The digital revolution has taken a significant shift and is changing the entire industries with the requirement of workers with new skills required to operate in an increasingly automated world. The case of TSTYS, can be portrayed as one of the world’s biggest processors of credit card and other cashless payments has taken a significant shift from mainframes to the cloud, it decided to focus on employee retaining in its existing workforce rather than relying primarily on hiring the new workers. Firms such as TSYS lack the market cachet of a technological brand such as Amazon that might find it challenging to recruit enough new workers with high-tech skills increasingly in demand by employers. Not every worker would be receptive to retraining efforts, but TSTY felt it was crucial to take its long-time employees with it as the organization worked to transform itself.
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How might the training needs for an older workforce differ from younger learners?
Organization training and development practices are intentional efforts to improve current and future performance by helping workers acquire the skills, knowledge, and attitude that is required of a competitive workforce. The training offers the hope of increased competitiveness for the organization through raising skill levels, productivity, and value-added. For any individual, education and training have always helped to acquire more knowledge and opportunities give access to more high rewarded work and reduce the prospect of unemployment. In a firm, training and developments are the key elements of human resource management.
There is a vast difference between training the older workforce from a younger learner. While training an old employee, there might mitigate age-related declines in cognitive skills, especially if that is designed for matching older adults’ adult learning needs, there is still a requirement of convincing older people to participate in training activities. Participation rates in training by age portray those training incidences declines with age in all countries for both categories of people who are employed and unemployed adults. Training must be age-specific, as learning in older adults’ benefits from self-paced job-related and work-integrated learning activities.
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What best practices should companies follow when helping their employees retrain for new positions?
There are a few best practices that an organization must follow while helping the employees retain for new positions. Succeeding in employee retention efforts needs one to think about things related to the team’s point of view. Every employee is different, and each has a unique desire and goals. But it’sits essentially to assume that all of them want to know they are being paid at or above market rates and have excellent benefits. They have the desire to feel that they are appreciated by their employers and treated fairly. Apart from strategies of attraction, it is also crucial to look over the area of staff retention in human resource management. Many organizations find the critical retention with various approaches. Some of the strategies in the attraction of employees can also be used in employee retention. Some of the best practices of employee retentions are as follows:
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How can companies identify employees who are likely to be the most successful at continually updating their skills?
Organizations can identify employees who are likely to be the most successful at continually updating their skills. The highly successful employees do not become highly successful only by saying sugarcoated words like ”yes” to everything. Highly successful employees know how to hold ethical boundaries with others, don’t allow themselves to be driven over, or taken advantage of, and they are well aware of saying no to the works or projects when they already have a lot on their plate. Highly successful employees do realize the vitality of clear communication–in voicemail, email, person-to-person, etc. They also recognize that we all have different communication styles. If one can appreciate someone else’s communication style, then you can lead by example and better communicate with them on their terms to cooperate for optimal success. Successful employees are never afraid to communicate or hesitate to share ideas. They are aware of how to temper their excitement in such a manner that it’sits not only about putting down current processes or concepts but instead of finding a way to collude to be more efficient and improve the bottom line or ongoing process in place.