HR

Diversity

in the Work Environment

as a Way to Develop Creativity

If companies want to remain competitive, they need to constantly respond to changing market

trends. We live in a time of constant innovation and change and, if we want to keep up, education

is a necessity for further development and growth. Every company is all about people, which is

why the rule is that if its employees—including its management—develop, the whole company

grows. In order to look at education through the eyes of experts, we have invited recruiters,

HR experts and representatives of educational institutions to this year’s Invest MORE conference.

And now we bring you a short summary of the key findings.

Diversity in the Work Environment as a Way

to Creativity

The conference was opened with a lecture by Radek

Špicar, Vice President of the Association of Industry

and Transport, who mentioned the importance

of investing in research and development and

the benefits of diversifying work teams. According to

him, a diversified work team is a key element in the

development of creativity, which is crucial for the

growth of companies. One could say that it is a business

necessity. Companies should not be afraid to create

teams and collectives that are made up of employees

across generations, genders and ethnic or other social

groups. Their diverse qualities, views and approaches

can complement each other, creating a solid corporate

fabric that is better able to respond more creatively to

rapidly changing market demands.

Active Communication Between Companies

and Schools

If companies want graduates to be adequately prepared

for employment, they need to go a little further. It is

therefore important not just to work with the school or

university and focus only on pupils and students in their

final years: companies should actively communicate

with educational institutions so that they are able to

define their requirements correctly and so that schools

understand the current demands of the labour market

and can adapt to them appropriately.

An In-House Trainer in the Company as a Helping

Hand for Your Colleagues

An in-house trainer can be a specialist in the company

with sufficient knowledge and experience to pass on

to his/her colleagues. However, it is often the case that

the person in question is a highly qualified expert but

unfortunately has no experience in teaching others—this

need not be a barrier. It is therefore essential to work with

these people appropriately and help them master their

role by ensuring that your internal trainer can effectively

share their know-how with their colleagues through

appropriate training tools and programmes. Don’t forget

that the in-house trainer himself needs to be trained as

well from time to time.

Up-skilling and Re-skilling Employees

The concepts of up-skilling and re-skilling were also

mentioned in panel discussions at the conference.

These are becoming increasingly relevant in the world

of business and HR.

In a nutshell, these are processes that prepare your

employees for the future by improving their skills and

helping them adapt better to new changes.

However, there is a slight difference between

the two. Up-skilling focuses on closing the skills and

knowledge gap caused by age and digitalisation. Reskilling is very similar, but it is a process by which

existing employees learn a new role or position in

your company, for example.

The bottom line is that training is an investment that

will be returned many times over and is worth giving

enough attention to both in companies and in your

personal life.

Text:

Veronika Filipová

Foto: MSID

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