Transfer of competence by rotation

Demographic changes require a structured organisation for the transfer of competence within the business. The training of junior staff plays a central role in this. For those individuals responsible for initial and continuing education and training in companies, well-conceived personnel development concepts are therefore needed from which the training personnel in particular may also be able to benefit.
In the interview, two training managers highlight the opportunities provided by a rotation model - that is switching between the area of specialism and education. The dovetailing of the levels related to the specialism and to vocational education contributes not only to increasing the quality of training in the company, but also offers company-based training personnel attractive development options.