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The Importance of Continuing to Grow

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The restlessness, curiosity and constant learning is something that must remain and develop throughout the life of a person as it provides us with an intellectual, cultural, fundamental growth to grow as a person.

Regarding the labor development of each employee, the context and demands of the new labor market and the importance of continually reinventing themselves to the rhythm of the new global world must be taken into account, characterized by a digital and social environment always in continuous and rapid evolution.

This need to be in a continuous state of reinvention and learning affects natural persons and therefore legal persons. In this sense, companies must promote the development of their employees, in order to develop themselves in the same proportion (it is a win-win ). Companies must have as one of their priorities to invest in the training, specialization and preparation of the employees, since the organizations are formed by the employees and the development of both must necessarily go hand in hand.

The company requires a constant improvement in all those assets that affect the progress and increase of productivity, and that, in addition to optimizing business growth and improving the income statement, it adds value in terms of reputation, image, and corporate social responsibility.

Professional specialization at all levels is also a requirement of our time, and in addition to technological innovation, flexibility in work, conciliation, assessment by objectives, teleworking, promotion of internal careers…. It provides to those who possess them greater capacities to be able to compete, making them innovative when adapting to careers with new labor contents, (adapting to the new opportunities created by this mobility of the current business environments / objectives).

To respond to the different needs born in the labor market and the need for new professional profiles, the company must implement a career development plan through the promotion of internal careers.

Said internal career development (horizontal and vertical) will be carried out through the investment of the company in the resources, procedures and tools necessary to determine the trajectory of the workers, their achievements and objectives. To this end, HR personnel will be able to run and establish procedures in order to help and guide internal employees to boost their professional career through, for example, a promotion or recycling within the company through for example of a change of area or functions.

This internal career development plan, whether vertical or horizontal, whose objective is to train, guide and develop the professional career of internal employees, in turn covers the need to fill jobs that are expected to be created in the near future.

Advantages and requirements for the employee.

The employee must keep in mind that each person is responsible for their professional career, and that they add motivation and contribute new skills, communication skills, language skills, public speaking...

Vacancies must be shared and known (transparent) by all employees, and knowledge of the necessary means and skills must be accessible to access or qualify for them. The employee must be given the opportunity to achieve promotions, better salaries, more responsibility and hierarchy, motivating them to develop their personal ambitions of responsibility, creativity, innovation and implementation of initiatives. All this helps to create an environment of satisfaction, improves the work environment that eradicates boredom, routine, even work absenteeism.

The call for promotions of internal careers within the company also necessarily implies that it has valued the jobs adapting them to the objectives pursued. To achieve these achievements, it has the participation of those employees with the appropriate profile and ambition to prosper professionally and economically and embrace new knowledge.

Advantages and demands of companies

The call for careers involves an investment in the preparation of personnel to fill the planned or vacant job position with the suitable employee. In principle, it represents a future investment for the company.

Locating talent and retaining it's an essential part of the internal careers, which makes it possible to have a strategy that makes it easier to organize the most suitable personnel for the future occupation of vacancies. (The existence of these channels opens up possibilities of professional and economic prosperity for companies and employees that motivate them so that through the acquired preparation, productivity is improved).

To the incorporation of the promotion of careers within the company must be added the study and objective assessment of the job in unison with the precise definition of the most appropriate profile, knowledge of the time to be used, the necessary steps to take and the content and necessary techniques of said position..

This necessary study allows that at the same time that we make possible future vacancies possible, discard those that are obsolete, and give continuity to those that are updated and adapted to the new environment, by the use of new technologies, the greater flexibility in the work, the Application of teleworking and compliance through objectives.

The promotion of internal careers in the company, in addition to increasing the shared benefits, productivity and enriching the professional training of its employees, adds to its progressive and innovative image, improve advertising to its competitors and promote the viability and sustainability of the same. It's important to note that it also increases the commitment of employees as it implies offering new tasks and goals, and all this implies a recognition by the company of the effort and experience of the worker.

The society that intervenes in business development, as a force that creates new horizons to overcome, highlighting globalization, ecological challenge, economic capacity to meet the needs of humanity... it implies for companies and employees a moral obligation to contribute to the common benefit, providing real value to society. Those employees and companies without values, and that put other criteria before the social benefit, are the ones that run the risk of becoming “workers and companies without soul”.

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