The things we like to do in life are not always connected with our work. Let’s take hobbies, for example, some like to collect coins, others are more into extreme sports or go out with friends. Let’s say, a rough ten years ago when you tried to set up a website to exploit that hobby and create a coin-collectors-nerd website.
You’d fire up a text editor, write the HTML and CSS from scratch, set up a server, transfer the files to the server, then launched the site. You made updates about your new coins manually without using a content management system and learned how to design everything yourself down to the pixel. That’s how a new skill was born in the mid-90’s. In today’s time, you might be able to design websites and apps for clients all over the world.
This small story illustrates how people are able to self-teach a skill set, but also are able to completely transform their base education or hobby into their current work or lifestyle as long they have the time, motivation, and energy to put into. Created skills are variable that depends on interests, focus and priorities. As you elaborate as a person, some of your skills will grow and others will not. Evolving skills is something that takes time and practice, but with the pace of change in this century, new requirements are added every day. That being said, how do you keep up with the process of ever-changing skill requirements?
‘Does the perfect candidate even exists nowadays?’
That’s the question that’s asked frequently in this industry. Or, should we invest in the power of a life-long learning process to make sure people will evolve with the job? To answer that question, you must know that skills are like muscles. They never completely go away, but if you don’t use them, they lose mass, tone, and tightness. They don’t push you as far as they used to, which means that learning and training is an essential part of skill conditioning. As soon as we stop practising, you can lose touch with some of the things you are experienced with.
Something your employees should realize is that the strong suit of skills can fade with time, but it does not mean you become useless for a company. When you keep investing in each other and stay focused on the growth or expansion of skills needed, nobody should ever outgrow their strong suit. It’s a deeper realization: ‘Nobody is the same person they were five years ago,” and that’s a pretty good thing! Losing the foundation of ‘what got you, where you are’ can be frightening, but it can also be advantageous. For example, you’ve lost your knowledge about manually building and designing your own website. When a few designers come into your office with a problem, you can take a look occasionally and see a problem with fresh eyes and often help find the solution. You are further away from the work, but closer to the problems. And, it turns out, that’s a good place to be.
With SAP SuccessFactors, you never have to worry about your employees outgrowing an ever-changing skill landscape that is sensitive for change and more. It allows you to improve business results, boost productivity, and increase organizational competitiveness with a learning solution that allows you to develop leaders, assure compliance, and train external audiences. As the recognized leader in learning and talent management solutions, SAP SuccessFactors Learning also can be leveraged as a unified, key part of SAP SuccessFactors HCM Suite.
Are you curious what it can do?
1. Blend learning capabilities for developing employee skills
SAP SuccessFactors puts your employees at the center of the learning experience – making them both teachers and students. Engaged employees will develop new skills, share ideas, and gain insights, making them more motivated and productive.
2. Extend enterprise environments for partners, customers, and the extended business network
With the SAP SuccessFactors Learning Marketplace, learning organizations can now take a huge step forward with a simple, comprehensive, modern external training solution. They can work with business leaders in marketing, sales, and partner organizations to attract and satisfy customers, enable partners and the external business ecosystem, and drive revenue from the training organization.
3. Automate assignment profiles to improve regulatory compliance and reduce legal risk
For learning professionals at organizations that need to regulate, qualify, and certify their employees, SAP SuccessFactors Learning allows you to automate and assure compliance-training.