Last year, the PPMC delivered research on attracting and retaining talent. The key result was most organizations across the country are facing a talent shortage; government organizations are feeling that shortage at a higher level due to difficulty attracting and retaining staff.
Organizations need more creative approaches to traditional benefits.There are many reports that have coined the phrase the 鈥済reat resignation,鈥� which refers to the large number of baby boomers who have retired over the last two years: approximately 23 million (Fry, 2020).
We are all competing to fill those positions, which will likely be with those from the millennial and generation Z talent pools. These generations have new expectations about their workplace and benefits, which are challenging HR professionals to evaluate all they do to attract and retain talent.
One key solution which spans generations is the opportunity to upskill and reskill employees through professional development. Employees not only want development options so they can continue to expand their knowledge in their current roles, but also so they can be prepared for future roles. Younger generations must see a career growth pathway. They want to feel confident in their skills, which can only be realized if they have opportunities for learning.
Employees not only want access to professional development but also personal development opportunities. Research states that well-rounded learning and development can enhance both individual satisfaction and productivity.
WebCE highlights other several benefits of professional development (Antley, 2020):
- Expands knowledge base by providing new ideas
- Increases professionals鈥� expertise and skills sets in their work
- Allows for increased responsibilities by enhancing knowledge and updating skill sets
- Provides networking opportunities and connects them to people within their industry
- Training keeps professionals current on industry trends
The pandemic also helped us understand that learning opportunities should not be limited to traditional all-day, in-person training sessions. There are many ways to engage learners, including:
- Microlearning: focused topics in formats like videos, infographics, and toolkits
- On-demand training: training accessible at each learners鈥� convenience in video format (five minutes to 1-hour is recommended)
- Virtual training: participants can receive training without having to travel; training sessions are typically 30 minutes to 3 hours
- In-person training: the classic, still popular style that can be 1 to 6 hours and provide enhanced engagement and networking among attendees
Making options available means that professional development needs can be met according to individual employees鈥� learning styles and availability.
By creating a culture of constant learning and offering professional and personal development options, organizations have a greater opportunity to engage and retain their workforce by building skills and creating knowledge.
For all of these reasons, the PPMC is committed to creating and delivering professional development opportunities for public organizations. We frequently do this through training sessions and conference delivery.
The PPMC knows how important talent is. Providing knowledge is a key ingredient to keeping employees engaged in the organization.
Take a look at the PPMC鈥檚 training catalog to see if our programs could help you and your employees. We hope to keep connecting to public entities across the state to conduct professional and personal development. Don鈥檛 see what you鈥檙e looking for? Let us know and we鈥檒l come up with something new together. We look forward to working with you!
Sources
Antley, Trevor. 鈥淲hat is Professional Development and Why Is It Important? WEBCE, July 16, 2020,
Fry, Richard. 鈥淭he Pace of Boomer Retirements Has Accelerated in the Past Year.鈥� Pew Research Center, 9 Nov. 2020, .