Corporate Training Prioritization in Poland: Understanding the Demographic Issue and its Impact on Employers
In the face of a shrinking workforce and an aging population, companies in Poland are seeking innovative solutions to maintain productivity and sustain business growth. One such approach is the implementation of strategic corporate training programs.
Rafał Siejca, a seasoned professional with over twenty years of corporate experience and a decade of expertise in Virtual Reality (VR), is playing a key role in addressing these demographic challenges. As CEO and CTO of a leading VR company, Siejca ensures timely and high-quality project delivery, leveraging VR technology for learning and skill development.
One of the primary focuses of these training strategies is promoting lifelong learning and upskilling for older workers. With Poland having a relatively early effective labor market exit age, older employees participate less in non-formal training compared to prime-age workers. By tailoring programs that encourage continuous skill development for older workers, companies can increase their productivity and extend their career longevity.
Another crucial aspect is leveraging technology and automation to complement workforce shortages. As workforce demographics shift, businesses are investing heavily in technology and automation to shift employees towards higher-value tasks. Training strategies should integrate digital skills and AI literacy to prepare workers for evolving roles, thereby addressing the shortage of younger workers due to low birth rates.
Fostering intergenerational knowledge transfer is also essential. With 46% of employees aged 35 or older in key sectors like business services, there is an opportunity to design training programs that encourage knowledge transfer between older and younger employees, helping mitigate skill gaps and preserve institutional knowledge as older workers retire.
Companies are also adapting to the demographic shift via talent management and internal mobility. They are offsetting redundancies through internal staff movement and specialization in niche sectors such as healthcare or energy, relying on targeted competency development rather than general roles. Training strategies should align with these shifts, focusing on multi-skilling and flexibility to optimize the limited labor pool.
Incorporating migration and diversity policies in training is another important factor. Though migration helps alleviate demographic pressure, its potential is limited and must be complemented by effective integration and training that maximize migrant workers' productivity. Corporate training should include cultural competence and language training to foster a more inclusive workforce.
In conclusion, corporate training strategies in Poland should emphasize lifelong learning for older employees, digital and automation skills development, intergenerational knowledge transfer, alignment with sectoral specialization, and integration of migrant workers to effectively tackle the challenges posed by demographic decline and an aging workforce.
Older employees in Poland often possess decades of experience and institutional knowledge. Offering continuous learning opportunities, including workshops and certifications, helps employees remain up-to-date on the newest standards and practices. The article suggests that digital transformation, including the use of VR for training, will be crucial in preparing employees for the future of work. Companies that position themselves as attractive employers who value older employees and their experience may have an advantage in the job market.
- To sustain business growth in the face of an aging workforce and workforce shortages, companies in Poland are focusing on the implementation of strategic corporate training programs that encourage lifelong learning and upskilling for older workers, leveraging Digital Transformation such as Virtual Reality (VR), to prepare them for the future of work.
- As Rafał Siejca, a seasoned professional with expertise in VR, ensures high-quality project delivery at his company, his work underscores the importance of personal growth and self-development through learning, integral to maintaining productivity and extending career longevity in the face of an aging population.
- By fostering intergenerational knowledge transfer, designing training programs that encourage older employees to share their expertise with younger counterparts, and integrating digital skills and AI literacy into these programs, companies can mitigate skill gaps, preserve institutional knowledge as older workers retire, and address the shortage of younger workers due to low birth rates, thereby promoting health-and-wellness and workplace-wellness.
