Amazon undertakes to invest millions in training



Amazon has announced its intention to recycle 100,000 workers – almost a third of its American workforce – in 2025. The initiative of more than $ 700 million is equivalent to an investment of $ 7,000 per employee. The company based in Seattle has around 275,000 full -time American employees.

The company plans to extend existing training programs and to introduce new. Amazon Technical Academy, for example, will prepare non -technical employees with skills to go to software engineering careers. Associate2tech will form the front -line employees who fulfill client orders to go to technical roles, whether they have prior IT experience. Other programs will prepare employees for different roles on Amazon and jobs in different industries. All training is voluntary.

“While many of our employees want to build their careers here, for others, it could be a springboard towards a different aspiration,” said Beth Galetti, main HR vice-president, in a press release of July 11 announcing the commitment of the company Upskilling 2025. “We believe that it is important to invest in our employees and help them acquire new skills and create more professional options for themselves.

Online shRM collected the following articles from its archives and other sources of trust on employers, finding ways to fill the supposed difference in skills and prepare employees at the workplace of the future:

Companies seek to fill skills by recycling their own workers

Companies looking for workers in the tight labor market today form more and more existing employees to give them the skills they need as the modern workplace becomes more digital.

“The level of engagement in investment in the training and recycling of employees is at a level that we have never seen before,” Johnny Taylor Jr., president and head of the Society for Human Resource Management, told CFO. Taylor is a member of the American WorkForce Policy Advisory Board created by the Trump administration. He met for the first time on July 10.
(Wall Street Journal))

(Toolkit reserved for SHRM members: Development of employees' paths and career scales))

Intensify skills

Employers must go from their objective of reactive hiring to consider themselves as talent manufacturers, explains Jonas Prizing, president and chef ManpowergroupBased in Milwaukee.

“For organizations, create a (learning) culture so that people are equipped and open to adapt – to move within the company or elsewhere – must be a strategic priority.”
(HR magazine))

Learning and development at IBM: A Q&A with Deb Bubb

IBM adopts a multi-formidable approach to fill the skills gap and employee growth skills, using tactics that include the development of internal academies and the launch of A high -tech learning coalition With the Consumer Technology Association.

Online shRM Mumed with Deb Bubb, vice-president of human resources and responsible for managers, learning and inclusion at IBM, business learning and development initiatives.
(Online shRM))

5 steps to create an efficient training and development program

Planning is essential to set up an effective training program for employees. Here are five steps that you can take to plan and implement a program to ensure a solid return on your investment.
(Indeed))

10 companies with impressive training and development programs

In the United States, companies spend an average of $ 4.5 billion for training and development programs for employees, according to a report Training review. Here are 10 companies offering programs that will help people to be better leaders, managers and team players.
(Monster))

Investing in apprenticeship is paying for employers

A panel of HR professionals with experience in managing the workplace learning programs such as learning explained how these initiatives have contributed to cope with the shortages of skills in their companies and workers in Reskill with vulnerable jobs to new technologies. Employers and decision -makers are increasingly recognizing learning as an effective means of increasing employability and building talent pipelines.

(Online shRM))