It is quite astonishing that 80% of the largest global enterprises claim to have a dearth of skilled employees, although the solution lies within the reach. The skill gap is surging and there seems to be no stopping to it, unless and until organizations – employer and employee realize the worth of enterprise certifications. The focus is on developing skilled employee, not labor. There has been a shift in the ideologies of the hiring manager, they look for people with knowledge backed by a certification and credentialed expert in their domain of work.
As a matter of fact, there is basically no such lack of job opportunities in the market, nor are the potential employees vanishing (read: not traced or found). The hiring managers are looking for employees who are competent and capable enough to bring positive growth to the organization, not the ones where the hiring manager has to align a learning officer and invest time in the training and development of the individual. The talent managers are scrutinizing each and every skill that a potential employee writes in their resume, so having a back-up of the enterprise certification can help in landing the job. This phenomenon is highly observant in the global leading economies like the US, Europe, Middle east and Japan. The preference is always leveraged on getting a skilled employee on board and later molding and developing them with proper training and providing enterprise certification in order to build their trust.
One thing worth noticing in the age of growing economy and filtered job markets is that organizations prefer to train and sponsor employees skill development programs. Basically, the answer to the global skill gap, not labor shortage is enterprise certification. Needless to say, 78% of the companies globally has resorted to the method of learning and development to hold back and retain their importance resources and talent.
Sadly, not all the industries opt for the same method, as a result most of the resigned employee don’t have the much certified knowledge, which is yet again carried forward in the company they join. As a result, today worldwide 53% of the companies cites a shortage of skill gap among the existing pool of talent as their major hindrance to growth. But fortunately, 49% of such companies are taking initiative to bridge the gap and has incorporated an in-house team to bring their employee face to face with their skill gap and ways to improve it.
However rose tinted this might look, but the reality cited by the 25% of the employee is a complete different tell-a-tale. There isn’t any such value addition to one’s skill set through virtual training or for that matter certification program. The workforce development agenda seems to be going haywire with such drawbacks cropping in. Typically an employee is quite concerned about their wages, so anything that can enhance it is welcomed, but the industries which promote learning and development are far away concerned about earning wages. Also, with short-term contractual employment on the rise, this ‘gig’ might be a little too far-fetched, with companies little less interested in retaining and investing in an employee for the long term.
However, the acid test here is the actual value addition that the incumbent employee perceives in his or her career profile – the professional credential angle that the employee can carry on their resume. In fact, as talent manager’s wake up to the realization that certifications are more than just competency development tools, they are investing heavily in this multi-faceted resource – enterprise workforce certification is now a major component of employee learning and development programs globally.
Is Enterprise Certification really the Answer?
Today, globally talent managers recognize that enterprise certifications are not just mere proof of competency of an employee, rather it represents the workforce nature, organizations repute, and many other facets of both the employer and employee. The global economy is realizing this fact too, that certifications shouldn’t be treated as mere tools for skill enhancement but an opportunity to learn and boast in the form of certification. The future of certification lies beyond the traditional ones, rather it will revolutionize each and every sector.
Globally, 68% of the enterprises have kept their bet on certifying the workforce which helps in validating the employee’s potential to perform the job. According to studies based on the PACE (Pressures, Actions, Capabilities, Enablers) framework of competency assessments, 23% of organizations that have implemented certification programs have gathered enough data to prove that workforce certifications have provided significant alignment to business goals over their competitors.
Keeping in mind the perspective of a Talent manager, enterprise certification programs acts as a boon to their employee engagement drive. A massive 79% of the talent managers consider enterprise LMS as key to retention and gaining employee trust towards the organization. Things have indeed changed, wages and monetary reason have become so yesteryear reason to hold back, even employees looks forward to adding brownie points in their resume. If numbers are to be taken into serious consideration than 49% of the employee’s vouch for professional learning and development as opposed to 28% for whom compensation is still the key motivator.