In the past, if you asked employees about their career aspirations, they rarely cited new learning as a goal. Even organizations hardly ever prioritized employee training programs as part of their corporate priorities!
Cut to present times, and the scenario is vastly different. According to a Mercer 2020 Global Talent Trends Study, 82% of professionals want to learn new skills. 85% of employers expect complete digital transformation, which is why 98% of business leaders want to prepare their organizations for tomorrow. And learning programs play a vital part in shaping that future strategy.
This shift has been taking place for some time. Today, organizations must look at employee training as being a strategic investment and not a cost. For no other industry is this more relevant than it is for technology companies. They must keep pace with emerging technologies, changing IT infrastructure, and disruptive technologies – or be left behind. For companies on a digital transformation journey, employee training must make it to the top of the corporate priority list!
Let’s take a look at some compelling reasons why organizations are now investing in learning programs:
Boosts Productivity
Learning programs help organizations achieve higher output with the same resources and timeframes by improving employee productivity. They enable employees to innovate more, collaborate better, and operate with higher efficiency levels. Continuous learning through upskilling or reskilling programs raises motivation and confidence levels. As a result, employees perform at peak capacity.
Encourages Employee Retention & Talent Attraction
Professionals that see their employer walking the talk on learning programs feel connected and loyal to the organization. Since the organization invests in the individual’s learning efforts, the employee feels valued and inspired to grow along with the organization. When people undergo regular training programs for self-development, they stay longer and generate goodwill at the organization. Thus, the organization maintains an impressive employee retention rate. Alongside, it also attracts a better quality of new hires due to its enhanced reputation.
Creates an Edge over the Competition
A learning-oriented enterprise creates a powerful differentiator for itself in the industry. Even during an economic downturn, progressive organizations utilize the time to upskill or reskill their workforce. As employees hone their skills and learn about the latest tech stacks, they collectively raise the performance standards. And when customers experience the effects of agile mindsets powered by continuous learning initiatives, the organization cements its reputation and assumes market leadership.
Ensures future-readiness
Why do we learn? To know more than we did before so that the path ahead becomes better. Learning and development programs benefit employees and employers in equal parts in this context. With ongoing learning, employees beef up their knowledge-meaning they keep getting better at their job. When an organization plays an active role in this journey by facilitating learning programs, it creates a vast knowledge base. Employees armed with future-ready skills can navigate changing business scenarios with a lot more ease than those who haven’t upgraded themselves. As a result, the organization remains well-equipped to deal with dynamic situations and fluid customer demands with minimal internal resistance.
Mitigates Risk
Say an organization is preparing for a large cloud migration project. The team requires in-depth knowledge of Microsoft Azure for SAP workloads. However, only a handful of team members have completed their MS Azure certifications, and they are stretching themselves thin. Since nobody else can pitch in, imagine how much risk the project timelines would face if even one employee fell ill. If the organization is a vendor in charge of the project, it would be even worse as their reputation would be at stake. Had the company prepared a proper training module to plan the project-readiness, it would have mitigated this risk.
No wonder organizations everywhere are teaming up with specialized training providers, especially in the technology arena.
KCC Technologies, a niche training firm, is at the forefront of delivering comprehensive training that covers the full spectrum of Cloud technology stacks. Our AZ-120 specialty training course, for instance, helps enterprises manage SAP workloads and multiple other platforms across SAP.
Our experienced KCC trainers, consultants, and managers prepare technology companies to maintain a diversified portfolio of digital applications they need to stay relevant and competitive. We customize learning content to address skill gaps and also provide post-training implementation guidance.
How is YOUR organization placed in its learning journey? Get in touch with the experts at KCC Technologies to guide your employees on their journey to Cloud!
