Lifelong learning: necessity is underestimated
The digital transformation in the world of work, but also increasing life expectancy with a longer working life in the long term, require continuous training. However, according to a study by the consulting firm Deloitte, Swiss employees greatly underestimate the need for lifelong learning.
The digitization of the business and working world requires new skills on the labor market. If average life expectancy increases with improved health, the number of working years is also likely to increase in the long term. Under this premise, employees must continuously adapt, retrain, and continue their education in order to keep pace. Lifelong learning has become essential.
Lifelong learning is a must
Myriam Denk, Head of Future of Work at Deloitte Switzerland, says: "Jobs are becoming more varied, interactive and complex. Accordingly, the competence requirements on the labor market are also changing. The demand for employees with distinctive competencies in the areas of creativity, social intelligence, and the use of digital technologies is increasing. This requires adjustments in the education and training of today's and tomorrow's workforce - and also poses challenges for companies. We're already seeing companies - in the healthcare or ICT sectors, for example - having trouble finding enough workers with the right skills." Lifelong learning is more important than ever, Myriam Denk adds.
One-third of the workforce does not undergo continuing education
However, the reality paints a different picture: According to the Deloitte study "Motivated, optimistic and oblivious", 30% of the Swiss employees surveyed have not taken part in any further training in the past year - a high figure that even puts Switzerland above the European average. Even more alarming: more than half (53%) of those who have not attended any further training see no need for it.
The study reveals a correlation with the level of education: Employed persons with a higher level of education tend to be more likely to undergo further training. Only 17% of employees with a university degree have not undergone any further training in the past 12 months - compared with 40% of those with a compulsory school leaving certificate and 39% with vocational training. 58% of respondents with a low or medium level of education see no need to participate in any form of education or training - again, a much higher number than the more highly educated workers (45%).
Barriers to lifelong learning: lack of time, lack of personal responsibility?
The majority (53%) of employed persons who have not taken continuing education in the past year cite "no need" as the main reason. Another third give no time (20%) or too high cost (13%) reason (see figure above). When asked in detail about barriers to learning (see figure below), lack of time is again cited most often. Overall, however, external factors - such as the lack of a supportive work environment, lack of guidance or unattractive learning methods - are generally perceived as a greater barrier than factors that lie within the individual's own area of responsibility.
"Our study shows that employees perceive learning barriers strongly on the side of employers and less on their own," says Michael Grampp, chief economist at Deloitte Switzerland and author of the study. "Surprisingly, older workers tend to see fewer barriers to learning or reasons not to learn than younger workers. What causes the most trouble for the 55+ generation is the lack of advice on which area they should further their education."
Who should finance continuing education: State, employer or employee?
However, once the missing skills have been identified and the barriers to learning have been overcome, the question arises as to who should finance the continuing education. Half (50%) of the respondents stated that the employer currently has the main responsibility, with the state (26%) and the employees (24%) each having a quarter of the responsibility. The distribution of the desired ideal state looks quite different: 42% would see the greatest responsibility with the state, almost the same number with the employer (46%), and only 11% with themselves. "The call for the state and employers to take care of the issue of continuing education is very strong in Switzerland - more so than in other European countries. In this context, it is therefore no longer possible to speak of employees actually taking personal responsibility for their own careers, which is a very thought-provoking result," says Michael Grampp. "It is therefore all the more important that employers also raise awareness and support employees."
Myriam Denk adds: "Increasing employee awareness of the importance of lifelong learning is one thing. In addition, Swiss companies should provide even more support for their employees in their training efforts - for example, by integrating learning into everyday working life or by helping their employees to create and follow a personal development plan. The state education system also plays a crucial role in preparing the workforce for future trends. Ultimately, the interplay between government, employers and employees is central - but so is each of these groups taking responsibility themselves."
Source: Deloitte
