Retraining means the acquisition of new knowledge and skills and thus qualification (training) for a new profession. In this regard, retraining involves a specific time and personal investment, new learning and sometimes a new professional identity.
Acquiring new knowledge and skills, and “enter” the new interest can be realized through formal and informal means. A formal retraining may include additional training in the new professional field, entering a new school or college, completion of courses and training that are obtained official certificates of professional competence, etc. But retraining can be realized through informal channels: self-learning, learning by model (for example, apprenticeship with practice and work with experienced master), training and courses that are used for professional training but without acquiring the certificate and diploma of professional qualifications, etc.
Retraining today has special significance and importance given by the dynamism of the labor market and rapid technological and technical developments. In this regard, today’s retraining more frequent and more common as we compare to earlier periods.
From the standpoint of the person who is thinking about retraining, it could signify be a turning point and a new beginning for a particular person. This is especially true when it comes to training for a profession that is very different from the “first” of interest with which a person has already acquired a certain professional identity. An example of this type of change is a person who is a civil engineer by profession, and who wants to retrain and gain new interest, and begins training formal or informal type of qualification for the work with children as an educator.
On the other hand, retraining can be realized through acquisition of interest which is very similar to the previous occupation person and located in the same professional field – for example, this type of retraining is a nurse who is directed to the field of geriatrics because he/she wants to start her own business leadership at home to care the elderly.
Besides the new professional identity, retraining may mean new jobs, better quality of life, a new circle of friends and associates, etc., as well as a new lifestyle.
What are the most common reasons and circumstances that encourage thinking about retraining?
Retraining as a result of a series of unsuccessful attempts to find work
Retraining is often implemented after a series of unsuccessful attempts to find work and form of personal assessment of the person that with the current interest will not be able to hire. Retraining of this type is justified if the ‘first’ interest in the area of your employment and opportunities are really small or they do not exist at all.
Retraining because of the long abandoning of active interest in your “first” job
Retraining can be realized in a situation where a person is not engaged in a long time in his/her profession and when a person for more than five years is doing a completely different type of work (or the common understanding that a person after five years of abandoning his profession is losing professional identity linked to it; and, betting experts is that the knowledge and skills of a particular interest after five years inactivation, are quenched and unusable). This type of retraining is justified because it is usually just a case of updating knowledge and skills that a person has acquired working the practical tasks in the context of other professions (for example, a person who is a travel technician, but that has never worked in his/her profession. For many years a person works in the store, and with retraining he/she would like to formally confirm its direction in trading profession).
Retraining as a decision to do always wanted job
Retraining is sometimes implemented with the intention of people to “finally deals with the interest he/she had always wanted.” In this situation, the person is usually finished the particular school and earned interest that was almost never liked nor wanted professionally. After leaving school, often due to certain life circumstances, a person begin to do the job he/she loves, acquire more knowledge about it and full time professionally is directed in another direction. This type of retraining is justified because the joint love of a particular profession and the knowledge and skills in dealing with it usually confirms a good working combination.
Retraining as a result of new needs of existing occupations
Retraining can be realized as a result of new technological changes that require work of a person that has knowledge and skills before imposing new one. In this case training that is akin to a previous occupation is most often done in the area of retraining (or any productive occupation that was transformed due to the introduction of new technologies and which now requires training in the direction of mastering advanced technologies).
Regardless of the type of retraining is done, the recommendation is certainly that, before a final decision about retraining people consult with business psychologist who will assess skills, personality traits and occupational interests the person and the person time to support the effort to retrain or to shift to other professional direction.
What else do you need to know about retraining?
In making decision about retraining it would be good first to make a self-assessment, you can do it yourself or some expert can help you (the Employment Service). If you are doing the assessment yourself, define your own: power (skill), weaknesses (lack of required skills), opportunities (skills in a new way, you can use the new workplace), threats (weakness in the broader context, what is the future of the industry in which you are doing now, which is due to the health problems you cannot do certain jobs, etc.)
In addition to these arguments, it is important to listen your intuition and ask yourself what would you like to do. If you are not sure whether you can live on your future vocations, first analyze your costs and find out how much you need for it.
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