We all have this ” little” moment at work when we say to ourselves that a “small” training session would be more than welcome. Sometimes, we note it in the back of our mind and keep it for the next appointment with our manager, then we move on to something else…
In the end, it isn’t that important or at least not as much as that urgent file you’re currently working on. You don’t feel guilty anyway because “if my manager doesn’t tell me, it means it’s not a priority”.
Actually, “I don’t have time”, we act as if it was our gym membership, which we can catch up on when the weather will be good again!
But the truth is that this little moment as well as the others coming, will end up counting.
And they will count because every minute that passes, leads us towards the improvement and progress of our jobs and skills, in particular, in the service industry.
Automation, robotization and now artificial intelligence are coming knocking at the door of your office. And, it’s more than time for you to welcome and embrace them.
Who wants to see the added value of their work disappear?
Of course, most readers of this article are familiar with these topics, but have they integrated it into their own work?
Today, low-skilled jobs are the most affected and the first ones to disappear (-55% of jobs created for routine functions, according to “Les Echos 2017”).
This is why GEODIS has started training his/her forklift drivers with the help of virtual reality. Our aim is to make the technological advances a part of our daily working environment.
But certain attitudes to in-company training in general also have to evolve towards greater freedom and responsibility.
Two levels of involvement
In fact, it is no longer appropriate to rely only on the company training plan and on the organizations controlling quality level and regulatory minimum level. Better to undertake your own evolution. Digital platforms, knowledge centers, micro learning, game learning or virtual classroom formats are already leading us to learning empowerment. More and more developed, these tools help us to rethink the concept of learning.
Otherwise, support from HRDs becomes possible thanks to the pressure coming from industries, but also thanks to managers capable of driving innovation.
According to The Economist, employees in Singapore have been asked to list, industry by industry, the main changes and innovations they expect to see in the next five years (Source: Les Echos 2017). Beyond helping companies adapt their courses catalogue, this practice encourages the employee commitment. It is a challenge for 43% of HR Directors (source: Robert Half 2016 study), whose priority is the employee retention (82%), particularly because of the high training costs.
Finally, the future of training would lie in the hybridization of practices where the passivity of actors and decision-makers would have no place. In France, a country with a very hierarchical culture, the manager’s and employee’s agreement on functional development would be a major asset for the return on training investment.