What changes will the COVID-19 pandemic bring about in education and employment at an international level? How can we adapt to this globalisation in an effective way?
The global CoVID epidemic has accelerated a series of social and technological changes that affect training and employment and that should be reviewed in order to glimpse our future and adapt to these changes as soon as possible.
The first of these changes is the great development of online landline number list training, which generates new opportunities for both teachers and students.
For teachers, because it allows them to move the classroom from a limited physical environment to one in which there are a multitude of formats and training tools such as videos, presentations, forums, gamification, etc. And also because the training process stops being a live broadcast to become a turnkey project that the teacher can use on different occasions.
But the change is much more profound in the student. Firstly, because training stops being a collective and uniform process (same time, same place, same syllabus) to become an individual path, in which the student studies where and when it is most convenient for him/her and acquires the specific knowledge desired. But also because he/she can choose the entity or even the teacher or the study method in which he/she wants to train and which can be located anywhere in the world.
And this will make (or is making) training a global, universal project, with no other limitations than the cost of the course and the language in which it is taught. People from any country in the world can study the same course taught by the same teacher, and all of this without leaving home.
Thus, although each student will have their own training itinerary adapted to their tastes, abilities and needs, they will be able to share training processes with students from all over the world and this will imply greater cultural wealth, both for the participating students and for the teacher.
teacher teaching online class
Content development
Furthermore, the production and consumption of highly specific and high-quality content ( both in the technical and educational aspects ) aimed at covering a specific need for employment will become increasingly important. Thus, professionals will not depend on general content, such as a university degree, to obtain a job, but each job offered, depending on the type of company, the sector and its environment, will require specific, tailored training that is essential to be able to apply for the position, in addition to requiring ongoing updating.
It will therefore be necessary to have entities working in different countries that can certify or validate at a global level the quality standards and adaptability to the objectives pursued by all courses offered by any university, school or training centre.
But in addition to training, employment will be something that will change or is changing substantially. It is no longer necessary to go to a company to be able to work there. This, which may seem so obvious to us, after a pandemic that has kept us confined and working remotely, represents a true social and work revolution. Thus, it no longer matters where in the country you live to work in a company, which may be located on the other side of the country, which until a few months ago could limit job offers to residents in the vicinity of the company or factory.
However, in the medium term this process will be extended to professionals who live in any country in the world and who have the training and requirements requested by the company, which in turn may be located in another country.
This general relocation of workers is likely to lead to a levelling of conditions and salaries at a global level (good news for workers in developing countries and perhaps not so good for those of us who live in developed countries) but what seems clear is that it will result in greater globalisation of the economy and of companies and therefore greater development of international trade.
Greater employment opportunities
On the positive side of this trend, both companies and workers (both employees and self-employed) will be able to opt for a greater offer of both jobs and employees and will have a richer and more varied work experience.
It is true that this change may not be imminent, in fact, there are major questions that will have to be answered beforehand, associated for example with workers' rights, the homologation of courses or training systems in each country or taxes and benefits that companies and residents will have to pay. In addition, this change will not apply to all workers since there will always be jobs associated with the locality, such as managers and workers in public agencies and services, transport, civil servants, local commerce, among others.
But in my opinion this is a process as irreversible as the relocation of companies that took place twenty years ago. And what would you advise to adapt to these changes? Firstly, be clear about the sector or job in which you want to develop your work activity and establish a training itinerary, which contains not only skills used in that position but also languages and the use of collaborative work tools that are the basis for this change. In addition, creating and developing a personal brand , not only on a personal level but also on a personal level, will help you achieve this goal.