The difficulties in identifying staff training needs and the lack of a clear relationship between new employee skills and incentives diminishes the possibility of achieving company goals.
According to the Deloitte 2019 Global Study of Human Capital Trends, in which more than 9,400 business leaders from around the world participated, including 261 from Costa Rica, the learning of business staff is the most relevant trend.
In Nicaragua there is an oversupply of young professionals who have postgraduate studies, but who lack the work experience that the companies require.
Generally companies demand professionals with masters degrees when they need to occupy high-level positions, where work experience and goals achieved in previous positions are the main differentiating factor.One of the problems that stands out in Nicaragua is the presence of a lot of young professionals with masters degrees, but who lack experience that is specifically demanded the contracting companies.
There is still a shortage of workers with the skills and technical training needed to work in several sectors, ranging from agriculture to telecommunications.
Workers with skills to not only operate but also repair specialized farm machinery, and even to train people in the operation of specialized software are what companies have been unable to find in different sectors in Nicaragua.Despite efforts, some even made byvarious private companies, to fund studies and train their employeesso that they can acquire the necessary skills, there remains a significant gap between labor supply and demand in the country.
Companies recognize how important managing a growing international and mobile workforce is for the future of their businesses, but they do not know how to do it.
Companies do not have an appropriate strategy to deal with the transformation that is happening the way of working in the world -from the convergence of five generations to operations spread across the planet- which will lead to a crisis in management, attraction and retention of talent, concludes the Workforce 2020 study, prepared by Oxford Economics and SAP.
The multinational plans to change the working culture by implementing a "role models and flexible schedules based on achievement of specific objectives."
Fabricio Kaplan Vice President of Human Resources at Unilever Central America, the Caribbean and Andean, explained in an interview conducted by Humberto Galo for Laprensa.com.ni that they are using in Nicaragua a new form of work already deployed in Colombia which "aims to change the work culture by implementing role models and flexible schedules based on achievement of specific objectives. "
The country's investment promotion agency, ProNicaragua, is supporting the recruitment of employees with a high level of English for a group of foreign investors.
Marcela Castillo, ProNicaragua director, explained that the investors' name will be revealed at a later date but that they are planning to start work in the coming months.
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