U2D Aprenia supports employees during all phases of their journey in the company. What matters during onboarding, during development on the job, as well as during offboarding, if applicable, you will learn in this blog!
Demographic change in the workplace
"Everything used to be better". You hear this phrase particularly often among older generations as they reminisce.
After all, changes can be visibly seen in almost all areas.
Whether these are "better" or "worse" is always subjective.
Changes, however, within the population structure of a state are referred to as "demographic change".
The number of births and deaths rises or falls, residents leave the country or migrants come to the country.
In the world of work, demographic change is felt above all as a "shortage of skilled workers".
While older employees seem to be more loyal to their employers, younger employees change companies more often.
Numerous expert recommendations can be found on the Internet, explaining why employees should change jobs every two to three years.
After all, changes can be visibly seen in almost all areas.
Whether these are "better" or "worse" is always subjective.
Changes, however, within the population structure of a state are referred to as "demographic change".
The number of births and deaths rises or falls, residents leave the country or migrants come to the country.
In the world of work, demographic change is felt above all as a "shortage of skilled workers".
While older employees seem to be more loyal to their employers, younger employees change companies more often.
Numerous expert recommendations can be found on the Internet, explaining why employees should change jobs every two to three years.
Recruiting and retaining employees
For employees to decide in favor of a company, it must be attractive from the outset and remain so throughout their career.
So when an employee joins a company, the company faces the next challenge, which is to retain the person.
For this it is necessary to deal with the different life situations of the employee.
In the course of the professional life, 5 phases can be distinguished between the recruitment process and the departure:
So when an employee joins a company, the company faces the next challenge, which is to retain the person.
For this it is necessary to deal with the different life situations of the employee.
In the course of the professional life, 5 phases can be distinguished between the recruitment process and the departure:
1. Attraction - attraction/attention.
It is not the product or the service of a company that is decisive, because no product can be successful if you cannot attract and keep motivated and committed employees*.
For this reason, this first phase of the employee lifecycle is critical to a company's success.
For this reason, this first phase of the employee lifecycle is critical to a company's success.
2. Recruitment - Hiring
The recruitment phase is simply the active phase to attract employees. This can either be due to an existing job posting or a new position.
After the recruitment phase, the
After the recruitment phase, the
3. Onboarding - familiarization
Onboarding is the process by which new employees* learn about the company culture, knowledge, behaviors and skills.
There are some methods that make onboarding particularly easy and relaxed for all parties. Learn more in this blog!
There are some methods that make onboarding particularly easy and relaxed for all parties. Learn more in this blog!
4. Development
This is the most important phase during employee retention and can also be referred to as the holding phase. A poor corporate culture can lead to high employee turnover, which in turn can be associated with enormous costs.
Employee retention does not have to be difficult to achieve. In most cases, all that is needed is good leadership skills and a lot of dedication.
In addition, the team plays a decisive role. Particularly in project work, there must be no insular thinking. How to avoid this, you will learn in this blog!.
If this phase fails for various reasons, employees leave the company and the exit phase (offboarding) begins.
Employee retention does not have to be difficult to achieve. In most cases, all that is needed is good leadership skills and a lot of dedication.
In addition, the team plays a decisive role. Particularly in project work, there must be no insular thinking. How to avoid this, you will learn in this blog!.
If this phase fails for various reasons, employees leave the company and the exit phase (offboarding) begins.
5. Offboarding - Exit
The goal of a good offboarding process is an "amicable" parting between employee and employer.
In the process, the last impression of the counterpart is formed above all.
The way to achieve this is usually through a final exit interview. This shows that the employee is supported and valued until the end of the journey.
In the process, the last impression of the counterpart is formed above all.
The way to achieve this is usually through a final exit interview. This shows that the employee is supported and valued until the end of the journey.
Knowledge management
Knowledge management is of particular importance in all phases within the company.
A knowledge management system is ideal for this!
Companies that recognize the importance behind successful collaboration are already using L&D tools.
"L&D" is an abbreviation from the English-speaking world for "Learning & Development" and can be considered part of human resource development.
The goal of L&D is to align the learning goals and performance of employees* or individual team members with those of the organization.
A knowledge management system is ideal for this!
Companies that recognize the importance behind successful collaboration are already using L&D tools.
"L&D" is an abbreviation from the English-speaking world for "Learning & Development" and can be considered part of human resource development.
The goal of L&D is to align the learning goals and performance of employees* or individual team members with those of the organization.
U2D Aprenia as a solution!
The innovative and at the same time most modern knowledge management solution, U2D Aprenia, is a LXP (Learning-Experience-Platform).
With an LXP, unlike a classic LMS, the focus is not on structured learning, but on the efficiency of the learner.
U2D Aprenia allows employees to quickly and easily place small pieces of knowledge into the system and thus centralize them. This is then easily accessible for employees who need to be trained.
In order to meet the needs of every learning type, the knowledge transfer as Spark can be done in different ways.
For example, a knowledge article can be formulated, a video recorded, an e-learning posted or a link placed on an external website. It is also possible to make a document available to users for download.
This concept brings many valuable benefits to all parties involved, whether individual employees, teams or the entire company.
Convince yourself of the advantages that U2D Aprenia offers you and test the LXP for free!
With an LXP, unlike a classic LMS, the focus is not on structured learning, but on the efficiency of the learner.
U2D Aprenia allows employees to quickly and easily place small pieces of knowledge into the system and thus centralize them. This is then easily accessible for employees who need to be trained.
In order to meet the needs of every learning type, the knowledge transfer as Spark can be done in different ways.
For example, a knowledge article can be formulated, a video recorded, an e-learning posted or a link placed on an external website. It is also possible to make a document available to users for download.
This concept brings many valuable benefits to all parties involved, whether individual employees, teams or the entire company.
Convince yourself of the advantages that U2D Aprenia offers you and test the LXP for free!
