Continuous training is a priority for 80% of Brazilians

It’s not just a question of salary: according to research, continuous training is one of the priorities of Brazilian workers. A study by Gi Group Holding highlights what most motivated workers in different sectors of the economy in 12 countries on three continents.

It makes sense that offering good compensation and a generous benefits package is the most effective way to attract and retain talent in an organization. However, a global Ipsos survey commissioned by Gi Group HoldingItalian multinational in the human resources sector, highlighted that the order of priorities of workers is changing rapidly in Brazil and around the world, with factors such as continuous training and greater work-life balance gaining importance in the market.

Among Brazilians, 80% of respondents believe that ongoing training and improvement programs are essential to feeling satisfied at work. The data places Brazil in second place in the ranking of countries that give greater importance to training, behind only India, with 81%, reinforcing that, for workers coming from emerging countries, the feeling of being in step with market needs and adapted to new technologies are more important than in so-called first world countries, such as Italy (59%) and the United Kingdom (58%).

The survey interviewed 3,300 people, all with higher education qualifications, aged between 24 and 40 from 12 countries, including powerhouses such as China, the United Kingdom and Germany and emerging countries such as India and Brazil, focusing on workers with different hierarchical levels and covering both managers and employees at operational level from the most diverse sectors.

“In addition to attracting those in the market and retaining those who are already part of that organization, offering continuous training is a way to refine the raw talent that, ultimately, is already within that ecosystem,” explains Milena Pacheco, Solutions Manager of Tack TMI, training and development division of Gi Group Holding. “Bringing a ‘ready’ professional from the market, in general, is more expensive than training at home, as well as being more risky, since this worker will need a period of adaptation to the organizational culture compared to the person who has been trained, who does already part of the company structure, you won’t have to switch,” he adds.

Balance is the key

Above all, a good work-life balance emerges as the main driver of job satisfaction, with an average agreement of 81%. However, compared to the European context, the salary issue remains central and occupies second place, with a consensus of 78.8% worldwide, which rises to 85% in Brazil.

“A good salary still is and will never stop being attractive, but recruiters must be aware that this aspect is no longer exclusive and, often, it is not even the decisive factor for attracting a professional”, argues Milena Pacheco.

The job market is changing at an increasing speed and having the best possible professionals in the team is essential in a competitive scenario, making it necessary to prioritize development and provide enriching experiences to have significant competitive advantages. “Pre-pandemic, what was most appreciated by workers in general were the challenges and possibilities of reaching leadership positions. After the pandemic, the opposite phenomenon is observed, workers placed much more value on the balance between all the pillars of their work, life, security and stability”. and the possibility of acting in a more specialized and technical way. This data shows that to keep professionals engaged and motivated, organizations must invest in self-knowledge, realignment between employee and organizational values, and Y- training and development support these initiatives and help companies address one of the main critical points at the moment: loyalty”, concludes the Tack TMI manager.

Website: http://www.gigroupholding.com

Source: Terra

Rose

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