has led to the disappearance of a number of outdated professions and the emergence of new ones. This raises the question: will the result of digital transformation be similar? In the context of rapid changes in the labor market and technological progress, the adaptation of professional skills is becoming a key factor for career success. Retraining and upskilling are becoming essential to ensure the competitiveness of specialists in the new environment.

Some experts argue that the transformation of the labor market will have negative consequences, including increased unemployment. The main problem is that the necessary retraining will be extensive. Successful adaptation of the labor market will require entirely new skills, creating additional challenges for training the appropriate specialists.

Martin Möhrle identifies as an optimist and is confident that labor markets can benefit from digital transformation. However, achieving this goal requires the active cooperation of all stakeholders: educational institutions, government agencies, businesses, and citizens themselves. Only through joint efforts will labor markets adapt to new conditions and requirements, creating opportunities for growth and development.

Education System: Developing Fundamental Skills and Connecting into Ecosystems

In order for employees to update their competencies in a timely manner and be able to master new professions if necessary, they need to develop so-called foundational skills. These include critical thinking, empathy, teamwork skills, and intercultural communication. These key cross-professional skills are important in any field of activity. They should be developed even before the start of an active career, which will help ensure successful professional adaptation and competitiveness in the labor market.

Insufficient attention to the development of key skills at the primary, secondary, and tertiary levels of education is a pressing problem. It is important that the development of these skills becomes one of the main goals of the educational system. Integrating such skills into curricula will help prepare students for the modern challenges and demands of the labor market. Education should be aimed not only at transmitting knowledge, but also at developing the skills necessary for successful life and work in society.

In the future of career development, employees should have the opportunity to pursue university education throughout their entire working life, according to Martin Möhrle. He emphasizes that higher education institutions must expand their audience, no longer focusing solely on the younger generation: "Universities must become partners throughout a person's entire working life." This applies to both professional training and the development of soft skills, such as communication and time management. A broader ecosystem, including universities, high-tech companies, and other business representatives, is needed to realize this vision. Such cooperation will create conditions for continuous learning and adaptation of employees to the changing demands of the labor market.

Reading is an important part of our daily experience. It not only develops mental abilities, but also enriches our inner world. Reading books, articles, and other materials helps us expand our horizons, improve our vocabulary, and develop critical thinking. Reading also fosters a deep understanding of different topics and cultures, making us more informed and open to new ideas.

To get the most out of your reading, choose a variety of genres and topics. This could include fiction, scientific research, or articles on current topics. Regular reading also helps maintain mental alertness and improves concentration.

Don't forget to share your impressions of what you read with others. Discussing books and articles can deepen your understanding and lead to new insights. Reading is not only a fun activity but also an important tool for personal growth and self-development.

Pavel Luksha discusses a new paradigm in education, emphasizing the importance of ecosystems. In a rapidly changing world, educational ecosystems are becoming key elements facilitating the adaptation and integration of knowledge. Lukša emphasizes that such ecosystems do not simply pool resources, but also form new approaches to learning that take into account the needs of modern society. Understanding and applying this concept contribute to the creation of a more effective educational environment, which in turn affects the quality of specialist training. Discussion of ecosystems in education opens new horizons for teachers, students, and educational institutions, allowing them to act more harmoniously and effectively.

Government: Financial Support and Incentives for Retraining

The issue of the state's role in the transformation of the workforce is causing a lot of discussion, Möhrle emphasized. The key task is to create a new legislative framework, as well as providing financial support for educational programs. This will allow the workforce to adapt to changing market conditions and modern demands. The government should actively promote the training and retraining of personnel, which in turn will help increase the competitiveness of the economy and ensure sustainable growth.

Every 5-7 years, a person should be able to take an academic leave of absence for several months. This raises the question of who will be responsible for paying wages during this period, as well as who will cover the costs of retraining. It is necessary to consider providing tax deductions or vouchers for citizens so that they can invest these funds in their personal development and professional retraining. This will not only improve workers' skills but also improve their overall competitiveness in the labor market.

Mörle proposed an alternative approach to pension plans, viewing them as an additional incentive for professional retraining. He likely implies that an increase in pension benefits can be linked to active training and professional development during working age. This can be an effective motivator for workers seeking to develop their skills and improve their competitiveness in the labor market.

According to Martin Mörle, a key task of the state is to inform citizens about current changes in the world. This is especially relevant in the context of the fourth industrial revolution, when automation and the need for retraining are becoming important aspects of life. The state must provide citizens with the necessary knowledge and skills so that they can adapt to new conditions and not perceive these transformations as a surprise. Informing the population about such changes contributes to the formation of a conscious society ready for the challenges of modern times.

Companies: Funding, Developing a Learning Culture, and Creating a Skills Taxonomy

The learning process requires attention comparable to other important aspects and should not be funded as an afterthought. This statement underscores the need for meaningful investment in education to ensure high-quality training and skills development. Investments in training contribute not only to personal growth but also to overall performance and competitiveness. The expert highlights one possible solution for companies: creating corporate funds to provide grants for employee retraining. Such initiatives have already been successfully implemented at large companies such as AT&T, Novartis, PwC, and Siemens. The introduction of corporate funds for training grants facilitates employee upskilling and adaptation to changes in the labor market. If you are interested in a retraining program, strive to master digital skills, or desire to gain highly specialized knowledge in programming, you can apply. Funding for your application will be provided by a fund created with the support of large corporations. The knowledge you gain will help you improve your competitiveness in the labor market and become a specialist in in-demand fields.

The issue of paying for employee professional development concerns not only employers' willingness to invest in training but also the methods for allocating these financial resources. How companies organize their training budgets, which programs and courses are selected, and how the effectiveness of these investments is assessed are important. Proper allocation of training funds can significantly improve employee skills and, as a result, lead to increased productivity and competitiveness in the market.

Currently, there is a significant increase in investment in infrastructure for remote learning and self-study. However, at this stage, attention must be focused on developing a culture of education and learning. It is important to develop strategies that will help make retraining a priority for people so they can acquire new skills directly in the workplace. It is also important to emphasize that self-education should be a key priority in everyone's life. Creating such an educational environment will allow people to adapt to changing labor market demands and increase their competitiveness.

Möhrle argues that to stimulate a learning culture in companies, it is worth creating "marketplaces" for high-potential specialists. These platforms will allow for the placement of internal orders, offers, and requests for training, as well as the exchange of experience. On such marketplaces, competent employees will be able to express their desire to become mentors for young professionals. Möhrle believes that such a learning platform will help develop informal learning processes and, most importantly, facilitate the exchange of knowledge and experience between specialists. This will blur the boundaries between training and work processes, which in turn will improve overall work efficiency and employee professional growth.

According to Möhrle's observations, many companies are currently unaware of their market position and operate without a clear strategy. This leads to ineffective decisions and a loss of competitive advantage. The need to analyze the current situation and understand market trends is becoming critical to successful business development. Companies must invest in research and data analysis to make informed decisions and adapt to environmental changes. Developing a skills assessment taxonomy is an essential step in determining the current state of professional competencies within an organization. After this, one can begin to create an ecosystem aimed at retraining and upskilling employees. Training and education programs should be tailored to individual needs, taking into account the specific requirements and status of the company's workforce. This approach will effectively develop talent potential and ensure that employee skills meet current market demands. The main goal is to create a personalized system that will allow people to independently choose career paths that meet the needs of the company. This approach not only ensures that employee interests align with the organization's goals but also contributes to increased performance and employee satisfaction. A personalized system will help tailor career paths to the unique skills and ambitions of each employee, which in turn will contribute to the development of the company as a whole.

Reading is an important aspect of development and learning. It not only broadens horizons, but also helps improve critical thinking and analytical skills. Books, articles, and other sources of information allow you to immerse yourself in various topics and acquire new knowledge. It's important not only to read but also to discuss what you've read to gain a deeper understanding and share ideas with others. Reading fosters imagination and creativity, broadening our perspective on the world. Use reading as a tool for self-improvement and achieving personal goals.

Corporate Training: 6 Promising Technologies

Modern technologies have significantly changed the approach to corporate training. In recent years, new tools have emerged that make training more effective and accessible. Let's look at six of the most promising technologies that can significantly improve the training process in companies.

The first important technology is e-learning. It allows employees to study at a time and place convenient for them. E-learning platforms offer a variety of courses, tests, and interactive assignments, which contribute to better assimilation of the material.

Virtual reality (VR) and augmented reality (AR) are becoming increasingly popular in corporate training. These technologies create immersive experiences, allowing employees to practice skills in a safe and controlled environment. For example, VR training can be useful for training in fields such as medicine, manufacturing, and service.

Artificial intelligence (AI) also plays a significant role in optimizing corporate training. AI can analyze employee performance, recommend individual courses, and tailor training programs to specific needs. This makes training more personalized and effective.

Mobile learning apps allow employees to access training materials anytime, anywhere. Such solutions are especially relevant for companies with remote teams, where continuous learning and development are essential.

Social learning, based on the sharing of knowledge and experience among employees, is also gaining popularity. Collaborative learning and experience-sharing platforms foster a community where employees can share ideas and receive support.

Finally, gamification of training is a method that uses game elements to increase employee motivation. The implementation of gamification can significantly improve student engagement and interest, which in turn facilitates deeper knowledge retention.

The implementation of these technologies in corporate training will help companies improve training effectiveness, increase employee engagement, and, as a result, improve overall business results.

Every person

According to Möhrle, in the past, education and career advancement did not place such high demands on an individual as they do today. Today's labor market demands deeper knowledge and skills from applicants, which makes the process of training and professional development more complex and multifaceted. In a rapidly changing world, it is important to constantly update your knowledge and adapt to new conditions to remain competitive. Thus, the need for continuous learning and improvement is becoming a key factor in career success.

In the past, training took place according to strictly established models: first in schools, then in universities, and finally in companies. These approaches were considered sufficient for shaping a successful career and personal life. Pupils and students were offered ready-made career paths, allowing them to focus on predetermined standards and achievements. However, today's world demands greater independence and adaptability in learning to succeed in a rapidly changing environment.

Every year, more and more people are becoming entrepreneurs, actively managing their development and careers. To achieve this goal, according to expert Mörle, a change in societal outlook is necessary. He emphasizes that "people must learn to learn" and abandon outdated skills. Over the course of their careers, a person will master seven to eight different professions. However, society is not yet ready for such changes. Nevertheless, the time has come to move forward. According to estimates, the transformation of the labor market will take approximately ten years. This is a long, but quite feasible process that requires the active participation and interest of all parties to move successfully in this direction.

Who is responsible for retraining?

Contents:

Education System: Developing Fundamental Skills and Connecting into Ecosystems

Government: Financial Support and Incentives for Retraining

Companies: Funding, Developing a Learning Culture, and Creating a Skills Taxonomy

Every person