What changes at the international level will the CoVID pandemic generate in training and employment? How to adapt to this globalization in an effective way?
The global CoVID epidemic has accelerated a series of social and technological changes that affect training and employment and that should be reviewed in order to envision our future and adapt to these changes as soon as possible.
Development Of Online Training
The first of these changes is the great development of online training that generates new opportunities for both the teacher and the student.
For the teacher because it allows them to move the classroom from a limited physical environment to one in which there are a multitude of formats and training tools such as videos, presentations, forums, gamification, etc. And also because the training process is no longer a live broadcast to become a turnkey project that the teacher can use on different occasions.
But the change is much deeper in the student. In the first place, because training ceases to be a collective and uniform process (same time, same place, same agenda) to become an individual path, in which the student studies where and when it is most comfortable and acquires the desired specific knowledge . But also because you can choose the entity or even the teacher or the study method in which you want to train and that can be located anywhere in the world.
And that will make (or is making) training a global, universal project, with no limitations other than the cost of the course and the language in which it is taught. People from any country in the world can study the same course taught by the same teacher, and all this without leaving home.
Thus, despite the fact that each student will have their own training itinerary based on their tastes, abilities and needs, they will be able to share training processes with students from all over the world and this will imply a greater cultural wealth, both for participating students and for the teacher.
In addition, the production and consumption of very specific and higher quality content ( both technical and didactic ) aimed at meeting a specific need for employment will be increasingly important . Thus, the professional will not depend on general content, such as a university career, to obtain a job but rather each job offered, depending on the type of company, the sector and its environment, will require specific tailored training essential for be able to apply for the position, in addition to requiring a permanent update
Thus, it will be necessary to have entities that work in different countries that can certify or validate at a global level the quality standards and adaptability to the objectives pursued of all the courses offered by any university, school or training center.
But in addition to training, employment will be something that will change or is changing, substantially. It is no longer necessary to go to a company to be able to work in it. This, which may seem so obvious to us, after a pandemic that has kept us confined and teleworking, is a true social and labor revolution. Thus, it no longer matters where you live in the country to work in a company, which may be located on the other side of the country, which until a few months ago could limit job offers to residents in the vicinity of the company or factory.
But this process, in the medium term, will be extended to professionals who live in any country in the world and who have the training and requirements requested by the company, which in turn may be located in another country.
It is likely that this general relocation of workers implies an equalization in conditions and wages at a global level (good news for workers in developing countries and perhaps not so good for those of us who live in developed countries) but what seems clear is that it will result in greater globalization of the economy, of companies and therefore a greater development of international trade.
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Greater Employment Opportunities
Taking the positive aspect of this trend, both companies and workers (both employed and self-employed) will be able to opt for a greater offer of both employers and employees and will have a richer and more varied work experience.
It is true that this change may not be imminent, in fact, there are big questions that will have to be answered in advance, associated for example with the rights of workers, the homologation of courses or training systems in each country, or taxes and benefits that they will have to pay. businesses and residents. In addition, this change will not be for all workers since there will always be jobs associated with the town from managers and workers of public agencies and services, transport, officials, local commerce, among others.
But in my opinion, this is a process as irreversible as the relocation of companies that took place twenty years ago. And what would you advise to adapt to these changes? In the first place, be clear in which sector or job position you want to develop the work activity and establish a training itinerary, which contains not only skills used in that position but also languages and the use of collaborative work tools that are the basis for this change. In addition, creating and developing a personal brand, not only on a personal level but also on a personal level, will contribute to that goal.