#employee upskilling

[trufynd01]

Discover how end-to-end HR solutions can transform your business operations. From talent acquisition and employee training to efficient payroll management, TruFynd offers customized strategies to boost organizational success.

[allaboutelearning]

The L&D can face enormous budget cuts when it can't meet its KPIs. One of them is to reduce the need for the company to hire new employees for roles. The elearning department should aim that existing employees are upskilled for such responsibilities. Read more...

[aditi2987]

"The Future of Employee Upskilling with AI-Driven HRMS Solutions"

As organizations strive to keep up with technological advancements, employee upskilling has become a top priority. Enter Artificial Intelligence (AI)-driven Human Resource Management Systems (HRMS) — a groundbreaking approach that transforms traditional upskilling methods. With AI-driven HRMS solutions, organizations can now create personalized learning experiences, predict skill gaps, and provide targeted development opportunities, all while enhancing efficiency. Let’s explore the transformative impact of AI on employee upskilling and what the future holds.

Why AI is Transforming Employee Upskilling

AI in HRMS offers more than automation. Through data analysis, machine learning, and predictive modeling, AI tailors learning paths for each employee, identifies emerging skill requirements, and improves upskilling outcomes. This creates a dynamic, adaptable workforce capable of responding to rapid industry changes.

Key Advantages of AI-Driven HRMS for Upskilling

1. Personalized Learning Experiences

AI algorithms analyze an employee’s existing skills, learning style, and professional goals to suggest customized learning modules. This personalization means that each employee’s upskilling journey is tailored, making it more relevant and engaging.

2. Predictive Skill Gap Analysis

AI can predict future skills based on industry trends, company objectives, and job role requirements. By proactively identifying gaps, organizations can launch targeted training programs before skill shortages impact productivity.

3. Real-Time Progress Tracking

AI-driven HRMS tracks an employee’s learning journey in real time, providing insights into completion rates, scores, and progress. Managers can use this data to support employees who may need additional guidance or to adjust learning paths for optimal results.

4. Automated Content Recommendations

Much like recommendation engines on streaming platforms, AI in HRMS suggests courses or resources relevant to each employee’s role and goals. This automation saves time and ensures that employees always have access to the most useful and up-to-date learning content.

5. Enhanced Employee Engagement

Personalized learning, real-time feedback, and a dynamic upskilling environment increase employee engagement. AI’s ability to adapt learning paths based on individual progress keeps employees motivated, creating a culture of continuous improvement.

How AI-Driven HRMS Tools Support Future-Ready Upskilling

1. Dynamic Learning Paths

AI-driven HRMS solutions adjust learning paths based on employee performance and organizational needs. For example, an employee excelling in a module might receive more advanced content, while someone struggling could be redirected to foundational resources.

2. AI-Enhanced Performance Assessments

AI enables deeper analysis of skill mastery by assessing task performance and comprehension beyond simple quizzes. For instance, AI-powered HRMS might assess how effectively an employee applies new skills to real-world scenarios, leading to better learning outcomes.

3. Continuous Adaptation to Industry Trends

AI algorithms stay up-to-date with industry developments, continuously analyzing which skills are in demand. This makes it easier for organizations to adjust training programs and upskill employees according to current and emerging industry requirements.

4. Microlearning Opportunities

AI in HRMS can create and distribute microlearning modules, providing bite-sized content that fits easily into employees’ daily schedules. This flexibility enhances learning retention and allows employees to upskill on the go.

5. AI Chatbots for Learning Support

Many AI-driven HRMS systems incorporate chatbots that offer immediate guidance to employees as they navigate learning modules. These virtual assistants answer questions, recommend resources, and keep learners on track, mimicking the benefits of one-on-one coaching.

The Role of AI-Driven HRMS in a Hybrid Work Environment

In a world of hybrid and remote work, AI-driven HRMS tools provide essential support by making learning accessible anytime, anywhere. AI solutions ensure that employees can upskill remotely without losing the personalization and interactivity they would receive in a traditional setting.

Challenges of AI-Driven HRMS in Upskilling and How to Overcome Them

While AI offers significant advantages, it comes with challenges such as:

Data Privacy Concerns: Handling sensitive employee data requires strict adherence to privacy policies and transparent usage practices.

Employee Adaptation: Some employees may feel overwhelmed by AI-driven learning methods. To ease the transition, companies should provide an introductory session on using AI tools and foster a supportive learning environment.

Resource Allocation: Implementing AI-powered HRMS requires investment. Organizations should ensure they have the necessary budget and resources to optimize the AI experience.

Future Trends in AI-Driven Upskilling

1. Hyper-Personalization

AI-driven HRMS will evolve to offer hyper-personalized learning paths that adapt in real time based on an employee’s current performance, interests, and career aspirations.

2. Virtual and Augmented Reality Integration

VR and AR integrated with AI will create immersive learning experiences. For instance, employees could practice skills in a virtual environment that mimics their actual workspace.

3. Predictive Career Pathing

AI will play a bigger role in guiding employees’ long-term career paths by analyzing skill development and job performance, predicting suitable roles, and suggesting relevant training.

4. AI-Enhanced Collaborative Learning

AI-driven HRMS may integrate more social and collaborative learning opportunities, encouraging employees to share insights and learn from peers within the organization.

Conclusion

AI-driven HRMS solutions are revolutionizing the way organizations approach upskilling. With personalized learning, predictive skill analysis, and real-time progress tracking, AI creates a future-ready workforce capable of meeting evolving business needs. Embracing these AI-powered tools not only improves employee engagement and retention but also positions organizations as leaders in their industries.

[maxlearnmicrolearningplatform]

Simplifying Processes with Microlearning: The Power of 'What, Why, How' Scroll Down Design

In the fast-paced world of corporate training and education, microlearning has emerged as a game-changer. Its bite-sized approach to learning makes it ideal for explaining complex processes in a simple and convenient way. One effective technique is the 'What, Why, How' scroll down design, which breaks down information into easily digestible chunks. This article explores how this design can be used to streamline processes and upskill your workforce efficiently.

Understanding the 'What, Why, How' Scroll Down Design

The 'What, Why, How' scroll down design is a structured approach to presenting information. It begins by explaining 'what' a process or concept is, followed by 'why' it is important or relevant, and concludes with 'how' it can be implemented or applied. This linear progression helps learners grasp the material more effectively by providing context and practical guidance.

What: This section introduces the process or concept being discussed. It provides a brief overview of what it entails, setting the stage for further exploration.

Why: Here, the importance or significance of the process is explained. Learners are given insight into why they need to understand and apply this knowledge in their work or daily lives.

How: This section offers practical steps or instructions on how to implement the process. It breaks down the process into actionable steps, making it easier for learners to follow along and apply what they've learned.

Leveraging Microlearning for Processes and Upskilling

Microlearning is ideally suited for explaining processes and situations that require practical and linear approaches. Here's how the 'What, Why, How' scroll down design can be effectively utilized in microlearning:

1. Process Explanation:

Imagine you need to train your employees on a new software deployment process. Using microlearning with the 'What, Why, How' design, you can break down the process into manageable chunks:

What: Introduce the new software deployment process, explaining its key features and objectives.

Why: Highlight the benefits of the new process, such as increased efficiency, reduced errors, and improved collaboration.

How: Provide step-by-step instructions on how to execute the software deployment process, including screenshots or video tutorials for visual learners.

2. Upskilling Scenarios:

Suppose your workforce needs to upskill in customer service techniques. Microlearning with the 'What, Why, How' design can help them quickly learn and apply new skills:

What: Introduce the customer service techniques to be learned, such as active listening, empathy, and problem-solving.

Why: Explain why these techniques are crucial for providing exceptional customer service, such as building customer loyalty and satisfaction.

How: Provide practical tips and examples on how to apply these techniques in various customer interactions, such as handling complaints or inquiries.

Benefits of the 'What, Why, How' Scroll Down Design in Microlearning

Clarity and Structure: The linear progression of the 'What, Why, How' design provides learners with a clear and structured framework for understanding complex processes.

Contextual Understanding: By explaining the 'why' behind a process, learners gain a deeper understanding of its significance and relevance to their roles.

Actionable Guidance: The 'how' section offers practical steps and instructions that learners can immediately apply in their work or daily lives.

Engagement and Retention: Microlearning's bite-sized format and interactive elements keep learners engaged and facilitate better retention of information.

Accessibility and Flexibility: Microlearning modules can be accessed anytime, anywhere, allowing learners to upskill at their own pace and convenience.

Implementing the 'What, Why, How' Scroll Down Design: A Case Study

Let's consider a manufacturing company implementing a new quality control process. They decide to use microlearning with the 'What, Why, How' scroll down design to train their employees effectively:

What: The module introduces the new quality control process, explaining its objectives and key components.

Why: It emphasizes the importance of quality control in ensuring product reliability, customer satisfaction, and brand reputation.

How: Practical guidelines and examples are provided on how employees can implement the quality control process in their day-to-day tasks, including inspection procedures and documentation requirements.

Conclusion

Microlearning with the 'What, Why, How' scroll down design offers a simple yet powerful approach to explaining processes and upskilling your workforce. By breaking down information into easily digestible chunks and providing context and practical guidance, this design enhances understanding, engagement, and retention. Whether you're introducing new procedures, implementing software changes, or upskilling employees in essential techniques, microlearning with the 'What, Why, How' design can help streamline processes and drive meaningful change within your organization. Embrace this approach to empower your workforce and stay ahead in today's dynamic business environment.

[hrtechcube1]

Digitalization, conventional and generic training methods are no longer sufficing due to brimming competition and prioritizing employee experience. It is time for HR professionals at workplaces to train their employees well through robust training and development corporate programs that will help companies to increase employee retention rates.

And, they are achieving this by including a microlearning approach, where personalized training and employee engagement takes center stage. HRs are joining hands with CIOs worldwide to embrace microlearning career development initiatives and provide holistic professional development without overwhelming the learners. 

Visit us to know more @ https://hrtechcube.com/

[nuveprotechnologies]

Why Every Employee Should Have Access to Skill Development Labs

As the world becomes increasingly competitive, the need for upskilling and reskilling has become more critical than ever. For employees, staying relevant in their industries is crucial for career growth and job security. Skill development labs, such as Nuvepro's hands-on labs, have emerged as an effective way to enhance employees' skills, leading to better job performance and career advancement. This article will discuss the importance of skill development labs, their benefits, and how they can lead to better skill outcomes.

The Need for Skill Development Labs

The rapid pace of technological change is disrupting many industries, creating new job roles while making some jobs obsolete. To stay competitive, companies need employees with the latest skills and knowledge. However, traditional training methods such as classroom lectures and online courses can be ineffective, expensive, and time-consuming. Skill development labs offer an alternative approach to learning that is more engaging, practical, and cost-effective.

What Are Skill Development Labs?

Skill development labs are hands-on learning environments that simulate real-world scenarios. They enable employees to learn by doing rather than just listening or reading. Skill development labs can be physical or virtual, and they can cover a wide range of topics, from technical skills to soft skills such as leadership and teamwork. Nuvepro's hands-on labs, for instance, provide employees with access to virtual labs that allow them to practice real-world scenarios without affecting production environments.

Benefits of skill development labs

Skill development labs offer several benefits to both employees and companies. Here are some of the most significant benefits:

Increased Engagement and Retention

Hands-on learning is more engaging and memorable than traditional training methods. Employees are more likely to remember what they learned in a skill development lab and apply it to their work. This leads to better job performance and career advancement.

Cost-Effective

Skill development labs can be more cost effective than traditional training methods, such as hiring trainers or sending employees to off-site courses. Skill development labs can be conducted virtually, which eliminates the need for travel expenses.

Flexibility

Skill development labs are flexible and can be customized to meet employees' needs. Employees can learn at their own pace and practice the skills they need to advance in their careers.

Improved collaboration and teamwork

Skill-development labs can improve collaboration and teamwork among employees. Employees can work together to solve problems and learn from each other's strengths.

Increased job satisfaction and retention

Employees who have access to skill development labs are more satisfied with their jobs and are less likely to leave their companies. Skill development labs provide employees with opportunities for growth and advancement, which can lead to increased job satisfaction and loyalty.

Skill Outcomes

Skill development labs can lead to skill outcomes that benefit both employees and companies. Here are some of the skill outcomes that can result from skill development labs:

Improved technical skills

Skill development labs can improve employees' technical skills, such as coding, data analysis, or cloud computing. These skills are in high demand, and employees who possess them are more valuable to their companies.

Soft skills development

Skill development labs can also improve employees' soft skills, such as communication, leadership, and teamwork. These skills are essential for career advancement and leadership positions.

Career advancement

Skill development labs can lead to career advancement opportunities for employees. Employees who have acquired new skills through skill development labs are more likely to be promoted or given more significant responsibilities.

Innovation and creativity

Skill-development labs can foster innovation and creativity among employees. Employees who have learned various skills are more likely to come up with creative ideas and solutions to problems.

Conclusion

In conclusion, skill development labs have become essential in today's rapidly changing business landscape. They provide a practical, cost-effective, and engaging way for employees to learn new skills and enhance their career prospects. The benefits of skill development labs include increased engagement and retention, cost-effectiveness, flexibility, improved collaboration and teamwork, increased job satisfaction and retention, and skill outcomes such as improved technical and soft skills, career advancement, and innovation. Therefore, it is vital for companies to provide their employees with access to skill development labs such as Nuvepro's hands-on labs to stay competitive and ensure the growth and development of their workforce.

[gatheringbones]

[“As I have outlined earlier in this book, the institution of psychiatry does not work in a vacuum, somehow above the everyday norms and values of wider society; rather, they are a profession with a particular conservative zeal for upholding the current social order through their work. When behaviour becomes unacceptable to the needs of capitalism, the profession seeks to pathologise such deviance. This process does not happen overnight but through a progression of debate, research, and movement towards a collective focus on such areas.

In this case, the research on shyness from Philip Zimbardo (1977)—the former president of the American Psychological Association—is seen as key towards the development of social phobia as a category of mental illness. Significantly, his research did not suggest that shyness was a mental illness, but rather noted a concern that people with such characteristics were likely to be seriously disadvantaged as society began to change. Zimbardo (1977: 5, emphasis added) commented on the “condition,”

Shyness is an insidious personal problem that is reaching such endemic proportions as to be justifiably called a social disease. Trends in our society suggest it will get worse in the coming years as social forces increase our isolation, competition, and loneliness. Unless we begin to do something soon, many of our children and grandchildren will become prisoners of their own shyness.

The traits of shyness—including timidity, mistrust of others, and a lack of self-assertion (Zimbardo 1977: 13)—were conceptualised as increasingly problematic within contemporary society and therefore a justifiable focus for psychiatric activity. This is tacit acceptance that such behaviour has not been found to be a mental disorder as a result of rigorous testing but rather is socially dictated and culturally relative; shyness becomes a “social disease” (i.e., a social deviance) in need of treatment. Thus, “the rise of social phobia,” states Cottle (1999: 25),

offers a glimpse not so much at the anatomy of a specific illness as at the still inherently subjective nature of psychiatric medicine and the cultural forces that help draw the boundary between what we are told to think of as normal and what we are told to consider pathological.

Concerned with the need for workers to conform to the desired norms and values necessary to “succeed” in neoliberal society, the psy-professions have stigmatised and “othered” those once considered only shy, introverted, or reticent co-workers. This process of psychiatrists labelling the shy as mentally ill has also been previously highlighted by Scott (2004: 133) who acknowledges that, in comparison, the non-shy self,

embodies the cultural values of contemporary Western societies: ambition, assertiveness, competitiveness and individualism. This dominant ideal can be used to stigmatize those who fail to live up to such expectations, whose difference is attributed to individual pathologies rather than to an unrealistic cultural ideology.

The success of psychiatric hegemony here is that since the original construction of social phobia in 1980, workers have become more inclined to self-label and entertain the possibility of therapy and drug treatment for their failure to be more sociable and assertive at their place of work. This situation has further legitimated the extension of the psy-professions in the areas of unemployment, job training, and work, reinforcing the neoliberal focus on the self as the site of change, while simultaneously depoliticising the increasingly alienating work environment and constant pressures on employees to upskill and be “more employable” in the jobs market (see Elraz 2013). Through the pathologisation of such “non-sellable” traits, Lane (2007: 208) argues that what counts as acceptable behaviour within the population has been narrowed to such an extent that “we now tend to believe that active membership in community activities, the cultivation of social skills (becoming a ‘people person’), and the development of group consciousness are natural, universal, and obligatory aims.” ]

bruce m.z. cohen, from psychiatric hegemony: a marxist theory of mental illness, 2016

[himehikoshrine]

Weekend Lesson Stage Script (EN)

This is the full Stage Script from the game menu for Weekend Lesson. (Apologies if there are typos, especially one's not already in the game menu version).

There is one part early on where the EN game script mixes up a few lines that I tried to put back in order (Hasekura's 'monologue' about Shiroma at the end of act one). Otherwise I tried to keep things as they are.

As with the others, there are lines and details in the stage script that are not in the performance you see in game, where they are shown only as text-over summary.

Also, as with the others, any ad-libs and such would not be here. The last-minute changes for Weekend Lesson are in line delivery, mostly, rather than lines, so it may not be as noticeable. Of course, you can access it from the game menu, if you’ve got it, but this version is searchable! Because someone else beat me to this project for Sleepless King here [x] that makes this the last of the stage scripts for the collection. You can find my transcription of Mary Jane here [x], of Oh, Rama Havenna here [x], and of all versions of Sissia of the Central Nation here [x].

Weekend Lesson

By Neji Kokuto

(1) Chapter 1

•Outside the Great Galleon

Two women walk together through a business plaza along the shoreline.

They notice a peculiar-looking building in the shape of a ship.

Kanna: Ms. Ando! There’s a ship right in the middle of the business plaza. It looks as if it’ll set sail any moment!

Ando: Oh, Kanna. There’s no way there would be a ship on land.

Ando: That’s a building designed to look like a ship. And there are no sailors in it, but office workers.

Kanna: Really? What a very unique building it is. It must be a new company.

Ando: That company’s much older than we are.

Kanna: Whaa?!

Ando: I believe you may have heard of it. The company’s name is…

Louis exits the building. 

Louis: Good morning! Good morning! 

Louis: From space exploration research to selling food and beverages, Great Galleon SJB is here!

★Dance

"We Are the Great Galleon"

Louis: Allow me to explain what our company is!

Louis: It’s been 200 years this year since our founding. An old company whose founder built up our assets through trade and said, ‘If you set sail, head for Acapulco!’ and always, always, challenge yourself!

Though I’m not sure what that means…

Louis: Our business has expanded to over a hundred countries. Our sales are on the level of national budgets, and our stocks have only been rising. Prime ministers and presidents are nothing compared to our president. Oh, but I kid. Well, probably.

Louis: Our pay? It’s good, of course. This suit is tailor made Paul Louis. ALL my personal belongings are Paul Louis. 

Louis: The work environment? Our employee benefits are perfection. Our company bistro serves nutritionally balanced, healthy meals, and our employee gym is always bustling with invigorated employees working up a sweat!

Louis: ‘Overtime’? What is THAT? Oh right, that evil concept I’ve heard so much about. Our company is nothing but wholesome, with abundant vacation time.

Louis: Recreational leave, maternity leave, family leave, confession leave. Even our crew who might get rejected from a love confession can feel at ease.

Louis: When you feel fulfilled in your private lives, your motivation to work rises. And we don’t neglect upskilling our employees, either. That all comes back in contribution to the company.

Louis: What do you think? Amazing, isn’t it? The Great Galleon SJB!”

Louis finishes his line. Everyone disperses.

Next to Louis, Hasekura hurriedly exits the building.

Hasekura: Documents… Documents…

Louis: Hasekura? If it isn’t Hasekura! Good morning my friend, my colleague!

Hasekura: Ah… Good morning, Louis.

Louis: You weren’t at dinner with our group the other day. What’s the matter? We go out every month, remember? 

Hasekura: I thought I’d bring down the mood if I went, so I didn’t go. Once a month is pretty frequent, too…

Louis: What are you talking about?! Everyone missed you. It’s ONLY once a month!

Hasekura: I’ll try and join next time. Well, I have to go turn in these documents. 

Louis cuts off Hasekura as he tries to get away.

Louis: We were talking at the dinner, you know.

Hasekura: Y-Yeah? About what?

Louis: You see, I’ve actually been entrusted with a big project coming up.

Hasekura: You really are amazing. You’re the star performer out of all of us hired that year. Tell me more about it at the next dinner. I’m just going to turn in these documents…

Louis cuts off Hasekura as he tries to get away.

Louis: I’m being told a promotion’s just around the corner for me, but I really like not having the responsibility, so I’m in a bit of a tough spot.

Hasekura: Oh, I see. I can understand that.

Louis: Though I know I should happily accept being able to be part of a new project as the result of my hard work.

Hasekura: Right yeah, that’s true. So, I’ll just be submitting these documents…

Louis grabs Hasekura’s shoulders as he tries to get away.

Louis: it’s just, I can’t handle this project alone.

Louis: The ship’s captain, no matter how skilled he is, can’t overcome stormy waters without a crew…

Hasekura: Yeah… I got caught in another long talk with Louis.

Hasekura: I’m at fault. I’m at fault for trying to walk past him…

Louis: …In other words, I want you to help me. You’ll do it, won’t you Hasekura?

Hasekura: Huh? What was that?

Louis: I’m saying I want you to join the project that was entrusted to me!

Hasekura: Me? I can’t, Louis! I’m not as talented as you. I’ll just get in everyone’s way.

Louis: Hasekura… you gotta aim higher. ‘If you set sail, head for Acapulco!’ Right?

Louis: Your guardian angel can’t help you fly if you stay curled up and looking down like that all the time. You gotta change, Hasekura!

Hasekura: S-Sure…

Mukai: Hasekura, there you are.

Mukai: Our boss was making a fuss about not having the documents they needed first thing in the morning.

Hasekura: Mukai, I’m sorry. I got to work early today, but…

Louis: Oh, if it isn’t Hasekura’s subordinate, Mukai. How are you this fine day?

Mukai: Louis, I see you’re the culprit.

Mukai: Hasekura’s supposed to get the negotiation documents for Europe to our boss. Please don’t hold him up.

Hasekura: Er, no Mukai, I’m the one at fault.

Louis: Mukai, can you convince Hasekura here? He really should join my project.

Louis: If he does, you can join the project, too. We can open a path to success together. You ever heard this before? ‘If you set sail’…

Mukai: Where Hasekura needs to head isn’t Acapulco, but our boss’s desk.

Mukai: Besides, if you have that big of a project, shouldn’t you be busy as well?

Louis: Ah, that’s right! I had a meeting first thing in the morning. Sorry, Hasekura, Mukai, I’ll take my leave now!

Louis leaves.

Hasekura: I’m sorry, Mukai. I caused you trouble.

Mukai: A project, huh? Isn’t there a possibility he’ll just use you however he needs and take all the credit himself?

Hasekura: I think he really just wants to give me a chance, since I’m so hopeless.

Mukai: Do you want to do that project?

Hasekura: I… Well…

Mukai: For now you just need to get those documents submitted. Please get going. 

Hasekura: Yes. Understood.

Two employees pop out of the shadows.

Employee A: What a fun Friday it is. The golden glittering of the world after 5 PM

Employee B: The things we want to do are as countless as the stars. What should we do today?

Employee A: Oh my, Hasekura. How are you today? What sort of fun are you going to have today?

Hasekura: Er, no, I’m just… going to go home and do nothing, I guess.

Employee A: Oh my, what a lazybones!

Employee B: Then what about tomorrow? How do you spend your days off?

Hasekura: I sleep until noon on my days off… And then do nothing… And then sleep when it’s nighttime, I guess.

Employee B: Ohhh, how dreadful!

Employee A: You need to sparkle more!

Employee B: She’s right, how about you come out with us?

Hasekura: Er, uh, well…

Employee A: We’ll find a way to bring your life to life!

Mukai: Stop.

Employee A: Oh, if it isn’t Mukai! What are your plans today?

Mukai: We’re in the middle of work right now, so we can’t talk.

Employee B: Well, aren’t you all business. I see a hint of a cool sparkle in your eye.

Mukai: Hasekura, let’s go.

Hasekura: R-Right… Excuse us.

Hasekura stops after walking for a short while.

Hasekura: I’m sorry, Mukai…

Mukai: This company has a lot of people who love themselves and want to make others their little clones. 

Hasekura: I feel like I’m being targeted because I’m such a boring person…

Mukai: How about picking up a hobby? It’ll be a good shield for you, too.

Mukai: Is there anything you’re interested in?

Hasekura: There’s nothing I can think of… Ah.

Mukai: It’s Shiroma from reception.

Shiroma: Hasekura, Mukai. Hello.

Mukai: Hello.

Hasekura: …

Shiroma: Well, goodbye.

Hasekura watches her walk away, unable to say anything.

Mukai: Are you okay not saying hello to Shiroma?

Hasekura: I didn’t?!

Mukai: I certainly didn’t hear it.

Hasekura: Damn it…

Mukai: Let’s just get those documents submitted. I’ll come with you.

Hasekura: Sorry…

Monologue

Hasekura: Rome…

Hasekura: Our company is a large corporation where anyone would want to work. It must have been due to some mistake that I was able to get in.

Hasekura: I have no place here. All my peers are climbing higher into the distance as I continue to cause trouble to my subordinates.

Hasekura: Throughout it all, she is my only source of peace. Her gentle smile comforts me. 

Hasekura: She is a faraway land to me. My Rome. A beautiful capital, just out of reach. 

(2) Chapter 2

•Bistro

Mukai: Excuse me. Two iced coffees please.

Mukai: Hasekura, we’ve finished putting together the project overview.

Hasekura: Sorry… I somehow got you involved in Louis’s project. 

Mukai: It’ll help me develop my skills, so it’s no big deal.

Mukai: Are you sure you’re all right being a part of the team?

Hasekura: Someone like me is being allowed to join on a big project. I should be grateful for the opportunity…

Mukai: But…

The door opens

Mukai: …Hm? Speak of the devil. It’s Louis.

Louis: …

Hasekura: Oh, you’re right…!

Shiroma: …

Hasekura: Shiroma! Why is she with Louis… 

Hasekura: …

Hasekura: Mukai, I’m heading back to the office.

Mukai: But the iced coffees aren’t here yet.

Hasekura: B-But…

Louis: Aren’t I lucky to find you here during lunch? Having lunch with you would make the food even more delicious!

Shiroma: Oh, Suzuki. You’re such a sweet-talker.

Louis: Call me Louis. That’s what everyone calls me. Also, I really meant what I said. 

Louis: How about dinner sometime? I know a good place.

Shiroma: Sure, if the opportunity comes up.

Hasekura: …

Mukai: The star performer of the office and its most captivating beauty having lunch together. A pair that would stir the hearts of anyone who laid eyes upon them.

Hasekura: Hahh… You’re right…

Mukai: …

Mukai: Are you sure you’re all right with this, Hasekura? This work, the accolades, and the woman you admire are all in your coworker’s sights.

Hasekura: Huh?! It’s not like I…

Mukai: How about you try going after them yourself? Some things can change with just one word, just one step.

Hasekura: Er…

Hasekura: I don’t have that kind of strength. 

Mukai: Hahh. Let’s go. We can still get out now without having to talk to them.

Hasekura: O-Okay…

Fade out

•City (Night)

Hasekura: …Hahh.

Hasekura: The city’s bustling tonight. It is a Friday, I guess.

Hasekura: Maybe I should wander around a bit.

Shiroma: …

Hasekura: …?!

Hasekura: That’s… Shiroma… Oh no, she’s coming this way!

Footsteps come closer, then fade away.

Hasekura: Oh good, she didn’t see me. Er, no, wait, why did I hide? I should have just greeted her!

Hasekura: I wonder where she’s going? It’s dangerous for someone as pretty as her to be walking the streets alone… 

Hasekura: …

Hasekura follows behind Shiroma

•Outside the Ando Dance Studio

Shiroma: …

Shiroma walks up the stairs.

Hasekura: Is this where Shiroma was headed?

Hasekura: There’s a sign… ‘Ando Dance Studio’?

Hasekura: Is she learning how to dance? I wonder what style of dance it is…

Ando: They’re social dances.

Hasekura: Huh?

Ando: Good evening. 

Hasekura: A, h-hello! Er, I was just interested in dance, so…

Ando: Then would you like to observe a class?

Hasekura: Aaaahh, no, no! I’m sure it would be a bother to the instructor and their students. I’m a beginner, I’ve never danced before…

Ando: Oh no, beginners are more than welcome. I can assure you that these are the words of the dance instructor.

Hasekura: The dance instructor…? Er, are you the one teaching the class?

Ando: Yes. Come on in.

Hasekura: Ah… Okay…

•Inside the Ando Dance Studio

Ando: I’m back.

Kanna: Welcome back!

Kanna: Oh? Who’s the new guy?

Ando: This person is…

Shiroma: Hasekura?

Hasekura: …Shiroma.

Ando: Oh, Shiroma, do you know him?

Shiroma: Yes, he’s a coworker of mine.

Kanna: A coworker? So he works at Great Galleon SJB?!

Kanna: Then he’s part of the corporate elite!

Hasekura: I just happened to get in on a fluke.

Shiroma: But still, why are you here, Hasekura?

Hasekura: Er, well…

Ando interrupts to help him.

Ando: You mentioned you were interested in dance, right?

Hasekura: Ah, yes, that’s right. Are you learning dance here too, Shiroma?

Shiroma: No, I…

Kanna: Shiroma occasionally comes to watch me dance! She used to do social dancing during college.

Shiroma: I don’t anymore, though. Do you have any experience dancing, Hasekura?

Hasekura: I’m a complete beginner, actually…

Shiroma: You’ll be able to dance right away under Ms. Ando’s guidance.

Shiroma: All right, I’ll be leaving now… Hasekura, do your best, okay?

Hasekura: R-Right!

Sounds of footsteps leaving and the door closing.

Hasekura: Shiroma…

Kanna: Hasekura. You didn’t come here chasing after Shiroma, did you?

Hasekura: Wha-?!

Kanna: There were people like that during college, too.

Kanna: Are you sure you’re interested in dance and not Shiroma?!

Hasekura: I-It’s not what you’re thinking!

Ando: Kanna, don’t be rude now.

Kanna: Shiroma hates people like that!

Hasekura: I’m joining!

Ando: Oh?

Hasekura: Please let me join your class!

Ando: Are you sure?

Hasekura: Please.

Ando: …All right. Well, since we’re here, how about we start the lesson.

Hasekura: O-Okay.

Hasekura: Oh, no… Am I going to be okay? I’ve never danced before.

Hasekura: And this is social dancing at that. The thought of dancing with women is just too much for me…

Ando: Let’s try walking first.

Hasekura: Walking? In a dance class?

Ando: Yes. Try walking straight and coming back here.

Hasekura: All right.

Hasekura: …I should be able to manage this much.

Sounds of footsteps retreating and then approaching.

Ando: I see. I got it now.

Hasekura: Got what?

Ando: I have an idea of how you’ll improve, Mr. Hasekura.

Ando: Posture is important in social dancing. Mr. Hasekura, can you try walking one more time?

Hasekura: Like this?

Ando: Stop!

Hasekura: Okay!

Ando: Hasekura, look in the mirror. How would you describe your posture?

Kanna: He’s slouching forward with a tilted pelvis!

Hasekura: …What she said.

Ando: Ugh, Kanna!

Ando: Hasekura, let’s start with shoulders back.

Hasekura: Like this?

Ando: Yes. From there, hold your head upright with your chin parallel to the floor. Make sure your line of sight doesn’t drop to the floor.

Hasekura: Right…

Ando: Look again in the mirror.

Hasekura: My posture’s better.

Ando: Right? Now let’s try walking again. Push off your back foot and land on the heel, rolling forward to the ball.

Hasekura: Push off my foot and land on my heel, rolling forward to the ball…

Hasekura wobbles along unsteadily.

Hasekura: Huh? This is hard… I’m only walking.

Ando: It’ll get easier if you count while walking. One-two, one-two.

Hasekura: One… two, one, two…

Hasekura continues learning to walk. 

Fade out.

Ando: All right. That’s it for today’s class. Good work, everyone.

Hasekura: It’s over already? All I did was walk…

Ando: But you’re tired, right?

Hasekura: Well… yes.

Ando: As you go about your day, keep an eye on your posture in any reflections that you pass by.

Ando: All right then, I’ll see you next Friday!

•City (Night)

Hasekura: I’ve gotten myself into a predicament…

Hasekura: I’ll just make some excuse and drop out after a while… Hm?

Hasekura: I can see my reflection in a showroom window.

Hasekura: The posture I learned in class… was like this, I think.

He fixes his posture in front of the glass, which worsens again as he starts walking. He fixes his posture in front of another pane of glass. He exits the stage with his posture somewhat improved.

(3) Chapter 3

•Dance Studio

Ando: Good evening, Hasekura. Let’s begin today by practicing how to walk again.

Hasekura: Okay.

Hasekura walks.

Footsteps.

Ando: Much better than last week! I see you’ve been practicing.

Hasekura: There’s just a lot of mirrors and glass around town…

Ando: But there are people who improve and those who don’t. You’re clearly the type to apply yourself and get results, Hasekura.

Hasekura: Oh, no, it’s not…

Ando: Now then, let’s add something else to the walking today.

Ando: And that will be me.

Hasekura: What do you mean?

Ando: I’ll walk alongside you, Hasekura. Try walking while adjusting your pace to mine.

Ando: All right, let’s go.

She begins teaching blues dancing for beginners.

Ando: Front, front… side.

Hasekura: Side? L-Like this?

Ando: Yes. Next, back, back…side!

Hasekura: Like this…

Ando: Now just repeat those steps. Front-front-side, back-back-side.

Hasekura: Front, front, side, back, back, side…

Ando: Yes, not bad. Now let’s use our hands.

Ando: Hasekura, try stretching your right hand out straight forward.

Hasekura reaches his right hand out forward.

Ando: Gently curl your hand as if you’re carrying a ball.

Hasekura slowly curves his right hand.

Hasekura: Like this?

Ando: Yes. And now your left. Stretch out your left arm to the side and bend your joints upward.

Hasekura: Like… this?

Ando: Yes. Now let’s incorporate the steps. Front, front, side. Back, back, side.

Hasekura: Ah…this… makes me feel like I’m dancing.

Ando: You are dancing, in fact.

Hasekura: Really?!

Ando: Social dancing looks difficult at a glance, but it’s easy once you get the hang of it.

Ando: All right. Lastly, clasp your left hand with mind and put your right arm around my waist. 

Hasekura: Huh?!

Ando: Now, let’s dance! Front, front, side. Back, back, side!

Ando: Say it with me, Hasekura!

Hasekura: R-Right. Front, front, side! Back, back, side…

Ando: You’re dancing!

Hasekura: Dancing… I’m dancing…

The two of them dance.

Fade out.

Hasekura: Even someone like me can dance…

Hasekura: Er, no, it’s just because you’re a good teacher. I didn’t really do anything.

Ando: You’re able to dance because you took this practice seriously.

Hasekura: Th-Thank you…!

Ando: Let’s learn a new step while you’re still in that mindset of success.

Hasekura: O-Okay!

(4) Chapter 4

•Office

Employee A: Another Friday’s come again at last.

Employee B: A golden spark to set off our weekend.

Hasekura: …

Employee A: Oh dear, Hasekura. Where are you off to in such a rush?

Employee B: Will you be getting into some mischief this weekend?

Hasekura: Er, no, I don’t have any plans in particular…

Employee A: Ever the layabout! Why not come out with us, then?

Employee B: She’s right, Hasekura. Let us share our sparkle with you.

Hasekura: No, I… E-Excuse me!

Employee A: Aww, a pity what a sloth he is! That Brian Hasekura!

Employee B: Friday after five is when we come alive! Enjoy yourself amongst the living, Brian!

Mukai: …

Mukai: It’s pretty unusual for Hasekura to turn someone down so firmly…

•Dance Studio

Hasekura: I got here earlier than usual. I’ll practice the steps I learned from last time…

Kanna: Hey, Ms. Ando. Are you really not entering competitions anymore?

Hasekura: …?

Ando: Not this again, Kanna.

Kanna: but you studied dance abroad and even joined an international competition!

Kanna: You were the one who inspired me to dance, Ms. Ando!

Kanna: I want to see you shine in the spotlight…!

Ando: Forget about that. It’s all in the past now…

Ando: Ah! Hasekura…

Hasekura: G-Good evening… Um.

Kanna: I’m going home for today.

Ando: Kanna!

Footsteps of Kanna leaving. 

Ando: …Hahh.

Hasekura: Ms. Ando…

Ando: I’m sorry. Let’s begin practice. 

The two of them dance awkwardly.

Hasekura: Ms. Ando… Should we end the lesson for today?

Ando: no, it’s fine…!

Ando: I’m sorry. I really am no good.

Ando: Hasekura, would you mind if I asked you to join me for a moment? 

Hasekura: I’ll do what I can.

Ando: All right then, let’s go!

Hasekura: Huh? Where? Whoa!

Ando rushes out of the studio, pulling Hasekura by the hand.

•Piano Lounge.

Hasekura: Is this… a bar?

Ando: It’s a piano lounge.

Sound of the door opening.

Piano music can be heard playing. 

Hasekura: I see. Everyone’s dancing to the music.

Ando: You can dance with anyone you find interesting. Just approach whoever you like.

Hasekura: Er, ah, no, um…

Ando: Heh… Then may I have this dance?

★Song

“Ms. Robin”

Hasekura: It’s really difficult to dance with other people around! I keep bumping into everyone.

Ando: A bit different from the studio, isn’t it? You have to find an open spot. Over there, look.

Ando leads Hasekura

Hasekura: Wow, we got through.

Ando: Heh…

Ando: …

Ando: Hasekura, do you enjoy dancing?

Hasekura: Huh…?

Ando: The truth is… you came to the classroom because you were curious about Shiroma, weren’t you?

Hasekura: …!

Ando: I apologize if I’m mistaken.

Hasekura: …What got me started, was exactly what you said.

Ando: If dancing is challenging for you, then…

Hasekura: Ah…

Hasekura: I was surprised that even a person like me could dance.

Ando: Huh…?

Hasekura: I can’t accomplish anything at all, so it made me happy to be praised for being able to dance. 

Ando: But you work for a famous company with so much history.

Hasekura: There’s no overtime and it’s easy to take paid leave. It encourages a good work-life balance. It’s the perfect place to work.

Ando: That sounds lovely.

Hasekura: I’m sure it would be for normal people. But I want to work overtime, and I don’t want to go on vacation. 

Ando: Huh?

Hasekura: I’d rather work at my own pace than rush myself just to get out on time, even if it means working overtime.

Hasekura: I feel worthless, having nothing to do when I have so many empty days off. I would rather work in that case.

Hasekura: Everything about it that others envy just feels like pressure to me. 

Ando: Ah, I’m sorry… How rude of me.

Hasekura: No, I’m just fighting against the times. It’s my own fault. I’m surpassed by my peers, I cause trouble to my subordinates, and I’m just a boring guy.

Ando: That’s not true at all!

Hasekura: Huh?

Ando: To me, you’re a fun person to be around, Hasekura.

Hasekura: Fun? Me?

Ando: Yes. I mean, someone once so afraid of dance is now dancing out in public.

Ando: I’ve never witnessed such an incredible change. 

Ando: Seeing you now makes me feel proud for starting my own studio.

Ando: Yes, it was a good thing to have gone down this path…

Ando: …Hasekura! Let’s dance with more liveliness!

Hasekura: Whoa… W-Wait, Ms. Ando!

Hasekura and Ando dance together.

The song ends and the stage fades to black

(5) Chapter 5

•Office

Mukai: …

Hasekura: …What is it, Mukai?

Mukai: Hasekura, recently… You’ve gotten taller, haven’t you?

Hasekura: Taller? I don’t think I could suddenly grow taller at my age.

Mukai: You look more fit.

Hasekura: You’re just imagining things.

Mukai: Other employees around us were talking about how you’ve been looking more handsome lately. 

Hasekura: Huh?! I’m sure it’s just mockery… Oh.

Mukai: What is it?

Hasekura: The social dance class…

Mukai: Social dance?

Hasekura: Oh, no, it’s nothing.

Mukai: Did you start a dance class?

Hasekura: Yeah… It’s strange for a guy like me to be dancing, huh?

Mukai: No, though it is unexpected. So that’s why your posture and movements have changed. 

Hasekura: My posture’s just slightly improved, that’s all…

Shiroma: Mukai, Hasekura. Hello.

Hasekura: Ah, hello. 

Mukai: Hello.

Shiroma: Let’s all work hard today.

Shiroma leaves. 

Mukai: You’re even able to greet her now.

Hasekura: Ah… Y-Yeah…

Mukai: It’s Friday today. How about you keep up that momentum and ask her out on a date?

Hasekura: Wh-What are you talking about?! There’s no way I can do that. Besides…

Mukai: Besides?

Hasekura: I have dance class today…

Mukai: …He really has changed.

•Dance Studio

Hasekura: Hello.

Kanna: Oh, Hasekura! Perfect timing! Listen to this!

Hasekura: What is it?

Kanna: Shiroma will be joining us today!

Shiroma: Come on, Kanna, you’re making a fuss.

Hasekura: Shiroma!

Shiroma: Hello, Hasekura. I’ve heard your dancing has improved.

Hasekura: No, it really hasn’t…

Ando: …

Ando: We must let Shiroma see what you can do, Hasekura. Now then, let’s begin…

Sound of a door swinging open energetically. 

Louis: Pardon me! The name’s Louis of the Great Galleon SJB!

Hasekura: Louis?!

Louis: I heard you were in this dance class, Hasekura! Why didn’t you tell me? I’m hurt! …Oh?

Shiroma: Louis.

Louis: If it isn’t Miss Shiroma.

Hasekura: Louis, what are you doing here…?

Mukai: Louis, please don’t do anything rash!

Hasekura: Mukai?!

Shiroma: Mukai.

Ando: Hasekura, Shiroma… You know them?

Hasekura: We all work together at the same company. Mukai, what’s going on?

Mukai: When I mentioned you were taking a dance class, Louis said he wanted to learn, too.

Louis: After seeing how much Hasekura changed from a simple dance class, I wanted to try it out, too!

Louis: But I had no idea Miss Shiroma would be here as well.

Hasekura: Shiroma’s just here to watch her friend dance. Don’t make it out to be something strange. 

Louis: Come to think of it, I remember talking about this at lunch the other day, Shiroma. That you learned dance in your days as a student. 

Louis: I’m sure Miss Shiroma’s dancing must be quite lovely. Don’t you think, Hasekura?

Hasekura: What are you saying, Louis? That’s…

Kanna: …

Kanna: Oh! How about this, then?

Kanna: The two of you compete against each other in dance, and whoever wins can dance with Shiroma!

Shiroma: Kanna?!

Ando: What are you talking about, Kanna?

Kanna: There’s a dance party hosted by the Ando Dance Studio in a month, right?

Kanna: It’s an event where people young and old gather to have fun dancing.

Kanna: So Hasekura and his talkative friend can compete to see who’s better at dancing, and the one who stands out most can dance with Shiroma. 

Kanna: Wouldn’t it be romantic to see two men fighting over who gets to be her partner? 

Ando: Kanna, that’s hardly the purpose of a dance contest.

Louis: No, it’s an interesting idea! I don’t have any experience with dance, though I do have confidence in my physical abilities.

Louis: I’m sure I won’t lose to Hasekura.

Mukai: …!

Mukai: Louis, you’re always like this!

Hasekura: Mukai?

Mukai: You’re always trying to show off your superiority by looking down on Hasekura!

Louis: You’ve got it all wrong, Mukai. I’m only speaking the truth.

Mukai: It’s even worse that you don’t realize what you’re doing!

Mukai: Shiroma, this competition is just idiotic, but how about accepting his terms? I won’t feel satisfied until Louis’s arrogance is beaten down!

Hasekura: What’s wrong? Calm down, Mukai. This isn’t like you.

Mukai: I’m completely calm!

Shiroma: …All right. I do enjoy dancing. I’ll practice dancing for the party.

Hasekura: Shiroma?!

Louis: That settles it, then. I apologize for the fuss. Who’s the one in charge here?

Ando: … That would be me.

Louis: A pleasure to meet you. My name’s Louis. I’d like to ask for your guidance. 

Ando: Everyone has their own personality, so I won’t be teaching you the same way as I do him. Let’s find a dance style that suits you.

Louis: Now that sounds promising. How about we get right into practice? Strike while the iron’s hot, as they say.

Hasekura: …

•Outside

Hasekura: That was a surprise. I didn’t think you’d come to the studio, Mukai.

Mukai: I’m sorry… This is all because I mentioned your dance class to Louis.

Mukai: And on top of that, I made everyone agree to that stupid competition…

Hasekura: There’s no use trying to change what’s been decided. I’ll just do what I can, though I think it’ll be difficult to win.

Mukai: Hasekura, you’ve been practicing all this time, right? Louis is starting just today, so…

Hasekura: You saw him, didn’t you? He only just started and he’s memorized steps and begun dancing already.

Hasekura: If he keeps getting better at this pace, he’ll pass me in no time.

Mukai: That’s not true!

Hasekura: Mukai?

Mukai: Do your best. You can win for sure.

Hasekura: I’m sure you’re just being considerate. Don’t worry about me. I’m the one at fault, not being able to do things a normal person can do.

Mukai: …

Mukai: I’m sick of hearing that!

Hasekura: …Urk?! Mukai...?

Mukai: Whenever anything happens you’re always saying, ‘It’s my fault,’ ‘It’s my fault,’ but what did you ever do that was so wrong?!

Mukai: If you keep saying how much you’re at fault, what do you want me to say?!

Mukai: Would you be satisfied if I told you that you were at fault?!

Hasekura: Mukai, I didn’t mean it like that…

Mukai: Every time you demean yourself like that, it hurts me too!

Hasekura: Mukai…

Mukai: Damn it… Excuse me!

Hasekura: Mukai! Mukai!

Sound of Mukai running off.

Hasekura: Mukai…

Ando: …Hasekura.

Hasekura: Ms. Ando! Ah…

Ando: I’m sorry. I overheard your conversation.

Hasekura: No, it’s my fault… Ah.

Hasekura: …

Hasekura: Mukai’s a new hire who’s always calm and considerate. I should be leading by example, but I only ever cause him trouble… 

Hasekura: he’s such a strong person, I never imagined that he could be hurt by anything. 

Hasekura: No, I never even thought that he might feel that way.

Hasekura: That he would be hurt on my behalf. All because of me….

•Office

People cross paths within the office.

Hasekura is looking around for Mukai

Hasekura: …

Hasekura: How am I supposed to face him now…

Mukai: Good morning.

Hasekura: Mukai…!

Mukai: What’s the matter? let’s get going.

Hasekura: R-Right…

Hasekura: Mukai, about last week…

Mukai: Let’s just call off the competition.

Hasekura: Wha…

Mukai: It’s ridiculous to be forced into some contest because someone else wanted it, when you’re only doing dance as a hobby.

Mukai: I’ll go around and apologize to everyone.

Hasekura: Mukai.

Mukai: I’m just like all the others, trying to push their own ideals on how you should live your life.

Mukai: This was what I wanted, not you. The whole thing is my fault.

Hasekura: No, it’s not!

Mukai: Hasekura…!

Hasekura: I know you said it for my sake.

Hasekura: You should come to the dance party, too.

Hasekura: I’ll win against Louis.

Mukai: …

Hasekura: Er, well, I don’t want to pressure you, so…

Mukai: I’ll come… No, I want to support you.

Mukai: I believe you’ll be able to win, Hasekura.

Hasekura: Mukai… Right!

(6) Chapter 6

•Dance Studio

Louis: Hasekura, I’m glad that I’ll finally get to see your A-game today.

Hasekura: I’m not sure ‘A-game’ is what I would call it, but I am taking this seriously.

Kanna: They’re totally fired up! This is so exciting!

Ando: There’s only a short amount of time, so let’s choose one type of dance for each of you and practice it thoroughly.

Ando: I believe a quick, lively step dance would suit Louis. You’re good at them, right Kanna?

Kanna: Leave all the footwork to me! I’ll be a great partner for you.

Louis: Looking forward to it, Miss Kanna.

Kanna: Wow, he’s so cool!

Ando: Hasekura will learn an elegant waltz. I’ll be your partner.

Hasekura: Thank you very much.

Ando: now then, let’s all work hard for the dance contest! 

Everyone begins practicing.

Louis and Kanna dance with nimble footsteps

Kanna: One, two, three, one, two, three! Wow, you’re really good, Louis!

Louis: Haha, thanks!

Ando: They seem like a good pair.

Mukai: …

Ando: Hasekura?

Hasekura: So that’s what Louis looks like.

Ando: You see him every day at the office, don’t you?

Hasekura: I do, but… I’ve never really looked at his face.

•Outside

Louis: All right, see you next week, Hasekura!

Hasekura: Right.

Hasekura: …I’m not used to seeing coworkers after work like this.

Ando: Hasekura.

Hasekura: Ms. Ando. What is it. 

Ando: Well… I was just thinking about what you said while we were dancing.

Hasekura: Yeah…

Hasekura: Up until now, I’ve always looked down as if to avoid others’ attention. I never tried to look them in the eye.

Hasekura: But now that Louis and I are competing, I’ve looked directly at him for the first time.

Hasekura: He was dancing his best and breaking a sweat… He might actually be a hard worker. 

Hasekura: It was sort of a revelation to me, after only feeling intimidated by him for so long. 

Hasekura: I’m starting to feel like dancing has made me notice things I wasn’t able to before.

Ando: Hasekura…

Kanna: Wow, that’s so amazing!

Hasekura: …?

Ando: Kanna?

Kanna: Louis and Hasekura are steadily getting better and better! My idea was a huge success!

Shiroma: Jeez, getting everyone involved, too…

Hasekura: Shiroma’s with her…

Ando: The two of them are going to dinner, I imagine. 

Hasekura: They’re close, huh…

Kanna: You’re so lucky, Shiroma. I’m jealous two guys are competing over you.

Kanna: Hey, so what are Louis and Hasekura like at work?

Shiroma: Louis is popular within the company and well known in general. He was recently put in charge of a big project. 

Kanna: And Hasekura?

Shiroma: Hasekura is…

Shiroma: Scary.

Hasekura: …?!

Ando: Oh…?

Kanna: Scary? How so?

Shiroma: Hasekura seems somewhat hollow inside… I don’t know what he could be thinking about.

Shiroma: I get scared every time our eyes meet. I’m always smiling awkwardly to brush it off.

Hasekura: …!

Kanna: Ohh, no way! Tell me the details over dinner!

Sounds of the two of them leaving.

Ando: Hasekura…

Hasekura: I-I’m sorry. Haha… I feel bad for eavesdropping on them during such an awkward conversation.

Hasekura: Just when I thought I was starting to be able to see things I couldn’t, who knew I’d also realize I wasn’t actually seeing the things I thought I did. 

Hasekura: I really am no good. It’s not a new problem for me. I’m at fault. I’m… I’m…

Ando: You’re not at fault.

Hasekura: …!

Ando: You’re not at fault Hasekura. You’re not…

Ando: Hasekura. Let’s dance.

Hasekura: But, I just don’t feel like it right now…

Ando: And that’s why you should. Cast off in a stormy night and your boat will simply sink. 

Ando: At times like these, you need to keep warm and wait it out until the sea calms down.

•Dance Studio

A waltz plays.

Hasekura: …

Ando: …

Hasekura: …There’s a part of me that can see why Shiroma would be scared of me.

Hasekura: But… it still made me sad to hear it.

Ando: …

Hasekura: …I’m going to forfeit the competition.

Hasekura: I don’t want to do anything to scare Shiroma any further. 

Hasekura: And I think… I should quit dancing as well.

Hasekura: I’ll just return to my life from before… That’ll be fine. I don’t need anything…

Ando: Are you really all right with that?

Hasekura: I am.

Ando: Then, why do you look so sad?

Hasekura: …

Ando: I know I shouldn’t be talking about this right now, but I don’t think Shiroma was actually afraid of you. 

Hasekura: But she said…

Ando: I know. I heard it too, after all. But, I just can’t believe it…

Ando: She was listening intently about how you were progressing. She was smiling as she said you were amazing.

Hasekura: Then why…

Ando: I don’t know. But if you end things now, you’ll never know the answer.

Ando: Hasekura, do you really want to stand still for the rest of your life?

Hasekura: …

Hasekura: …I don’t want to stand still.

Hasekura: …I guess I was having fun. Dance felt like the first thing I was capable of doing in my life.

Hasekura: Yeah, that’s right. I’m having fun. I may be in pain, but even now, I’m still having fun dancing.

Hasekura: …I don’t want to stop.

Ando: …Ah.

Hasekura: What is it?

Ando: It’s because you smiled, Hasekura.

Hasekura: I did? I didn’t realize… 

Hasekura: It’s hard to believe I could smile when I’m on the verge of tears.

Ando: It’s because of dance.

Hasekura: No, it’s because of you, Ms. Ando…

Ando: Me?

Hasekura: Ah, it’s nothing… Is it okay if we dance a while longer?

Ando: Sure.

(7) Chapter 7

•Dance Studio

Ando: One, two, three, one, two, three… Yes, perfect.

Hasekura: Thank you very much.

Kanna: Louis, you’re so good!

Louis: Thanks!

Hasekura: He’s really improved a lot.

Hasekura: I was just thinking that he might be a hard worker, but now I’m actually a bit frustrated. 

Hasekura: Maybe it’s because I don’t want to lose.

Ando: You have your own strengths, Hasekura.

Ando: I’ll be dancing in a way that highlights those strengths, so don’t you worry.

Hasekura: Thank you…

Hasekura: …

Hasekura: But if that’s the case, won’t you feel held back, Ms. Ando?

Ando: You’re the star here, Hasekura. You don’t need to worry about anything like that. Now then, let’s dance.

Hasekura: Ms. Ando…

Hasekura and Ando dance.

Ando: One, two, three, one, two, three…

Hasekura: …

Hasekura: Do you ever feel like you want to stand out, Ms. Ando?

Ando: Huh? …Well, there was a time in the past when I did.

Hasekura: In the past?

Ando: When I did competitions as a dancer, I would think things like, ‘I’ll be the most dazzling person in this hall!’

Hasekura: That’s normal if you’re in a competition, isn’t it?

Ando: That’s what I thought, too. But…

Ando: At some point, I would only be satisfied by being commended with awards. 

Ando: I danced not because i wanted to dance, but because I wanted to win awards.

Ando: Maybe that’s why dance became less and less fun for me…

Ando: One day, I just quit and turned my back on it. I swore to never enter another competition again. 

Hasekura: I never imagined…

Ando: I didn’t want to use dance as a way to fight.

Ando: But I think my thinking has changed a little.

Hasekura: …?

Ando: Hasekura, your improvement was faster after it was decided you would have this competition, right?

Ando: I feel there are things that can improve when you compete with others.

Ando: I felt perhaps that my days competing were not a waste.

Hasekura: Ms. Ando…

Ando: Well, let’s end here for today. I’ll see you next week, Hasekura.

Hasekura: …

Kanna and Louis are about to head home.

Hasekura: Kanna.

Kanna: Hm? Yeah?

Hasekura: Do you have a moment…?

(8) Chapter 8

•Party Hall

Louis: The day’s finally here, huh, Hasekura?!

Hasekura: Yeah…

Shiroma: …

Hasekura: Shiroma is smiling in her usual way…

Mukai: Hasekura.

Hasekura: Mukai.

Mukai: I know you’ll be great out there.

Ando: I’m the host of this dance party, and my motto is to have fun. You have some freedom here, too. Please dance to your heart’s content.

Louis: I’ll go first. Watch me.

Hasekura: Yeah, all right. Do your best.

Louis: …

Louis: Hey, Hasekura, I envy you, you know?

Hasekura: Huh…?

Louis: No matter what happens, you’re always firmly grounded and work steadily through any sort of boring work. And you do it so well. 

Louis: You’re the exact opposite of me. I respect you for that.

Hasekura: Louis… 

Louis: That’s why I won’t lose. All right, I’m up. Miss Kanna, may I have your hand?

Kanna: Yes!

Mukai: I never knew that’s how Louis felt…

Hasekura: …

Music for a quick step dance plays.

Ando: Louis is much better now than when he’s practicing. I see he’s the type who does his best performing for an audience.

Mukai: He’s so good, even an amateur like me can tell…

Hasekura: He’s our star performer in our group at work, after all.

The music changes to a waltz. 

Mukai: The song has changed. 

Ando: It’s finally time.

Hasekura: I wish I could tell myself from a few months ago that I’d be dancing in a competition here.

Ando: I wonder how you’d respond.

Hasekura: ‘I don’t really know how, but I’m sure they just let me in on a fluke.’ 

Ando: Heh heh. All right then, let’s dance. 

Hasekura: Yes.

Louis: I wonder what sort of moves we’ll see from Hasekura.

Kanna: I’m sure you’ll be surprised.

Kanna: By him AND Ms. Ando!

Ando: Let’s relax and enjoy ourselves.

Hasekura: Right.

Ando: One, two, three, one, two, three…

Hasekura: One, two, three, one, two, three…!

Ando: …?!

Hasekura begins dancing, leading Ando.

Louis: Hasekura’s leading? 

Hasekura dances so that Ando stands out.

Ando: Hasekura, what’s the matter? You won’t stand out at this rate. You won’t be able to win against Louis!

Hasekura: I realized… No, it’s something I knew from the start. I just finally became aware of it.

Ando: Aware? Of what…?

Hasekura: Unlike Louis, I don’t want to stand out.

Ando: Huh…?

Hasekura: I hated myself for being too reserved to step out in front of performative people, but that’s actually a unique part of my personality. 

Hasekura: Rather than stepping forward myself, I like supporting the people who are made for the spotlight. 

Hasekura: And Ms. Ando, there is no one better suited for it than you. No…

Hasekura: It’s that I want more than anything to see you in that spotlight now.

Ando: …! 

Hasekura: That’s why I learned how to dance from Kanna in a way that makes you look beautiful.

Hasekura: If you set sail, head for Acapulco.

Hasekura: That’s our company motto. I don’t know what it means, but it just sort of gives me courage. 

Hasekura: Please dance, Ms. Ando. For your sake. 

Ando: …

Ando: Can I count on you to lead?

Hasekura: Yes.

★Dance

“Compass Line”

Kanna: Ms. Ando looks just as she did when she used to compete…!

Louis: He’s managed to surprise us with a brilliant strategy. No, this is Hasekura showing off his true strength. Mukai, looks like the competition’s decided. 

Mukai: …Yes, it does.

Mukai: Everyone on the floor is watching the two of them dance. 

Shiroma: …How lovely, Hasekura.

The song ends.

Kanna: Yes! Hasekura, it was a huge success! Everyone’s eyes are fixed on Ms. Ando!

Ando: Kanna…

Kanna: This is what I wanted to see! I’m so happy! And now I understand that you can shine even when you’re not competing, Ms. Ando!

Kanna: You can shine whenever it is that you want to!

Ando: Thank you, Kanna…

Kanna: Hey, Hasekura. Shiroma told me she used to be afraid whenever she saw you.

Kanna: She said she could never tell what you were thinking. 

Hasekura: Ah…

Kanna: But after watching you take up social dancing, Shiroma realized… 

Kanna: That you’re a reserved, thoughtful, warm person! She told me how embarrassed she felt that she never saw you for who you were.

Shiroma: Hasekura.

Hasekura: …Shiroma.

Shiroma: You were wonderful today. Ms. Ando was of course beautiful as well, but… To me, you were the most dazzling.

Shiroma: So…

Shiroma: Won’t you please dance with me?

Mukai: Good for you, Hasekura, You did it.

Hasekura: …

Hasekura: Shiroma. It was your smile that saved me. I was able to keep going at work because you were there. 

Hasekura: That’s why I’m happy to hear you say that to me now. I really am happy.

Ando looks away.

Ando: …

Hasekura: But… The person I want to dance with… is Ms. Ando.

Ando: …!

Shiroma: Heh heh… I had a feeling.

Ando: Hasekura…

Hasekura: Ms. Ando. I want to watch you, shining more brightly than anyone else, closer than anyone else. I…

The volume of the music rises.

Fade out.

(9) Chapter 9

•Outside

Employee A: Live through each day until the day you’ve been waiting for has arrived.

Employee B: Yes, the long-awaited Friday! The most sparkling day of the week!

Hasekura: …

Employee A: Oh my, Hasekura! How are you?

Employee B: Do you have any plans tonight?

Hasekura: Plans? …Ah.

Hasekura: Today, I’ll be dancing.

Everyone enters to perform.

The End.

[farm-lesbian]

long angry rant post about boring shit incoming

had one of the most demoralizing work weeks in a while and then to top it off, i read an absolutely awful article from a top industry publication today that essentially ignores/totally delegitimizes the value of early career employees. it also said that AI could take a huge chunk of the “grunt work” from junior staff. the author didn’t even examine this bold statement or offer a counterpoint to consider.

if the “grunt workers” disappeared tomorrow from my industry, it would be catastrophic. and AI is not in a place to pick up that slack yet. it never will be, not fully! At this point AI has become a buzzy promise that arouses shareholders who don’t understand how much truly advanced AI technology actually costs.

but while AI can’t actually “take my job”, if shareholders want to see a better bottom line and mistakenly think AI could replace “grunt work” en masse, i have no doubt they’d support the layoffs of myself and my peers.

a group with this much output for dirt cheap should at least be considered an important part of the industry, and not a vestigial limb.

and no i’m not doing a lot of “high level” work right now. ideally, that’s what investment in upskilling and professional development is for. BUT that’s not what my industry is investing in. it’s actually mindboggling to see industry experts being so short sighted.

i know too many senior executives who should have the ~big ideas~ they’re being paid the big bucks for, but they consistently come in with lukewarm ideas. AND they don’t know how to use powerpoint or excel. no, i don’t have the skills right now to operate as a strategic project leader, but i can at least use microsoft office suite. what can you really do? i have SO many stories of jaw dropping ineptitude from senior execs. to paint this group as 100% integral to businesses while wholly ignoring the contributions of younger staff simply because of experience is kind of wild!

and yes i’m insecure. i hate feeling like im doing grunt work without any opportunities to take on new responsibilities. it makes me feel worthless!

but beyond my personal insecurities, it truly does bewilder me to see industry leaders pretending they won’t need a new generation of leaders in 20 years. where will effective leaders come from if you roll up the ladder behind you?

and i want to say all of this in a letter to the editor or as a reply to the article on linkedin, but i’ve been trained for years that my opinion doesn’t have any value whatsoever!

final cherry on top: i looked at the reposts of this article and one of these esteemed senior industry leaders reposted the article with: “yep, if you want [xyz] you can make due (his spelling error not mine) with a middle manager or even junior staff. but if you want growth and impact, you need a true expert with the confidence, command, and autonomy to sail that ship.”

hmm maybe you need some junior staff to proofread your linkedin shitposts, jackass. or you can use AI — i don’t really care. but clearly you’re unable to sail that ship by yourself. don’t you want to look buttoned-up and intelligent for your professional network? 🫶

[sunshinesmebdy]

Asteroid Wage Enters Gemini: Tips for Thriving in the Whirlwind

Brace yourselves for a celestial shift that’s set to shake up the market: asteroid Wage is setting foot in the nimble, ever-curious sign of Gemini. Buckle up, because the next year promises volatility, adaptability, and yes, even potential financial gains for those who navigate this transit wisely.

What is Asteroid Wage in Gemini?

Think of Wage as the cosmic paymaster, highlighting areas of earning potential and value exchange. In Gemini, the realm of communication, information, and versatility, Wage gets supercharged. Expect dynamic shifts in labor markets, evolving payment models, and a renewed focus on skills and flexibility over tenure.

Impacts for Businesses:

Embrace the gig economy: The Gemini Wage favors agile operations and independent contractors. Consider outsourcing tasks and diversifying your workforce to adapt to changing demands.

Ditch the nine-to-five and hello, dynamic duo! Gemini Wage thrives on adaptability and short-burst projects, so tap into the gig economy to fuel your flexibility. Outsource tasks, embrace a diverse team of independent contractors, and watch your business pirouette through changing demands with the grace of a celestial ballerina. This isn’t just cost-effective, it’s a cosmic recipe for agility and growth.

Invest in communication: Clear communication is key to attracting and retaining talent. Streamline internal processes, refine your marketing message, and invest in technology that facilitates collaboration.

Make your message a megaphone under Gemini Wage! Crystal-clear communication is your golden key to talent, both attracting new stars and keeping your current team in orbit. Polish your internal processes to gleaming, hone your marketing message to a razor-sharp point, and invest in tech that fosters collaboration like a cosmic chatroom. Remember, in this whirlwind transit, the loudest, clearest voices soar highest.

Upskill your team: Be prepared for rapid changes in technology and market trends. Encourage continuous learning and invest in retraining programs to keep your employees relevant.

Equip your team for the cosmic roller coaster! Gemini Wage craves adaptability, so prioritize continuous learning and upskilling programs. Encourage tech-savvy side hustles, invest in retraining that flexes with market trends, and watch your employees morph from cogs in the machine to versatile, innovative problem-solvers. Remember, in this whirlwind, the sharpest minds reap the richest rewards.

Rethink traditional compensation: Bonus structures, profit-sharing models, and performance-based incentives become more attractive under Gemini Wage. Consider adopting alternative salary structures to motivate and retain talent.

Toss out the dusty old salary spreadsheets and embrace the dynamic dance of Gemini Wage! This transit demands agility, and that extends to how you compensate your team. Think beyond the rigid monthly wage. Bonus structures that reward quick wins and innovative ideas become gold under this celestial influence. Consider profit-sharing models, where your team’s success directly translates to their pockets, fostering a culture of ownership and shared goals. Performance-based incentives, tailored to individual strengths and contributions, light a fire under even the most seasoned employee. Remember, in the whirlwind of Gemini Wage, a little creative compensation can go a long way in attracting and retaining top talent. So, ditch the one-size-fits-all approach and get ready to tango with a compensation system that’s as adaptable and exciting as the cosmic twins themselves!

Investing and Finance:

Focus on agility and diversification: Gemini favors short-term, high-growth investments and sectors like tech, media, and communication. Don’t be afraid to experiment and spread your bets.

Ditch the tortoise, embrace the hummingbird! Under Gemini Wage, agility reigns supreme. Invest in short-term, high-growth ventures, particularly in the tech, media, and communication galaxies. Spread your bets like cosmic confetti, experimenting with diverse projects and sectors. Don’t be afraid to pivot and adapt, for in this whirlwind market, nimbleness is your golden ticket to stratospheric returns. Remember, diversification is the secret sauce, so keep your portfolio a constellation of possibilities, ready to catch the next supernova of opportunity.

Stay informed and adaptable: Be nimble enough to react to sudden market shifts. Embrace news apps, financial forecasts, and astrological timing (yes, even!) to make informed decisions.

Become a cosmic chameleon under Gemini Wage! Stay nimbler than a celestial ninja, ready to dodge and weave through sudden market shifts. Embrace financial forecasts and news apps like your personal oracle, but don’t underestimate the whispers of the stars. Align your investments with astrological timing, tuning into energy shifts for informed decisions. Remember, under this whirlwind transit, knowledge is power, and a sprinkle of celestial awareness can be the secret weapon that sets you apart from the herd. So, keep your ear to the ground, your eyes on the charts, and your mind open to the whispers of the cosmos — it’s the recipe for navigating the financial galaxy with grace and prosperity.

Look for the hidden value: Gemini’s sharp eye can uncover undervalued assets and innovative opportunities. Think outside the box and explore emerging markets and disruptive technologies.

This transit sharpens your eye to spot undervalued assets lurking in plain sight, like diamonds in the rough. Think beyond the obvious, explore emerging markets where innovation ripples like a sonic boom, and embrace disruptive technologies that could rewrite the financial rulebook. Remember, under Gemini’s curious gaze, the unconventional can become your goldmine. So, ditch the herd mentality, channel your inner maverick, and unearth the treasures waiting just beyond the edge of the financial map. The rewards for the adventurous investor are written in the stars!

Tips for Thriving with Gemini Wage:

Sharpen your communication skills: The more effectively you communicate your value, the more opportunities you attract. Honing your negotiation and presentation skills will pay off.

Network like a pro: Gemini thrives on connections. Build relationships with potential partners, clients, and collaborators. Your network is your net worth under this transit.

Embrace change and flexibility: Don’t get stuck in outdated models. Be open to new ideas, explore diverse perspectives, and adapt quickly to market shifts.

Focus on learning and adaptability: Invest in personal and professional development. Hone your skills, upgrade your knowledge, and stay ahead of the curve in your field.

So, entrepreneurs and financiers, are you ready to dance with the whirlwind? Let’s see what fortunes await under the sign of the twins!

[sortedviews]

GIG VS AI

Ladies & gentlemen, the greatest fight of the 21st century is expected to arrive within this 2 decade (2020 to 2040), where we will witness a clash between our economic gladiators, who are the GIG economy and its components, and the AI economy and its components. This fight has the potential to decide what will be the future of “bottom ones” in the world.

On one side of the global arena, we have the GIG economy, which means a marketplace where individuals (mostly labor categories) are hired for projects that are shorter in duration and lack all kinds of formal sector traits in it, for example, food delivery, free lancing, project-based hires, etc., and according to a World Bank report, it is expected to have 435 million people. On the other side of global arena, we have AI economy, which means a world where every action of an individual will have a basic support system which will ease its work and help to excel at faster, better and more straight way, for Example: AI writing a blog, AI Drone delivery, AI writing assignments, AI as an employee responsible for hiring and firing an employee, etc.

You must be wondering why two oceans are being compared; it is because they both share the same boundary and are fading at a very fast rate. Also, you must be wondering, “So what??/..., I am not liable for anything and neither affected.” If economics had been this simple, then earthians might never search for heaven.

The Gig economy face a major challenge from AI and you might even have figured out what the challenges might be, but just to make clarity in thoughts, let me explain

The challenges are:

1) JOB DISPLACEMENT: The first and foremost challenge is the job displacement of being fired. Any gig economy roles, such as delivery drivers, customer service agents, and data entry workers, are at risk of being automated by AI technologies like autonomous vehicles, chatbots, and machine learning algorithms.

2) SKILLS OBSOLESCENCE: AI advancements require gig workers to continually upskill to stay relevant. For instance, tasks like basic graphic design or transcription can now be automated, pushing workers to adapt to more complex roles.

3) TECHNICAL SELECTION: Many gig platforms use AI to allocate tasks, evaluate performance, and determine pay rates. This can lead to feelings of dehumanization and a lack of transparency in decision-making.

4) REGULATORY CHALLENGES: Gig workers often provide personal data to platforms, and AI can exploit this data for profit without proper worker protections.

5) MARKET CENTRALIZATION: AI-driven gig platforms can centralize market power, reducing workers' ability to negotiate terms. As platforms grow, they often extract higher fees or impose stricter conditions on gig workers.

These are some dangers that will be faced by nearly 450 million GIG workers in the future from the AI, so now the question in your mind might be, “What can GIG do in front of AI to ensure its survival?” The answer is “Collaborate." The GIG economy, instead of considering AI its opponent, has to consider it a future ally.

The collaboration ways are:

·       AI may evaluate market trends and suggest new abilities that employees should acquire in order to stay competitive.

·       AI-Enhanced Creativity Tools: To improve their work and produce results more quickly, gig workers in creative industries (such as writing and design) can make use of AI tools like generative design or content creation platforms.

·       Fair pricing models: AI is able to determine the best prices for services by taking into account worker effort, market conditions, and demand, which guarantees more equitable pay structures.

·       Transparent Ratings and Feedback: By detecting and reducing biases in customer reviews or ratings, AI algorithms can guarantee that gig workers are fairly evaluated.

·       Hybrid jobs: Gig workers can cooperate with AI systems in jobs like monitoring or optimizing AI outputs that platforms can introduce. 

·       Resource Optimization: AI can optimize routes, cut down on fuel usage, and save time for services like delivery and ride-hailing.

·       Improved Matching Algorithms: AI can be used to more effectively match gig workers with jobs that fit their locations, preferences, and skill sets. This can increase job satisfaction and decrease downtime.In summary, the titanic conflict between the AI and gig economies represents a chance for cooperation rather than a struggle for supremacy. The difficulties presented by AI—centralization of the market, skill obsolescence, and employment displacement—are formidable, but they are not insurmountable. Accepting AI as a friend rather than an enemy is essential to the gig workforce's survival and success.

Gig workers can increase productivity, obtain access to more equitable systems, and open up new growth opportunities by incorporating AI tools. In a fast-changing economy, AI can enable workers to thrive through hybrid roles, transparent feedback, and resource optimization. This change must be spearheaded by platforms, legislators, and employees working together to ensure equity, inclusion, and flexibility.

Our capacity to strike a balance between innovation and humanity will determine the future of the "bottom ones." The decisions we make now will influence the economy of tomorrow, whether we are consumers, policymakers, or gig workers. Let's make sure that the economic legacy of the twenty-first century is defined by cooperation rather than rivalry.

[aditi2987]

"How to Create an Effective Upskilling Program for Your Team"

In today’s fast-paced work environment, continuous learning is crucial for staying competitive. Upskilling, the process of developing existing skills to meet new challenges, is a powerful strategy for ensuring that your team remains agile and effective. An effective upskilling program not only enhances the capabilities of your team but also contributes to overall organizational success. Let’s dive into how you can create a robust upskilling program for your team.

Understanding Upskilling

What is Upskilling?

Upskilling refers to the process of improving current employees' skills to keep up with the evolving demands of their roles. It focuses on deepening the expertise of team members rather than starting from scratch, which is often the case with reskilling.

Difference Between Upskilling and Reskilling

While upskilling involves advancing the skills employees already possess, reskilling entails teaching them new skills for different roles. Both are important, but upskilling is typically about enhancing and expanding existing knowledge to adapt to changes within the same role or industry.

Benefits of Upskilling Programs

Enhanced Employee Performance

Employees with up-to-date skills are more efficient and effective in their roles. An upskilling program helps them keep pace with technological advancements and industry trends, leading to better performance and productivity.

Increased Job Satisfaction

When employees see that their employer is investing in their growth, it boosts morale and job satisfaction. They feel valued and are more likely to remain with the company, reducing turnover rates.

Improved Team Efficiency

A well-designed upskilling program aligns team members' skills with organizational goals, leading to smoother operations and improved collaboration. Teams with advanced skills can tackle complex challenges more effectively.

Steps to Create an Effective Upskilling Program

Assessing Team Skills and Needs

Begin by evaluating the current skill levels of your team and identifying any gaps. This can be done through surveys, performance reviews, or skills assessments. Understanding these gaps will help tailor the program to address specific needs.

Setting Clear Objectives

Define what you want to achieve with the upskilling program. Whether it’s improving technical skills, leadership capabilities, or project management, having clear objectives will guide the development and implementation of the program.

Developing a Curriculum

Design a curriculum that addresses the identified skill gaps and aligns with the objectives. The curriculum should be structured, with specific modules or courses, and include both theoretical and practical components.

Choosing the Right Training Methods

Select training methods that best suit your team’s learning preferences. Options include online courses, in-house workshops, seminars, and hands-on projects. A mix of methods often works best to accommodate different learning styles.

Implementing the Program

Roll out the program in phases if necessary. Start with a pilot group to test the effectiveness and make adjustments based on feedback. Ensure that the program is accessible to all team members and that they have the necessary resources.

Monitoring and Evaluating Progress

Regularly assess the effectiveness of the program through feedback surveys, performance metrics, and follow-up evaluations. Use this information to make improvements and ensure that the program continues to meet its objectives.

Tools and Resources for Upskilling

Online Learning Platforms

Platforms like Coursera, LinkedIn Learning, and Udemy offer a wide range of courses that can be used for upskilling. These platforms provide flexibility and a variety of topics that can be tailored to the needs of your team.

Workshops and Seminars

Organize or attend workshops and seminars relevant to your industry. These can provide hands-on learning experiences and opportunities for networking with experts.

Mentoring and Coaching

Pairing team members with mentors or coaches can provide personalized guidance and support. This one-on-one approach can help individuals develop specific skills and address their unique challenges.

Challenges in Upskilling Programs

Budget Constraints

Budget limitations can impact the scope of your upskilling program. Consider prioritizing the most critical skill gaps and exploring cost-effective training options, such as online resources or in-house sessions.

Resistance to Change

Employees may resist changes to their routine, especially if they are not convinced of the benefits. Address this by clearly communicating the advantages of the program and involving employees in the planning process.

Measuring Program Effectiveness

Determining the success of an upskilling program can be challenging. Establish clear metrics and benchmarks before launching the program to evaluate its impact on performance and satisfaction.

Future Trends in Upskilling

Microlearning

Microlearning involves delivering training in small, digestible chunks. This approach is becoming popular due to its flexibility and effectiveness in enhancing knowledge retention.

Gamification in Training

Gamification introduces game-like elements into training programs to make learning more engaging and interactive. This trend is gaining traction as it helps increase motivation and participation.

Personalized Learning Paths

Personalized learning paths use data and analytics to tailor training programs to individual needs. This customization ensures that employees receive the most relevant and impactful training.

Conclusion

Creating an effective upskilling program is crucial for keeping your team’s skills sharp and relevant. By carefully assessing needs, setting clear objectives, and implementing a well-structured curriculum, you can foster a culture of continuous learning and improvement. Embracing upskilling not only enhances employee performance but also drives overall organizational success.

[maxlearnmicrolearningplatform]

3 Things to Know While Driving Change Through Microlearning

In the ever-evolving landscape of corporate training and education, microlearning has emerged as a powerful tool for driving organizational change. By delivering concise, focused learning experiences, microlearning helps employees quickly acquire and apply new skills and knowledge. However, to successfully drive change through microlearning, there are three critical factors to consider: understanding the learning needs of your audience, leveraging technology effectively, and fostering a culture of continuous learning. Let’s explore each of these factors in detail.

1. Understand the Learning Needs of Your Audience

One of the most important aspects of driving change through microlearning is to understand the specific learning needs of your audience. Without this understanding, even the most well-designed microlearning modules may fail to achieve the desired impact.

Conduct a Needs Analysis:

Before developing any microlearning content, it’s essential to conduct a thorough needs analysis. This involves identifying the skills and knowledge gaps within your organization. Surveys, interviews, and focus groups can provide valuable insights into what your employees need to learn to drive change effectively.

Segment Your Audience:

Different segments of your workforce may have different learning needs. For instance, new hires may require foundational training, while experienced employees might need more advanced, role-specific content. By segmenting your audience, you can tailor your microlearning modules to meet the diverse needs of your employees.

Set Clear Learning Objectives:

Each microlearning module should have clear, specific learning objectives that align with your overall change management goals. These objectives should be communicated to learners upfront, so they understand the purpose of their training and how it will help them contribute to organizational change.

2. Leverage Technology Effectively

Microlearning relies heavily on technology to deliver content in a way that is accessible, engaging, and effective. To drive change through microlearning, you need to leverage the right technologies that support the delivery and management of your training programs.

Choose the Right Platform:

Selecting the right learning management system (LMS) or microlearning platform is crucial. The platform should support a variety of content formats, such as videos, quizzes, and interactive simulations. It should also provide features like mobile accessibility, progress tracking, and analytics to help you measure the effectiveness of your training programs.

Incorporate Multimedia:

To keep learners engaged, incorporate multimedia elements into your microlearning modules. Videos, infographics, and animations can make complex concepts easier to understand and more memorable. Interactive elements, such as quizzes and simulations, encourage active participation and reinforce learning.

Utilize Data and Analytics:

Data and analytics are powerful tools for driving change through microlearning. By analyzing learner data, you can gain insights into how well your training programs are working and identify areas for improvement. For example, you can track completion rates, quiz scores, and engagement levels to see which modules are most effective and which may need to be revised.

3. Foster a Culture of Continuous Learning

Driving change through microlearning requires more than just delivering training; it requires creating an environment where continuous learning is encouraged and valued. This involves cultivating a culture that supports ongoing development and recognizes the importance of learning in achieving organizational goals.

Encourage Continuous Improvement:

Encourage employees to view learning as a continuous process, rather than a one-time event. This can be achieved by regularly updating and expanding your microlearning content to reflect new developments and best practices. Providing opportunities for employees to revisit and reinforce their learning through refresher modules and follow-up activities can also help.

Provide Support and Resources:

Support your employees’ learning journeys by providing the necessary resources and support. This could include access to additional learning materials, opportunities for practice and application, and guidance from mentors or coaches. Creating a supportive learning environment helps to ensure that employees feel empowered to take charge of their own development.

Recognize and Reward Learning:

Recognizing and rewarding learning achievements can motivate employees to engage with microlearning and strive for continuous improvement. This could involve formal recognition, such as certificates or badges, as well as informal recognition, such as praise from managers or peers. Linking learning achievements to career progression and development opportunities can also provide a powerful incentive for employees to embrace microlearning.

Case Study: Implementing Microlearning for Change

Consider a company in the tech industry that needs to upskill its workforce to keep pace with rapid technological advancements. The company decides to implement a microlearning strategy to drive this change. Here’s how they successfully navigated the three critical factors:

Understanding Learning Needs:

The company began by conducting a comprehensive needs analysis. They surveyed employees to identify gaps in their current knowledge and skills, and held focus groups to gain deeper insights into specific learning needs. Based on this analysis, they segmented their audience into different groups, such as new hires, mid-level employees, and senior staff, and developed tailored microlearning modules for each group.

Leveraging Technology:

The company selected a versatile LMS that supported a range of content formats and provided robust analytics capabilities. They created engaging microlearning modules that included videos, interactive simulations, and quizzes. The platform’s mobile accessibility ensured that employees could access training anytime, anywhere.

Fostering Continuous Learning:

To create a culture of continuous learning, the company regularly updated its microlearning content to keep it relevant and engaging. They provided additional resources and support through an online learning portal, where employees could access supplementary materials and connect with mentors. The company also implemented a recognition program that rewarded employees for completing microlearning modules and achieving learning milestones.

Results:

The company saw significant improvements in employee knowledge and skills, as well as increased engagement and motivation. By understanding their learning needs, leveraging technology effectively, and fostering a culture of continuous learning, they were able to drive meaningful change through microlearning.

Conclusion

Microlearning is a powerful tool for driving organizational change, but its success depends on understanding the learning needs of your audience, leveraging technology effectively, and fostering a culture of continuous learning. By focusing on these three critical factors, you can create a microlearning strategy that not only enhances employee knowledge and skills but also supports your broader change management goals. Embrace the power of microlearning to drive lasting change and achieve your organizational objectives.

[psychabolition]

From finding and retaining the “right worker” through psychological testing developed the associated idea of the “happy worker”—an employee who, through positive reinforcements, could increase rates of productivity and, consequently, profits. Work was no longer seen only as a necessity for survival within capitalist society but a place of improvement, importantly a place to improve oneself.

This socalled “humanization” of work, “correctly organized, productive work itself can satisfy the worker; the activity of working itself can provide rewarding personal and social relations for those engaged in it; good work can be a means to self-fulfilment.” The psychological sciences had a significant role to play in the development of new techniques for the selection, management, and improvement of the workforce, and the branches of occupational and industrial psychology expanded significantly during this period.

Changes in the industrial base of capitalism in the 1970s only served to expand psy-professional practice still further. As the manufacturing sector was replaced in economic significance by growth in the service industries, changing skills were required within the labour force. Traditional manuallabour was declining while there was a burgeoning skills gap within white collar occupations. Thus, the labour force was put under increasing pressure to “adapt” and “upskill” to meet the needs of the changing marketplace. The new aptitudes required by employers included social skills, problem-solving skills, independent and team working, a flexible approach to work, as well as workers ready to further upskill. In the future, people would have to demonstrate high levels of “employability” within their jobs and a “sellable self” which will be, “associated with the constant expectation to perform, manage-impression, self-promote and ‘sell’ oneself as an attractive product: with no ‘faults’, ‘weaknesses’ or ‘limitations’, always ready to be, and do ‘more’.” This “new subjectivity of work” has meant that the individual worker has become a key site for psy-professional intervention in neoliberal society.

Psychiatric Hegemony: A marxist theory on mental illness, Bruce M.Z. Cohen