Vocational education and training - VET

For many years now, we have seen businesses shift their corporate cultures, training programs, and values to adapt to the millennials, the generation that was swarming workplaces worldwide. However, a few years have passed, and a new generation of employees is making its professional debut, Generation Z. Although only a few years separate one group from the other, the rapid technological advancements of the aughts have significantly differentiated the way they view learning on an educational and professional level. If you want to help the newest members of your organization reach their maximum potential, this Gen Z training guide is for you.
Key chapters
Transforming Training For The Next Generation Of Employees
Identifying And Overcoming 6 Personalized Learning Challenges
What Are The Benefits Of Personalized Learning For Gen Z Employees?
7 Tips To Build Personalized eLearning Experiences For Your Gen Z Employees
Which Personalized Learning Activities Does Your Training Program Need?
How Do Emerging Technologies Help Shape Personalized Learning Experiences?

Members of Generation Z—the oldest of whom turn 23 this year—are disillusioned and anxious about their careers when they enter the workforce

how skilled trades companies can attract and retain millennial and Generation Z workers despite worker shortages.

Traditional ways of teaching employees in the workplace aren’t cutting it anymore. Jobs today don’t give employees the resources they need to learn how to do their jobs efficiently and effectively.

67% of Gen Z want to work for companies that invest in their learning. This helps them build skills for their careers. 

New research by the mental health organization Sapien Labs shows that half of young people worldwide have experienced mental health decline and a deterioration of their “social self” in the wake of the pandemic. In this article, the author provides concrete actions companies can take to better connect and support young employees, including making onboarding more of a community-building exercise, supporting young talent with coaching, and  trading screen time for connection time.

Cuáles son las estrategias que definen las empresas para "tentar" y "sostener" en sus puestos a los trabajadores más jóvenes del mercado laboral.

From a generational perspective, we have frankly been fixated on Millennials.

Countless articles have been written about Millennials (born 1981-1996) and how they have fundamentally changed societal norms. They’re not buying homes. They refuse to get married. They don’t eat cereal. They’re killing golf. You name it. The reality is, however, that as the oldest Millennials approach their 40s, they are starting to fall into more traditional conventions. They are getting married. They are buying homes. They are having kids. And when it comes to the workplace, they are starting to settle into leadership roles and are adopting the organizational expectations that come with that.