The company is a process in constant evolution and mutation. It concentrates knowledge, expertise and know-how which are renewed within the firm more and more regularly. It is a phenomenon that you, business managers must live more and more, in the market economy, globalization and the technological revolution. Faced with employees who express the need to be more and more and better trained to the new challenges that settle into professional life on a regular basis, managers must manage their skills to always increase their own competitiveness.
The idea is to ask yourself if your employees are endowed with the skills aligned with your strategic vision that is modulating at will. Skills are now at the heart of HR policies. But how do we get there? Think of these keys as needed.
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The Man-Position relationship, a perpetual renewal
Like social relations in companies, the relationship between the employee and his position in the company is paramount. Depending on the profile and the needs’ evolution of your company, it is essential to rethink as often as possible the contributions of an employee to the needs of his position. It enables leaders to better manage and follow the strategy entrusted to the various positions, but also to better evaluate the work of employees on an objective basis of skills and to enable employees to better rethink their career plans.
Local management is increasingly working, especially in Africa where the human relationship is often privileged to automatic reporting. The aim is to create experts according to the processes, but also to the expectations of the company. Surely you must know, but remember that men always need to feel evolved and valued in his work. It is therefore important to rethink, both strategically and practically, the adequacy of men and their positions.
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Technological updating, the key to career development
As you know, with globalization, we live in an era of technology. It is at the heart of economic and social life, especially in an increasingly connected Africa. In order to reach the maximum number of targets, the African company must permanently monitor and adapt to technological developments in order to produce goods and services that are competitive and efficient. The economic causes of the transformations in the various African markets include increased competition and the spread of new technologies that are generally promoted.
Technological training in companies allows you to better think about the technical skills of your agents and executives insofar as the machines now incorporate part of the complexity of tasks formerly assured by the operators themselves. Moreover, new technologies are increasingly affecting the qualifications that would be at the origin of the new forms of organization promoted by technology.
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Skills training, employee retention tool
In an HR policy, one must know how to invest in the development of knowledge, a factor of development for the company. Whether internal or external, training can be done under the form of seminars and meetings. The company is a place of learning requiring necessary upgrades adapted to its needs. Providing adequate education to its employees is above all an asset for the organization. It offers an increasingly qualified workforce that will be less and less in need of supervision. The idea is to ensure a succession for retired executives.
A well-trained and professional employee is a safe bet for his business. It makes it possible to value its skills, but also to motivate them, assets enabling the increase of a company’s productivity. An employee with up-to-date knowledge will take less time to complete a task and thus work more easily. Very often, training abroad, in another African country or on the other side of the Atlantic, is better perceived and increases the visibility of a company.
The skills management approach thus places emphasis on Human Resources as a strategic resource for a company, clarifies the needs for new skills that are constantly evolving, as well as to stimulate an enriched sharing of the vision and to facilitate social dialogue. By managing the skills, the company overcomes several challenges that require a mastery of the various positions and a tool to meet the different expectations of the economic markets. Modeling the level of expertise of your employees also facilitates the follow-up of the knowledge in your organization at all levels of the hierarchy.