Training Industry Magazine - March/April 2018 - 32

OPEN LEARNING
ENVIRONMENTS

W

HAT COMES TO YOUR MIND WHEN
YOU HEAR THE TERM "SKILL UP"? FOR EVERY
GAMER OUT THERE, IT MAY REMIND YOU OF A
TIME WHEN YOU "LEVEL UP" OR GAIN EXTRA
SKILLS OR ARMORY TO DEFEAT AN INFAMOUS
BOSS OR A FORMIDABLE TEAM IN A SPORTS
GAME. FOR LEARNING PROFESSIONALS,
THIS DEFINITION OF "SKILL UP" IS NOT TOO
FAR FROM THE TRUTH EXCEPT THE "GAME"
INVOLVES PROFESSIONAL DEVELOPMENT. THE
NEW SKILLS GAINED ARE USED TO COMBAT
COMPLACENCY AND PAVE THE WAY FOR
ADVANCEMENT IN THEIR CAREER.

| 32

When it comes to the process of skilling
up, it is important that employees have
the adequate resources at their disposal
to increase their marketable skills. By
increasing their skill sets, both as part
of and outside of their job descriptions,
employees will be able to advance their
career and integrate more fully into
professional teams.
According to the 2017 Jobvite Job Seeker
Nation Study, the main reason people
left their jobs in the last 12 months
has been salary, which accounted for
30 percent. However, it appears that
millennials have different priorities and
are looking for growth opportunities,
with 21 percent stating that was the
main reason for leaving a job. This is
compared to an average of 16 percent
across all other ages. Another interesting
statistic from this survey showed that 35
percent of employees would leave their
current jobs for an opportunity to grow.
Additionally, one-third of all people
would take a pay cut of up to 10 percent

to pursue a career that they are more
passionate about.
According to the same research, job
satisfaction is down. In 2017, 64 percent
of job seekers are satisfied at work but
82 percent of them are open to new
job opportunities. In contrast to the
previous year, 74 percent were satisfied
at work and only 74 percent were open.
Some may suggest that this is due to the
increasing number of hyper-hoppers in
the workforce.
A hyper-hopper is someone who
changes jobs every one to three years.
The frequency of hyper-hoppers has
increased from 34 percent in 2016 to 42
percent in 2017. Millennials and those
earning less than $25,000 are most
likely to change jobs every one to three
years. This dissatisfaction suggests that
there's a lack of monetary appreciation
and lack of growth opportunities in
today's labor market, particularly for
younger employees.



Table of Contents for the Digital Edition of Training Industry Magazine - March/April 2018

http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008spring
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