Digital transformation: why skills & training are needed

Technologies only unfold their benefits if employees understand how they work, what they are used for and how they can be meaningfully integrated into existing business processes. Without this understanding, acceptance and productivity decrease, error rates increase and shadow processes arise that undermine the actual added value of the technology.

At the same time, technologies are developing rapidly today. Skills gaps are emerging faster than many companies can react. Those who only start planning training after the introduction of new systems run the risk of losing valuable time and incurring unnecessary costs.

A far-sighted training perspective is a strategic success factor

This is why the training perspective should be part of strategic decisions right from the start. Be it when introducing and using new technologies, developing new business models or moving into new sectors. HR departments should be involved in strategic change processes at an early stage in order to identify future skills requirements in good time and develop them in a targeted manner. Especially with regard to high-tech and deep-tech topics, it is important to build up and establish knowledge in the company at an early stage

Early skills planning enables

• the timely adaptation of role profiles
• internal mobility and retraining
• the avoidance of cost-intensive external recruitment
• identification with new products, services and strategies
• the development of sustainable career paths
• the identification of new job profiles.

This not only strengthens employees, but also helps to retain skilled workers in the company in the long term and reduce fears.

Early planning also means saving costs

If you plan early, you can manage training measures in a targeted manner and integrate them better into everyday working life. Forward-looking qualification planning also ensures planning security and efficiency. This is because late, hastily organized training courses usually lead to higher external costs, more operational disruptions and increased error rates.

Support from funding programs and networks

Companies do not have to go this route alone. There are numerous training support programs and initiatives such as Komm weiter in Bayern, offers from the Federal Employment Agency or from regional transformation networks such as transform.by, which supports companies together with social partners. These programs help to provide financial support for qualifications, identify suitable measures and build networks.
And, of course, Bayern Innovativ also supports companies through knowledge transfer: with technology expertise, quick checks, networking and information on funding programs. One example of this is the pilot project with the employment agency in Ingolstadt, which shows how targeted skills development can be integrated into transformation projects at an early stage.

Conclusion: Transformation does not succeed through technology alone. The focus is on people. Investing today in the skills and technologies of tomorrow creates the basis for sustainable success.