Outsourcing is a growing phenomenon. Companies no longer hesitate to use this management method for their activities, as it reduces costs while accelerating development. In the same vein, a new type of outsourcing has emerged in recent years: digital outsourcing. This involves outsourcing the creation and operation of a website or mobile application to a specialized content production agency.
Digital outsourcing involves entrusting the creation or maintenance of a website or application to a specialized content production agency. This form of management has emerged in recent years and seems to be meeting companies’ expectations. In fact, like digital marketing, digital outsourcing enables you to expand rapidly while reducing costs.
For example: why outsource the creation of a website?
Digital outsourcing is particularly interesting for companies wishing to expand online and develop an effective web strategy. In fact, the company doesn’t necessarily have the necessary skills to set up a quality website. The web design agency has knowledge and skills in web development, ergonomics, design and digital marketing.
Digital outsourcing frees up company time. Indeed, creating a website or an application requires specialized skills, which in turn requires considerable time and resources. Outsourcing the creation of a website to a specialized agency allows the company to concentrate on its core business.
1. Digital and the importance of lifelong learning
Becoming a digital native, i.e. an individual who benefits from access to all digital equipment and services, is a considerable advantage for companies. It enables employees to master new technologies and be more efficient in their work. Employees need ongoing training to adapt to the new means of communication available to consumers.
Digital is a fast-growing sector that has a positive impact on purchasing power and boosts company margins. Indeed, digital is present in every business and covers every stage of a company’s life: from communication to sales, via digital strategy, training, customer service and digital communication.
The digital environment is therefore becoming an increasingly important part of doing business, and it’s a mistake to ignore it. Digital can be seen as an opportunity for job creation and growth. It enables a company to expand internationally, to be present on social networks, to stay close to its customers and to benefit from a positive image.
2. Digital and effective training
Digital training is becoming increasingly popular. More and more schools are realizing the importance of digital learning, so that students can get the training they need for their working lives. Indeed, the use of new technologies is essential for young people and adults to remain competitive in an increasingly digital world.
Teaching digital professions is a priority for vocational training. This new challenge is important for young people who want to find a job. What’s more, the use of new technologies is essential to remain competitive in today’s world.
Training therefore requires the use of new technologies, and not just in the classroom. What’s more, digital technology enables students to express themselves in the same way as industry professionals. Thanks to new technologies, students can express themselves about their training, and create and produce content.
Digital technology also makes learning easier. Thanks to augmented reality and 3D, students will be able to develop new skills and feel they have a part to play in their training. Digital tools encourage learning through experimentation and immersion in a virtual environment.
This will enable students to acquire new skills and master digital tools.
Finally, digital tools enable greater interaction between students, teachers and training partners.
Digital in professional training
Current reforms in vocational training are moving in the direction of using new technologies.
The decree of June 26, 2016, known as the “decree on lifelong professional training” provides, in particular, for the obligation for companies to have a digital training space.
In addition, Article 24 of Law 2014-811 of August 6, 2014 on professional training, employment and social democracy stipulates that Competitive Clusters must use digital technologies for training, in order to maximize the effectiveness of the actions they carry out and encourage their dissemination and appropriation by companies, in particular through the creation of digital training spaces.
With this in mind, the French National Agency for Social Cohesion and Equal Opportunities (Acsé), in its 2016-2017 work program, has presented a work program on digital natives and the digital transformation of professions. A thematic working group was set up to identify a number of issues, which were examined in workshops organized with representatives of the stakeholders concerned.
To meet these challenges, the working group defined two strategic orientations:
– the digital hypothesis: enabling companies to integrate digital technologies into their day-to-day practices. This means that companies need to be made aware of the use of digital tools, and that training and integration players need to support their deployment in companies;
– the skills hypothesis: the aim is to create a consultation framework that will enable the various players to meet and identify and pool professional developments, particularly those linked to digital transformation. This framework will make it possible to adapt training paths to take account of the diversity of employees’ profiles and career paths.
To achieve these objectives, the working group defined a three-pronged action plan:
– the “skills deployment” component to promote the dissemination of digital tools and the integration of digital skills into training courses;
–the “sharing professional developments” component to improve knowledge and information on digital-related professional developments;
– skills deployment” component to promote the dissemination of digital tools and the integration of digital skills into training paths; – the “mutualization of professional developments” component to improve knowledge and information on digital-related professional developments; The action plan presented by the working group is structured around three axes:
– Setting up training and apprenticeship support schemes to help employees make the most of digital tools.
– The implementation of a continuous improvement approach to managerial and organizational practices.
– Setting up training and apprenticeship support schemes to help employees make the most of digital tools. – The implementation of a continuous improvement approach to managerial and organizational practices. The working group has identified several courses of action:
– Set up training and apprenticeship support systems for employees through their representatives.
– Draw up a digital training charter open to all company players.
– Encourage the deployment of digital tools to facilitate the use of digital tools by employees.
– Engage in a process of continuous improvement of managerial and organizational practices to create the conditions for continuous learning in company management.
– Set up training and apprenticeship support systems for employees through their representatives. – Draw up a digital training charter open to all company players. – Encourage the deployment of digital tools to facilitate the use of digital tools by employees. – Engage in a process of continuous improvement of managerial and organizational practices to create the conditions for continuous learning in company management. Set up guidance tools for school leavers to help them enter the digital professions.
– Set up training and apprenticeship support systems for employees through their representatives. – Draw up a digital training charter open to all company players.
– Encourage the deployment of digital tools to facilitate the use of digital tools by employees.
– Engage in a process of continuous improvement of managerial and organizational practices to create the conditions for continuous learning in company management. Set up guidance tools for school leavers to help them enter the digital professions.
– Set up training and apprenticeship support systems for employees through their representatives.
3. Digital and business: a challenge for society
The Law for a Digital Republic of October 7, 2016 establishes the principle of media and information education for the public from the youngest age. In this context, digital tools should be used to transmit knowledge through the discovery of cultural and artistic content.
The mission wanted companies to be involved in this process:
– Set up partnerships between economic players and educational establishments to promote the use of digital tools as part of an online educational offering.
– Raise young people’s awareness of digital uses and the risks they present, with the help of personal data protection awareness programs.
Everyday safety thanks to digital technology
The rise of digital technology is also a source of innovation in terms of security.
The mission was particularly alerted by new technologies, which enable the development of tools with definite advantages, but which must also be subject to particular vigilance.
New digital safety and security services, such as risk analysis and safety management software, aim to improve risk management and facilitate the work of law enforcement agencies, local authorities and businesses. But these new tools can also be abused. They must therefore be subject to appropriate regulations, particularly for their use by private players.
Today, sensors and connected objects are ubiquitous. They enable large quantities of data to be collected, which can be used to improve risk prevention, but which can also be exploited to steal personal data or damage public infrastructures. The mission therefore recommended the introduction of appropriate regulations and an exchange of information between the State and manufacturers to ensure that sensors are not used for public surveillance purposes, for example in the field of health.
4. Digital and the training professions
The evaluation and control mission studied the impact of digital technology on vocational training and job retention. In particular, she noted the importance of the vocational training professions. These professions face a dual challenge: that of the digital transformation of companies, and that of the transformation of the professions themselves, due in particular to the development of skills-based learning.
Supporting companies in their digital transformation requires greater visibility for vocational training professions, as well as the adaptation of their training courses. Such a development is all the more necessary as skills requirements have evolved: digitalization implies new skills profiles, such as mastery of artificial intelligence and voice recognition software, or digital skills, which are essential for facilitating collaborative working.
Finally, the development of skills-based learning highlights the need for professional reference frameworks that can be used to define skills profiles and qualifications corresponding to companies’ needs.
5. Digital and working from home
Digitization is also having an impact on the way work is organized. Indeed, through information and communication technologies, it offers companies new possibilities for organizing their business, which have led to a profound transformation in employees’ work habits. As a result, working from home has grown steadily.
In the private sector, the proportion of employees working from home rose from 7% in 1995 to 13% in 2015.
In the public sector, the proportion of employees working from home has risen from 4% in 1997 to 12% in 2016. This increase in working from home is linked to the possibilities offered by digitalization: employees are now more autonomous, and can work from their own homes, with a slight reduction in transport and travel time.
Working from home is also made possible by changing lifestyles: employees spend more and more time at home, and less and less time at work. Over the 2000s, working hours in companies fell from 8 to 7 hours a day in France, and from 7 to 6 hours a day in Germany.
The health crisis of the last two years has also favored working from home: many employees prefer to stay at home to avoid the risk of contamination.
Working from home is also encouraged by companies looking to reduce the costs associated with having employees in the office. In fact, home workers are paid the same as office workers, although their working conditions are different. Finally, we can assume that companies benefit from the flexibility of their employees and their ease of relocation.
Working from home has a number of advantages for companies: it means better management of work schedules, reduced transport and accommodation costs, greater availability of employees, and a 30% saving on social security contributions.
Despite these advantages for companies, working from home is not widespread, not least because of a culture of teamwork. What’s more, workers are often regarded as less than nothing by their superiors.
Conclusion on digital and our working and training methods
Today, we can see that companies need to take a close interest in employee training. The latter helps them to adopt modern and often more efficient working methods. It is therefore necessary to train employees in the use of digital technology. To do this, we teach them how to use PCs, smartphones and the Internet. These tools not only improve productivity, but also enhance communication between employees.
Digital is a way for companies to stand out from the crowd. However, many companies are still reluctant to integrate these new technologies into their day-to-day operations. This is very often due to a culture of teamwork. It is therefore important for managers and employees to realize that digital technology is essential for business development.
Today, new ways of working and training require new management methods. Flexible working hours, permanent presence in the workplace and remote working have a major impact on employee management. Indeed, trust and human relations, which have been shown to play an important role in staff development and motivation, are strongly impacted by these new ways of working.
Article source: www.instants-web-formation.fr
