Primary school. High School. Academic degree. Career. Pension. Working life has long since ceased to be as simple as putting these words together.
In addition to the countless possibilities that can be walked between the individual stations, there are usually many individual steps between career and retirement that have to be completed. These can be summarized under the so often striven for lifelong learning. The topic of this article should be what further training there is after graduation and what content is particularly lacking.
Popular, but with practical deficits
The career prospects after completing your degree are very good. There is no doubt about that. However, there is a catch in the system that is rarely spoken clearly. A course of study paves the way to a commercial enterprise, but in order to remain there, today’s managers have to regularly accept new circumstances. In order to be prepared for what to expect in practice, it is important to stay on the ball in terms of further education even after completing your studies.
A look at these currently relevant topics shows why this is necessary:
Change management requires knowledge and strong nerves
Figure 1: The topic of “change management” is an increasingly important component today in order to get companies on the course of new challenges. Those who want to implement it need appropriate specialist knowledge.
In business jargon, the term change management is used to describe this change: “Change management or change management encompasses all projects, activities, measures and tasks that are supposed to bring about far-reaching changes in an organization. Most of the time it is about pursuing new strategies, changing established structures, renewing technical and organizational systems, improving processes and procedures or influencing and changing the behavior of employees in the organization. “
Since one of the biggest mistakes in change management is the attempt to run too many change processes in parallel or even to do them “alongside the day-to-day business”, there is often a blatant double burden. To learn methods of how change management can still be carried out successfully, a topic-specific seminar can be attended, for example.
Faced with demographic change
Figure 2: Companies are currently faced with the challenge of adequately employing older employees. In a few years there will be significantly fewer employees.
The demographic change can currently be summed up in a simple way: we are getting older. This also means (with a view to the world of work) that the employees in a company get older. And it is precisely this factor that leads to the need for further training in these topics:
- Help shape demographic change in the company.
- Partial retirement and other models on the way to retirement.
- The potential for conflict is growing: young bosses and older employees.
This forecast predicts the challenges that demographic change will bring : “ The number of young people will decrease significantly, as will the middle-aged generation. However, the number of older people will increase significantly. As a result, the number of workers between the ages of 15 and 24 will decrease by 980,000 by 2030, and the number of workers between 25 and 54 will fall by 4.8 million. This will be offset by an increase of almost 3 million among the labor force over 55. ” And that also means that there will be a need for training again in a few years, because with fewer employees in the company, the challenges will not be less.
Young people, the severely disabled and speakers are given a voice
With a view to the decreasing selection of workers, especially those who are well trained are increasingly being courted. In addition, they can increasingly raise their voices when it comes to bringing ideas into the company or helping to shape it in moderation. This development started long ago. Everyone knows the works council, for example. But youth and trainee representations as well as representations for the severely disabled are also becoming more common in companies.
The specialists of tomorrow must also prepare for these tasks – and are doing so more and more in the form of post-graduate training seminars. It is not just about a construct of rights and obligations, but also about showing options what a committed group of speakers can initiate and implement.
Figure 3: In order to have a voice in the company, young employees or dual students do not need a microphone, but rather know-how in the field of youth and trainee representation.
This IG BCE clip shows a smart example of the tasks of the youth and trainee representation, how it is organized, what issues it addresses and how it is staffed: https://www.youtube.com/watch?v = 9-keGjWVOVc
It is also pointed out that young people, trainees and dual students have the right to qualify for work in the youth and trainee representation.
Conclusion: A degree is the starting signal for further training
The path outlined at the beginning, which leads from the primary school to the career ladder with just two intermediate steps, is no longer a reflection of the business world today. However, the fact that learning only starts after completing your studies is not the fault of the providers of degree programs, but is a result of time. Time brings upheavals that those who want to pursue careers have to deal with.
According to BRIDGAT, the universities themselves have a different set of challenges to bear, because today’s students want training at the highest level with as much flexibility as possible. And in terms of flexibility, the universities have already done their homework and offer part-time, full-time and distance learning options.