Although progress has been made in recruitment, more work needs to be done in order to develop the careers of young professionals, a new study has found.
Research from the Chartered Institute of Personnel and Development (CIPD) discovered that more needs to be done in order for a clear business case to be established for investing in their career progression.
Fujitsu was one of the companies that contributed to the report, finding that developing young people has had a positive impact on the wider business, which will help to drive engagement, raise efficiency and develop better productivity.
CIPD found that developing young employees will lead to higher retention and lower recruitment costs, developing a pipeline for leaders in the future.
The report also identified that learning and development (L&D) and HR professionals need to understand the strengths, skills and learning preferences of young people. People interviewed by the CIPD said they preferred a bite-size learning approach where experience is gained from experience and constructive feedback.
Although many of the respondents referred to themselves as being “tech-savvy”, online training was the learning method that young professionals admitted to disliking the most.
It is clear that young people prefer a wide variety of different training methods and generalising or stereotyping them could easily backfire.
Ruth Stuart, research adviser for L&D at the CIPD, said: “With over 300,000 young people entering the workforce every year, organisations need to establish effective development opportunities from the moment they’re employed, so they can retain them and build on the unique skills they bring.
“To be successful though, organisations must be clear on what they are trying to achieve.”
Mr Stuart explained that it is “pointless” to introduce a scheme without considering its impact on wider business and how it fits in with future resourcing requirements.
Posted by Jon Aspinell on 4th June 2015
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