- Recruitment is often a laborious process, making the systematic development of staff skills all the more important.
- Managers are ‘change-weary’, and some are unwilling to engage in self-reflection.
- Often there are only one or two HR professionals – if any at all: high expectations, few resources.
- ‘Training courses’ are not enough to embed future-proof skills – you need learning pathways and modern learning methods.
- Tech talent, in particular, expects structured career models – specialist career paths, in other words.
Staff development is no longer synonymous with further training programmes. The aim is to work with managers and staff to steer the development of skills throughout their careers. This also includes modern learning formats such as microlearning and communities of practice.
