In recent weeks we have described the need for all segments of the working-age population to develop new skills, with a particular focus on soft skills such as digital and soft skills..

The World Economic forum’s “The future of jobs report 2018“shows that within 3 years 54 percent of the workforce will need re-up skilling, 42 percent of jobs will have a shift toward digital skills, and that soft skills will be increasingly important compared to hard skills. . Two researches, the first by Sole 24 ore – EY show that within 5 years new skills and trades will be created that are not available today and the second, by Mc Kinsey, shows that within 12 years automation will create 14.6% of new occupations.

Skills development training with a view to long life learning, in a scenario of emerging job roles and acceleration and digitization such as the current and future one, becomes crucial to survive within the labor market. It is strategic to have awareness of the skills expected by the ever-changing market , and the skills possessed, through a continuous process of assessment, development and certification of skills.

But what training and apprenticeships succeed in filling the gaps in a short time?

Formal learnings,, such as those in universities, in addition to still being very theory-focused, struggle to keep up with market demands. The learnings that manage to close the gaps quickly are informal learnings, related to learning by doing, and nonformal learnings,, delivered by training schools ,delivered by training schools, such as Ambire, which are able to offer training programs focused on the skills needs of organizations and individuals. The first step is to start with the process of assessing the skills expected by the organization and the skills possessed through a specially designed online skills assessment methodology and coaching meetings. The output is, not only the skills gaps to be filled through training, but also the enhancement of the strengths possessed, possessed, through a process that develops awareness and responsibility about the demands of the organization and the needs of people. The training process thus becomes effective because it is focused on the authentic and interconnected skills gaps between business and people strategy..

Whichmethodology is most effective?

From our experience, the one that brings together specific competency development tools and techniques with participants’ experience and context culture, , through a learning process based onteam coaching, aimed at the co-construction of a shared reality with impact on competency development and improved organizational functioning.