Learning and Development

Learning and development is important for businesses for two reasons: employees want to be able to develop personally and professionally, and companies need a constant adaptation of corporate knowledge to remain competitive and drive innovation. According to a study by PricewaterhouseCoopers, 77% of CEOs see a lack of availability of key skills. Therefore, the companies that not only employ the right employees for the right jobs, but also with the right skills at the right time, can be successful in the future and differentiate themselves from competitors. The key here is the right skills. For this, it is important to know the skills of the current workforce and to match them with future skill requirements. The goal is to fill this gap with learning and development. Action competence, which is described in its facets after the introduction, is important for the professional context. This competence is not needed for every position, but depending on the company, the employee’s previous experience, and customer requirements, the action competence can have different characteristics. The latest findings are presented in this section. This is followed by the question of whether strengths can be developed without talent or whether there is always a need for a talent for strengths. The focus is on innovation, which, however, is not possible without diversity. At this point, the plea for international professionals is made again in order to get different perspectives for innovative solutions. Looking abroad also shows that career paths can be non-linear. This allows for learning new things in new ways, which in turn promotes creativity. The labor market will change, so the target groups will also change: The development of older employees, employees with childcare, and neurodiverse employees also requires new methods of learning and development.