Profile and characteristics of future employees

The workers of the future, also called “Knowmads” operate from knowledge understood as action and innovation (know) and mobility (nomadic), and constitute the new productive class that generates value. (Juan Carlos Casco, CEO of Emprendedorex). The interesting thing is not so much the name, but the concept. We are facing a new idea of worker, characterized by his imagination, his capacity for innovation, his interest in collaboration and his resistance to a world plagued by uncertainties. We are facing a new type of entrepreneur. The Knowmads are grouped to face a problem or an opportunity to apply knowledge and generate value. They are people working together in a collaborative way, who share a new culture, the CO culture (collaborate, co-create, share …), “says Juan Carlos Casco. A Knowmad is a kind of evolution of the freelance worker profile. Thanks to technology (they are 100% digital workers) they work collaboratively and have the knowledge management (not only because they know things, but because they know how to access the rest of knowledge) their greatest strength. The Knowmads distinguish the concept of employment from work. Jobs are positions, roles or other forms of work. On the other hand, the work has a … Read more

How To Train the New Generation

The workforce is quickly being replaced by millennials. Training managers need to modify their teaching strategies and course delivery methods to rein in the potential and the learning styles of millennials. Below, different strategies to train the next generations in companies are shown: Non-formal learning Non-formal learning includes various structured learning situations, which do not either have the level of curriculum, syllabus, accreditation and certification associated with ‘formal learning’, but have more structure than that associated with ‘informal learning’, which typically take place naturally and spontaneously as part of other activities. This type of learning may or may not be intentional or arranged by the organization, but is usually organized in some way, even if it is loosely organized. Usually, there are no formal credits or certification granted in non-formal learning situations. Some examples of non formal learning: Organizing seminars within the corporation that explain new approaches and organizational strategies. Develop and launch workshops introducing new products of the company Arrange creative workshops jointly with product development and involve senior experts to initiate ideas in to the workflow. Set up “on the job” sessions, where seniors are teaching younger colleagues about the machines, showing them technical aspects they know.   Intergenerational … Read more

Future employees: Case studies

What do apprentices think about their training? What do they like the most? What do they want and need? How can a mentor support them ideally? Watch the following case studies and find out! Apprentice Eric Schmidt describes the value of the U.S. Apprenticeship Program – for him personally, and for the company. Learn more about the program here. https://www.youtube.com/watch?v=fT5yFH47VrU Here you can find two examples on how the apprenticeship benefits the company, in managers´words:

Who Are the Employees of the Future?

We hear a lot about Millenials but who are they statistically? According to Pew Research Center, this generation was born between1980 and the early 2000’s. Millennials are now ranging from ages 22 to 37 and they represent more than half the workforce population. If those numbers made you sit up and take notice then you are well on your way to understanding why it’s important to create training that motivates and engages this generation. (https://www.shiftelearning.com/blog/training-millennials-elearning) So, the training delivered to this generation should be: 1. Brief and Beautiful There is more competing for the time and attention of the emerging workforce then ever before. The media Millennials / knowmads consume is bite-sized thus the training they are likely to consume has to be brief and succinct. Millennials/ knowmads also have a high expectation for technology to be simple, intuitive, and beautifully designed. Millennial training has to be beautiful. If the training content doesn’t appear to mirror what Millennials / knowmads would consume on a regular basis, they will be less likely to engage and retain the information. Microlearning requires a shorter attention span so there is less cognitive load on learners and information is easier to absorb, retain, and recall. … Read more