As organizations navigate the ongoing resignation trends and the ongoing COVID-19 pandemic, employers are embracing on-the-job training as a critical effort to attract, upskill and retain talent. For several job industries, like health care, these training tactics involve learning programs that can transform an employee’s career path by adding increased value to their talent profile.
While The Great Resignation has impacted most industries, some are seeing major delays in getting back to pre-pandemic times, when the rate of skills development was at a steadier rise. Since 2020, people’s approach to the work environment and employment has changed drastically.
Workers have realized the need for more flexibility, more work-life balance and more upward mobility, shifting the conversation from The Great Resignation to The Great Reshuffle.
The seismic overhaul from The Great Reshuffle has increasingly placed pressure on organizations to discover innovative ways to attract and retain talent — making it clear that employers should leverage upskilling as a key differentiator between themselves and other companies.
But how does this all work? Employers should balance current business needs while also demonstrating a high level of commitment to employees’ career development. To attract talent amid The Great Reshuffle, employers should take heed of the current work environment and take advantage of learning management systems (LMSs) to deliver professional development courses to retrain staff in critical skills.
Lessons From Health Care
Health care is one industry in which many companies, and hospitals, use eLearning to deliver ongoing training and certification preparation to employees. In doing so, they demonstrate a positive commitment to employees, making open positions potentially more attractive to job seekers who want a career that enables future growth and mobility.
This is especially attractive to candidates who were impacted by record-setting layoffs in 2020. The ability to learn new skills on the job with the potential to transfer roles in the future is an added benefit for many of today’s job seekers. In regard to the example referenced above, for many years running, the U.S. Bureau of Labor Statistics has reported health care as among the fastest-growing industries in the U.S. economy.
Yet, in today’s current global environment, health employment has taken a drastic dip since 2020. Many health sector roles, especially for home health services and community care for the elderly, have remained unfilled. Like any industry with too many unfilled positions and an increased demand for services, employers in health care are facing the challenge of providing concrete career paths to attract qualified applicants.
Continuous learning and development (L&D) is a great way to facilitate upskilling and learning in the flow of work. By offering development opportunities, hospitals and health care systems are able to retain their top talent and reskill them to meet current and future business needs, while also attracting new employees.
An example of the importance of learning in health care is the creation of training programs focused on in response to the pandemic. These courses allow learners to complete coursework fully online and at their own pace. By offering these types of professional development opportunities to employees, health care sectors have enabled staff to develop new, advanced skills to improve their individual development and those of the organization’s clients.
And the benefits don’t stop there.
Well-known and trusted global industry analyst, Josh Bersin, has long observed that “people are the only appreciating asset you have in a business.” In other words, there is power in developing job candidates from existing employees instead of hiring externally. For this to work, organizations must be willing to hire people with the potential to grow and be willing to train them accordingly.
This practical approach to learning is crucial to battle The Great Reshuffle head on and build a culture of innovation, while also lowering the cost — and headache — of ongoing attrition.
Bersin further noted that it can be six times less expensive to reskill than to hire externally. Since people are one of the leading appreciating assets in any field, it becomes increasingly important to invest in their professional development, creating workplaces where learning grows alongside employees’ careers.