Quality working: what is meant and best skills to acquire

In order to approach a job placement or job change, one must be clear about the concept of quality working, and how to enhance it in the eyes of a company.

Each of us, regardless of our educational and professional background, possesses acquired and personal skills, and the work that needs to be done is to make them distinctive and differentiating elements.

improve quality workingIt is also necessary to modernize and innovate these qualities, as the world of work is rapidly evolving toward an increasingly digital reality.

The useful resource for companies must therefore ensure specific and technical training, through specialized courses such as Digital Marketing Certifications that can confer a complete plethora of skills in this regard. In this article you will understand:

  • the concept of quality working and the diversification of attitudes
  • what are the most sought-after skills in the corporate landscape and their digital evolution
  • the relationship between the importance of a calm and balanced working environment and the effective application of one’s skills.

What is meant by quality working?

Quality working is the answer to the question of what companies are looking for.

This means all those personal and professional competencies in a potential resource to be included in their workforce, or possibly that can be acquired from existing staff within the business.

There is a specific moment in which the candidate for possible employment has the opportunity to highlight and manifest his or her aptitudes and inclinations: the job interview.

This phase of the relationship between the company and the worker is decisive since the latter must be fully aware of the importance of highlighting some of his or her characteristics, omitting others, in order to be taken into consideration and to arouse interest, since this will be decisive for a positive outcome.

The correct way to approach a job interview, especially if it is not your first, is to prepare yourself adequately, identifying your hard and soft skills. But it is not enough, it is necessary to consider that nowadays companies are interested in these aptitudes, but above all in the fact that the examinee is able to apply them to the digital world, as the digitization phenomenon is now in place.

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Hard Skills

In the process of each individual’s professional training or schooling, there is a natural acquisition of specific technical and work-related skills that will characterize him or her as a professional.

The most important particularity of these skills is that they can be quantified and, above all, certified, so that they can be listed on one’s personal curriculum vitae, which in the evaluation phase will be a valuable element for companies that will have to relate them to the characteristics of the profile sought.

In the first case, the skills acquired may include knowledge of languages, the ability to use specific computer tools or software, or more general cultural knowledge, such as knowledge of the history and workings of society. In the case of a sectoral career path, one may have implemented among one’s skills the use of machinery and work software typical of the position held.

The main objective, therefore, of a prospective candidate for a job position is to make a real match between the offer and one’s own research and career needs. For this, there are four fundamental points that must coexist simultaneously in one’s CV to ascertain one’s skills:

  • The level of studies achieved with additional qualifications acquired during training;
  • professional experience;
  • any digital skills acquired, such as obtaining the ECDL (European Computer Driving License);
  • language skills, which are now more crucial than ever.

Clearly, companies require different skills and qualities in the job depending on their search criteria and internal requirements; this is precisely why it is important to arrive at an interview with more professional experience under one’s belt, so as to be competitive and workable.

Soft Skills

In the selection process, the recruiter does not only take into account hard skills but also analyses the personality of the candidate, i.e. characteristics that are strongly linked to individual qualities and gifts, such as social, communication, and management skills.

soft skills neededThe process of digitization has only exponentially increased the need for companies to find these qualities in job candidates, as flexible profiles that know how to adapt to dynamic contexts and step out of their comfort zone will be increasingly necessary to cope with the new frontier of the world of work.

Being of a purely individual and subjective nature, soft skills differ according to the individual who possesses them, but it is essential to know the main ones in order to then be able to invest in one’s own attitudinal improvement and make oneself more competitive.

  • Creativity: the last decades of economic crises have pushed companies to have to revise their mission and structure several times. Therefore, having a capacity for innovation and creativity present in one’s workforce makes the difference between medium- to long-term survival and an inability to adapt to change.
  • Problem-Solving: in direct synergy with creativity, it is a skill that allows one to read changes and unexpected events in a lucid and effective manner, devising a possible alternative strategy to the pre-existing one.
  • Team Working and Management: mainly concerns the company’s internal structure, i.e. the achievement of a climate of cooperation and common purpose within a specific working group based on listening, and effectively achieving the set goals.
  • Emotional intelligence: managing stressful situations or periods within the work environment, managing one’s emotions, and staying focused on priorities.
  • Leadership: not procrastinating on important decisions and the right yardstick for assessing what is happening in the company make this quality in the workplace of paramount importance.
  • Communication skills: being able to optimize both verbal communications, based on collaborative interactions with team members, but above all the non-verbal communication that goes through gestures of interest and attention even to elements of discourse that we might apparently underestimate.
  • Negotiation: finding compromises that can intensify as much as possible the formation of a serene and balanced climate, through active adaptation to new realities, people, and stimuli.
  • Proactivity: i.e. anticipating a given initiative, showing foresight, and being able to take a position and pursue it with confidence.

We can therefore say that the need for flexible and enterprising personnel is clear from the above. In the vast majority of cases, soft skills are mostly innate, but having a clear idea of which are the most important ones can help us to become aware of the ones we possess and to make the best of them in the workplace.

What are the most sought-after job qualities?

The most sought-after qualities in the job market today are very different from those of even a decade ago. In fact, there has been a real process of digitization worldwide, which has completely revolutionized the prioritization of skills to be possessed if one wants to be attractive in the eyes of a company. To better understand this enormous change, one must first start with the phenomenon that triggered it.

The Digital Transformation of the World of Work

The Digital Transformation phenomenon is the radical change in the business models of companies, which have been confronted with the arrival of digital technologies on the market, adapting their organizational processes and the required skills of their workforce accordingly.

There are multiple factors that can significantly influence the start of digitization in a given market, such as a strong customer need for more up-to-date and cutting-edge services, a crisis in the business ecosystem, or keeping up with the competition.

Any company that decides to align itself with this Digital Transformation, must necessarily avail itself of a workforce that has specific know-how and qualities in this regard, so as to be able to optimally benefit from the new technological resources.

Moreover, this new technological market has the peculiarity of being dynamic, i.e. in continuous ferment and innovation, which pushes anyone who comes into contact with it or is part of it to a progressive and indispensable adaptation.

The human factor, however, must not take second place either, as many people consider human interaction to be a pivotal principle, so the offline world will undoubtedly have to be taken into account as well.

A company entering this new reality, if it wants to find its way in a reality that is still in its infancy, must consider the following pivotal elements, which can provide a basis on which to structure its strategy in the medium and long term.

  • Culture: this concept must be represented in particular by the CEO of a company, who must be the harbinger of a culture that embraces change and accepts the new, that accepts and contemplates failure; the rationale is that the digital environment is one that thrives on these components and is constantly changing, which is why such an entrepreneurial mindset is necessary.
  • The Customer Experience: This is the pivot around which the company’s mission must revolve, precisely because it is elaborated with the expectation that our customers have the best possible experience when coming into contact with us.
  • People: the CEO has the task of carefully choosing who will make up his company’s team, preferably consisting of people who are prepared to take risks, have a strong spirit of initiative, and continually ask questions in order to improve themselves.
  • Innovation: here, the CEO is in the position of directing innovation, arriving at the definition of clear objectives aimed at business success. However, the latter must lead a team that is dedicated to this work and coordinate it to maximize its full efficiency.
  • Change: as we can see, all the above elements are closely interconnected, and change also concerns the work team, made up of people who are open-minded to new methodologies and ready to question themselves in order to improve.
  • Leadership: here we still have the role of the CEO, who, even with the help of collaborators and employees who have decision-making power, will always be the main reference figure of the team and must be able to give the right entrepreneurial drive and be a solid point of reference.

As seen, future job qualities will have to be possessed by a workforce embedded within a business ecosystem that has a solid but at the same time flexible structure, as digital transformation is an ever-changing phenomenon, and therefore it is imperative to keep up with it.

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Future skills to be acquired

With the advent of a new labor market based on a digital transformation, professional skills have also adapted, becoming articulated and taking on a different nature from the classic ones we know.

skills of the futureDigital job qualities are characterized by knowing how to use the technologies of the information society profitably and with a certain critical spirit, through the exchange of information and communication with networks of collaborators on the Web.

Exactly as we have seen above, also in the case of the digital context there is a distinction between the different skills, but their nature changes, since there is a revision to adapt them to the current market; we have respectively:

  • Digital Hard Skills, which can be acquired at schools, universities, and training courses; are quantifiable and presuppose effective use of computer programs, programming languages, and social platforms. Depending on the technological context of reference, there are Mobile and Big Data skills, i.e. data management and analysis.
  • Digital Soft Skills, again are purely individual and personal, but in this context, they concern the faculties of problem-solving and digital problem-solving. These include Knowledge Networking, i.e., managing and exploiting the information available on social networks and the Web; Virtual Communication, through good digital communication; Digital Awareness, with which one uses Web tools professionally and takes care of their security; and finally Self Empowerment, i.e., knowing how to manage upcoming problems and continuously developing professional skills.

As can be seen, an attitudinal and professional readjustment is increasingly necessary in order to be attractive to companies in the world of work today, especially for those who already have an established career path far removed from digitalization.

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Quality in work and life

In addition to possessing optimal and professional work qualities, an employee must also take care of his or her quality of life, which depends on a balanced management of his or her skills and a working environment with a favorable climate.

To this end, an effective synergy must be created between the company, which strives to ensure a serene working environment, and the employee, who will consequently be able to make more effective use of his or her aptitudes and thus be more efficient.

The pillars of a functional corporate environment

There must therefore be special care by HR managers of certain factors, which will determine a structural business ecosystem that works and encourages the team to improve and collaborate as follows.

  • Flexible working hours: this type of organization contributes to the promotion of commitment and responsibility on the part of workers, who will feel freer to manage their time according to their needs, for example by working from home.
  • Investment in benefit programs: i.e. the promotion of activities during non-working hours, such as physical care and sports, or raising awareness of personal well-being issues.
  • Recognition of employees: here comes a key concept, in fact ensuring that employees are continuously updated or trained, together with rewards and production bonuses, fuels their proactivity towards the mission and drive for improvement.

It can therefore be understood that in an environment characterized by certain components, a climate will be created that will lead employees to feel not just parts of a larger gear, but individuals, with aspirations and individuality, who are given the opportunity to express themselves and improve.

The two dimensions

When we talk about quality work, we have to relate this definition to the work context of reference and thus to qualitative work. There are respectively two main dimensions where the needs of the worker and the working conditions meet.

  1. Quality working in the narrow sense: which is governed by the needs of the worker and aspects of work organization.
  2. Quality in work in a broad sense: which is the relationship between the work performed and the influence it has on the worker’s life

In order to be expressed, work qualities need a business context that allows the reconciliation of life and work, enabling the worker to self-determine.

He or she will undoubtedly be more inclined to active participation in company life when the company can guarantee the continuity of the employment relationship, hence security and stability.

These considerations are fundamental, since the labor market is changing radically with the phenomenon of digitalization and workers are discovering a new way of working and managing their time. Therefore, companies will have to not only align themselves with the digitization process but also strive to make themselves more and more direct to workers.

Further advice on quality working

What we have to take home from this article is that the world of work is changing, as are the relationships between supply and demand; that is why it is important to obtain more and more skills and above all to perfect and improve those we already possess.

Specific job-related qualities will then have to be married with the digital world, through technical and targeted training, especially focusing on continuous improvement, given the dynamism of the market.

It will then be up to companies to review the old working patterns that drove the national and international business system in the past decades, catching up with a Digital Transformation process that has already begun and will accelerate.

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