Meet Generation Z – part 2 (3) Career development and training for Generation Z: how to invest in a young talent?

Generation Z brings to the labor market unique expectations and approach towards professional career. In order to attract and keep young talents, companies must invest in career development and training. In the second article of the cycle titled “Meet Generation Z” you will learn about the methods used by MDDP Outsourcing to effectively support young employees through individual career paths, mentoring and training programs. We will discuss our well-established strategies and maybe you will get convinced to invest in the future of your company today!

The role of career development training and programs

Generation Z that enters the labor market is characterized by unique expectations and approach towards professional career. In order to attract and keep young talents, companies must invest in career development and training. Training and programs devoted to professional development serve a key role in building the competences and preparing young employees for professional challenges.

At MDDP Outsourcing, we are aware that in order to achieve professional success, one must continuously hone their skills. Thus, we offer a broad array of training, from theoretical, such as training in corporate income tax as part of the CIT Academy, to soft skills, such as time management and interpersonal communication. On a monthly basis, every employee receives training dedicated to them on the e-learning platform. Everyone has the chance to personally participate in the selected training. The said programs are adjusted to the individual needs of the employees, which helps them develop in the direction they are interested in the most.

Creating career paths adjusted to the needs of young employees

Creating career paths adjusted to the needs of Generation Z requires understanding its expectations and aspirations. Young employees appreciate clear, well-defined career development opportunities with the possible promotions and acquisition of new competences.

At our company, we regularly hold development-oriented conversations during which we talk with the employees about their professional goals and plan actions that will help in accomplishing them. We elaborate individual career development plans that are flexible and adjusted to the changing needs and aspirations of young employees.

What is more, we have introduced the possibility to change one’s duties, so that young employees may gain experience according to their development preferences in various departments of our company. As a result, they can have a better understanding of the organizational structure and find the place in which they will utilize their talents in the best way.

The significance of mentoring and coaching

Mentoring and coaching serve a key role in the professional development of young employees. Through direct contact with more experienced colleagues, young workers can acquire necessary skills and knowledge much faster as well as get support in case of difficulties.

Soon, we will launch the first edition of the development program at MDDP Outsourcing called “First Time Manager”. It constitutes an important component of our development strategy aimed at supporting our employees in their personal and professional development.

The “First Time Manager” program is concentrated on developing leadership competences by offering the participants not only theoretical but also practical preparation for the role of Team Leader. The participants will have the chance to learn how to manage a team, communicate effectively and motivate workers. What is more, the program includes a substantive training in the scope of accounting and taxes, providing a deep understanding of accounting principles and the current tax regulations, increasing the employees’ professionalism and their value for the company.

An integral part of the program is work with a mentor. Every participant will work on a specific project under the supervision of an experienced mentor, so that they will be able to apply the newly-acquired knowledge. Regular feedback sessions and progress monitoring by the mentor will ensure continuous development and improvement of skills.

Joining the “First Time Manager” program will not only give people the chance to grow but also serve as an investment in the future, bringing measurable advantages both to the employees and the entire company. With the said program, our employees will be better equipped for the new professional challenges and able to effectively contribute to the expansion of MDDP Outsourcing.

Our approach towards investing in a young talent

At MDDP Outsourcing, we are aware of the importance of investing in young talents. That is why our strategy relies on three cornerstones: continuous training, clearly defined career paths and support through mentoring and coaching.

Our company regularly organizes workshops and training that not only develop one’s professional skills but soft skills as well. MDDP Outsourcing, in close cooperation with MDDP and Osborne Clarke, organizes the educational plan called “Kampus 3.0” intended for young people who want to acquire practical business skills which go beyond standard academic teachings.

“Kampus 3.0” is a comprehensive 6-month course the participants of which will be able to explore the key business areas such as taxes, law and accounting, under the supervision of sector experts. What is more, the program places great emphasis on developing soft competences which are needed in today’s business world.

“Kampus 3.0” offers a unique approach towards education that differs from traditional academic methods. The participants will be able to obtain knowledge and skills based on the “beyond the books” formula. The program ends with a triple certificate signed by leaders in the sector of tax consultancy, accounting and law, which greatly increases the competitiveness of young employees on the labor market.

One of the priorities of the program is to care for every participant’s individual development. Working in small groups and mentoring provide personal support so that knowledge and skills can be acquired more effectively. With such a structure, we can adjust the program to the participants’ needs, making it more effective and valuable.

With “Kampus 3.0”, MDDP Outsourcing is able to show the importance of investing in the development of young talents. The program is a perfect opportunity for students and graduates to acquire practical skills necessary to achieve professional success.

With the individual approach towards career development and the support of experienced mentors and coaches, young people at MDDP Outsourcing may quickly grow and fulfil their professional aspirations.

Feel free to read the entire cycle of articles titled “Meet Generation Z” in which we discover the secrets of working with Generation Z.

In other articles, you will read about:

in article 1: how to motivate Generation Z at work? In the first article, we describe the effective methods used by MDDP Outsourcing to motivate young employees. You will learn about our strategies and our ways to attract and support talents from Generation Z, creating an environment that favors their development.

in article 3: is the change of workplace a challenge or a chance for development?
The third and the last article of the cycle describes the change of workplace as both a challenge and an opportunity for development. With the article, you will learn that MDDP Outsourcing supports new workers through an effective on-boarding process and modern technologies. You will read about the ways in which we help our employees to go through changes and use their new professional possibilities.

Read our cycle of articles and learn how to work with Generation Z more effectively!

Author: Paulina Łańska, Junior Manager at the MDDP Outsourcing Office in Katowice