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As organisations work to define their roles in a global society, their employees are watching out for opportunities to develop their talents, sharpen their skills and stay relevant in an ever-changing economy.
Rapid changes in technology have been witnessed across nearly every industry, with robotics and machines taking over positions that were previously manned by humans. Now, professionals are finding themselves employed as "knowledge workers" – in positions that are less focused on vocational skills and more focused on critical thinking and problem-solving. That means these individuals need professional talent development and development opportunities to stay on top.
3 key tactics for employee development
1. offer training for emerging technologies
If companies do not train their employees in emerging technology, they stand to lose workforce productivity and let employee potential go to waste, while at the same time potentially losing time and money.
New software and information management systems crop up every day, giving companies and their employees ways to streamline their work and improve the outcomes while tracking results. In order to use these resources well, employees need training to understand how to use the new technology. When they master the new concepts, they can implement these programmes more effectively and transform the way they work.
2. rely on expert advice
Training doesn't do anyone much good if it is not accurate or relevant. So, ensure that employees who receive training are getting advice from experts who know their products or their craft.
By investing a little bit more into these professional development opportunities, companies could save more in the long run – avoiding the expensive endeavour of retraining and the mistakes that come from employees needing to relearn new skills.
3. provide valuable professional development
Above all, ensure that employees get the professional development that they think will make them more competitive in the workplace. Dedicated individuals know their industry inside out, and if they can choose the optimal professional development opportunities – ranging from workshops and seminars to national conferences – they can increase their knowledge and expertise tenfold.
The best professional development consists of opportunities that reward both the employee for being a devoted staff member and, by affiliation, the company that benefits from the skills gained.
about randstad employer brand research
Celebrating its 18th edition globally, the awards based on the outcome of the Randstad Employer Brand Research are presented each year to the most attractive employers in 30 markets across the globe. It is the most representative and inclusive employer brand research in the world.
The outcomes are based on public perception and focus on three main areas: overall brand awareness, absolute attractiveness and relative attractiveness. This creates a level playing field for all competing companies instead of giving an advantage to large multinationals with higher name recognition than the smaller companies. The awards are not open for nomination and the results are based solely on the opinions and votes of the local workforce – making it the only award that is truly representing ‘the people’s choice’.
The 75 largest companies were selected in each participating market, usually with more than 1,000 employees. This list is presented to a representative cross section of respondents based on region, age and gender. The respondents were asked to identify companies they recognise and indicate if they would like to work for them. This was then followed up with an evaluation of attractiveness factors, such as salary, benefits, work atmosphere and job content and more, for each of the companies.
Stay tuned to find out who Singapore's most celebrated employer brand will be.