Study the knowledge, competence and preparation of employees in the process of digital transformation of the financial sector
A STUDY COMMISSIONED BY
SECTORAL COUNCIL FOR COMPETENCIES FINANCE
VIEW RESULTS OF THE NEXT EDITION OF THE SURVEY OF FINANCIAL SECTOR EXECUTIVES AND EMPLOYEES
The study is a continuation of previous analyses conducted by the DELab UW with changes due to the pandemic.
Digital transformation in the financial sector will involve autonomizing processes and reorganizing work. As a result of these changes, we will see an increasing number of layoffs, with a simultaneous increased search for employees with a competency profile that enables them to work with new technologies.
The aim of the second edition of our study is to analyze the changes affecting the labor market in the financial sector, as well as to reconstruct various issues from the perspective of the employee and the employer, such as
- the reorganization of forms of work performance and its implications for the future of work,
- re-profiling of desired competencies, attitudes and knowledge regarding their upgrading, with particular attention to the needs of particular groups of employees,
- attitude towards training and the issue of competence development.
The result of the research are recommendations, on the one hand to help shape the approach of managers and HR departments in relation to the upcoming changes, on the other hand to enable the creation of regulations in the field of labor market interventions.
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USE OF TECHNOLOGY AT WORK AND NECESSARY COMPETENCIES
DEVELOPMENTAL FACTORS, LEARNING
NEW CSR: RESPONSIBILITY FOR EMPLOYEES
USE OF TECHNOLOGY AT WORK AND NECESSARY COMPETENCIES
What competencies are needed to manage online collaborative teams? What does the employer’s role in preparing the team for the changes taking place come down to?
The study diagnoses the competencies of employees in the financial sector, necessary to efficiently navigate an environment saturated with technologies. It also allows to trace the development of attitudes towards remote working and to emerge changes in the relationship between employers and employees.
What employee attitudes and needs with regards to training are operating in the financial industry? To what extent do employees feel the need to develop their competencies?
The quality of training processes can significantly influence employees» attitudes and motivation, as well as the sense of security and reinforcement of the lifelong learning habit.
DEVELOPMENTAL FACTORS, LEARNING
NEW CSR: RESPONSIBILITY FOR EMPLOYEES
What actions should be taken to retrain workers and build an open training ecosystem? What is needed to change the attitudes of employers and employees toward the continuing education process?
In the developed recommendations, we face the CSR challenge of helping employees to direct their attitudes towards the process of training and learning and their readiness to design their own learning paths, taking into account competence advantages.
ABOUT THE RESULTS OF THE PREVIOUS EDITION OF THE STUDY