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Investing in Employability

Employability is no new concept, many organisations try to improve the employability of their employees. But what is it exactly? Why is this relevant for your organisation? And what is the best way to improve the employability of employees?

employability

Employability is ...


Literally the word employability is a combination of the words employment and ability and while there is no uniform definition, the meaning can be deferred from those two words: it is the ability of keeping employed.

Keeping employed does not mean keeping the same job, but means that one has the competences, skills and knowledge to be able to execute their job well and be flexible enough to switch to other positions within, but also outside the company.

Keeping/Maintaining those competences, skills and knowledge up to date and improve (build upon) them to grow is the essence of the term employability.

The benefits of improved employability


Obviously employees who are improving their employability have advantages, not just for themselves, also for the employer.

A higher employability can create certain obvious advantages. Workers are more flexible, better trained, make less mistakes, are more effective and so on.

However there are also long-term benefits. Working on the employability of employees ensures the safeguarding of knowledge within the organisation. It helps the company adjust easier to changing market conditions. It can help improve the loyalty the work force has for the company. It can help workers to make career within the company.

Although the advantages of employability are noticeable for both employee and employer, it is the latter one who has to initiate and stimulate this process.

How to improve the employability


Working on the employability of workers means investing in the proper training and education to ensure employees possess the competences to do their tasks better and are more employable for various positions.

It is therefore important to get an insight in their training history and needs. What does each employee know, and what is still missing? In other words, knowing the difference between the actual and target situation.

Once a training gap is identified it is possible to set up an action plan, also known as personal development plan (PDP) for each employee. Which training courses, education or work instructions does an employee need to become better qualified for his current job and for others?

This process can also be done for departments, functions and the entire company in order to get an insight in the employability of various parts of the organisation. Where in the company are there training gaps and what needs to be done to close these gaps?

Only if you can get a grip on the training and education of employees is it possible to improve their employability and improve the performance of the organisation.

A helpful tool for improving the employability is a learning (or training) management system. Such a system can help to identify any training gaps and set up personal development plans. It can also support the employees’ involvement into their own employability. Giving employees an insight into their development and the required competences for their position or a promotion can stimulate their willingness to work on their employability.

If you like to know more please contact us via the comment form below, or by sending an email to info@ose.nl

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