We have therefore decided to extend our portfolio in people development with another way of learning: digital, flexible in timing and with a focus on soft skills.
Our working world is in constant change, and ever broader demands are placed on employees, for example in soft skills or in fields around professional aspects such as management and leadership.
Means and channels of communication are becoming ever more digital (and not only because of the coronavirus pandemic) and keep changing. Foreign language skills are indispensable in a global business environment, and awareness of the physical and mental health of employees is greater today than ever.
Alongside professional knowledge and skills, it is becoming increasingly important to develop the personal, social and language competencies of employees in every part of the company.
Meeting this complex set of requirements should be reflected in an adjustment of people development and, for us, makes an addition to the existing training offering necessary. We therefore consider it sensible to convey some topics not only through relevant specialist literature or by sending employees to external courses, but to offer a way of learning that accompanies everyday work. The focus here is on soft skills.
So we looked for a solution to support employees in self-directed learning in soft skills, flexible in time and place. Employee development can thereby be adapted to the individual demands of a working day and of the person, so that neither the work task nor personal development has to be put off. In addition, our employees can decide for themselves what they want to learn from the wide-ranging offering and which topics they want to go into more deeply. The subject areas do not have to have a direct professional relevance for the individual employee in order for them to engage with the material.
That is exactly what makes it special, because by encouraging personal development, many of the learning topics make it possible to look beyond your own area. The gain in personal competence will benefit both the employees themselves and, through them, the company.
Whether we reach our goal with this form of learning and whether it is a good addition to our training programme for supporting and equipping our people, we will find out over the next 12 months. We are already very curious about our workforce’s feedback on our new partner GoodHabitz and on the learning format.
We are very happy to share our experience with you and to exchange views on it. Feel free to get in touch with Sarah Kuhn, HR officer, at sarah.kuhn@reiser-st.com.
