The cycle of the classic career has not changed for centuries. It is divided into two periods: education and work. Education begins at kindergarten or primary school and stops after university or any other higher education. Then we start to work and when we look at our grandparents or even our parents, we find them doing the same job until retirement.
This has significantly changed in the last years! Technological shifts, as well as socioeconomic and political developments, occur much faster than in the past. Jobs and occupations of people adapt along with these changes. Additionally, new generations seek more in a job than gaining monthly pay. Millennials and Generation Z are longing for impact and experience which leads to faster and more frequent job changes.
Due to those trends, people need to adapt and become more flexible in their skills. A new trend is developing: classic education shifts to lifelong learning. Already 60% of companies see themselves as “learning organizations” and 70% of employees are open to new tasks. According to McKinsey, it is crucial for companies to provide digital on-the-job training to equip employees with future capabilities.
Of course, the Covid-19 pandemic has an impact on this topic as well. It is currently harder than ever to find a job, especially for young professionals. The world of work is changing and there are more and more changes in task areas. Even big companies changed their business model during the pandemic, for example towards the production of face masks or hand sanitizers. Those changes require flexibility in skills.
How can we adapt to those changes and realize lifelong learning? The solution is continuous on-the-job training. There are several benefits which are an opportunity for everybody:
- Advantages over competitors: imagine your boss wants to either promote you or your colleague and both of you work at a similar level. If you have more education, you are probably more qualified for the next job. 80% of on-the-job training and education participants gain more competencies and are more secure in their job after the training.
- Reduced risk of unemployment: the same explanation as in the first point. Many jobs are cut due to the pandemic and digitalization, but with more education, you have a higher value to your company and will less likely get fired.
- Higher chances of becoming a leader or manager: a study of Süddeutsche Zeitung shows 96% of respondents consider readiness for on-the-job training important for managers and 65% of training participants report a positive effect of training on their vocational development.
- Better communication: on-the-job training is not only technological, it could also be learning a new language. With this asset, it is easier for you to maintain international professional relationships with partners, customers, or other stakeholders.
- Better financial security: a study of Frankfurter Allgemeine Zeitung shows that higher education leads to higher income.
To conclude, on-the-job training is a great opportunity to improve your job position and help you with your vocational development. If you want to learn more about how to implement on-the-job training in your company or institution along with tests and assessments, go to cubemos.com or contact us via firstname.lastname@example.org.
 Staufen (2019): Erfolg im Wandel – deutscher Change Readiness Index 2019
 McKinsey & Company (2020): New Work – die neue Realität der Arbeitswelt
 Süddeutsche Zeitung, Nr. 140, 20.06.2011, Seite 29
 https://www.dihk.de/resource/blob/5472/89bbc878508c319b47c1fc4ec6039080/dihk-erfolgsstudie-weiterbildung-2018-data.pdf p. 6
 Frankfurter Allgemeine Zeitung, 08./09.02.2014, Nr. 33, p. C1