Upskilling is a workplace trend that facilitates continuous learning by providing training programs and development opportunities that expand an employee's abilities and minimize skill gaps. Upskilling focuses on improving current employees' skill sets, usually through training, so they can advance in their jobs and find different roles and opportunities within the company. Show
As technology creates new opportunities and job positions within the workplace, it becomes increasingly important for companies to fill these new roles with candidates who possess the relevant, specialized skill sets. Upskilling allows organizations to close the digital talent gap and fill these open positions while maintaining their current workforce and creating employee strengthening and learning opportunities. Several upskilling techniques include:
Why is upskilling important?Technology continues to rapidly change the way most organizations operate. In response, companies and their employees must consistently add to their technical knowledge and skill sets. As job requirements change and new skills are required, companies are forced to either find new talent or fill the gap through upskilling. Through upskilling, companies can save money by increasing the abilities of their current employees, instead of spending time and budget on hiring new workers. In addition, the current workforce is expecting more from their job than guaranteed pay and a comfortable workplace environment. Employees now anticipate perks such as paid holidays, affordable healthcare and professional training. By providing employees with upskill training opportunities, organizations can make workers feel that they are valued and have a dedicated future within the company. Overall, upskilling is important because:
Additionally, companies that choose to upskill rather than fill skill gaps with outside talent save money and time by reducing the need for hiring, onboarding and training processes. How to develop an upskilling strategyWhen developing an upskilling strategy, companies must first identify the skill gaps currently within their organization. This step will help businesses ensure their upskilling efforts are in alignment with their workforce needs. Next, companies must consider both the short- and long-term impacts of the upskilling efforts. For example, it can be easy to focus on the newest tool on the market, however, this development may not help the business long-term. Therefore, an organization should focus on how it can improve its core skills to increase long-term value. However, it is still necessary to stay up to date with industry trends and to leverage new technology so the company can maintain a competitive edge. Once the skill gaps have been identified, a business can begin to build and select the training programs that make the most sense for the organization. The key is to set up training and development in a way that makes sense for the company. In this step, an organization determines factors such as:
In addition to understanding which upskilling methods are best for all employees, organizations must also consider each worker's goals and tailor an upskilling plan to every worker. Since each individual possesses different skill sets and goals, a different upskilling strategy will be needed for each employee, depending on their current knowledge, their role within the organization, how that role is evolving and the new technology requirements necessary to continue efficiently performing the job. It is important to communicate with managers throughout this stage of the upskilling strategy to ensure they are having frequent, open conversations with each employee to understand their needs and desires. Finally, when providing external learning opportunities, companies can consider offering financial incentives to encourage their employees to participate. Workers who are offered the resources to learn new skills are often more motivated. Financial incentives -- such as increased training and development budgets, educational rebates and employee grants to attend training and conferences -- increase the likelihood that employees will take advantage of upskilling opportunities. Some upskilling strategies include:
Some specific upskilling opportunities include:
Pitfalls of upskillingWhen creating an upskilling strategy, organizations must recognize that training programs and upskilling opportunities can be expensive. Furthermore, there are several risks that should be avoided when designing the strategy. This includes: Offering old-fashioned training. Old-fashioned training -- such as in-person presentations and lectures -- can be ineffective. The training available to employees should be relevant, convenient and engaging. A learning management system (LMS) allows an organization to choose from different types of content delivery, various assessment features and specific analytics that assess the success of the training. In addition, the ability to offer mobile learning compatibility makes committing to training easier and more accessible. Furthermore, an LMS can help a company track its employees' completion and performance analytics, which can then be used to improve training for better future results. Offering training as a one-time event. Upskilling works best when employees experience training as an ongoing effort, not just once or every once in a while. New skills require time and practice to understand, but employees also need to continuously develop their skills to remain relevant and master evolving job requirements. Continuous learning can be facilitated by frequently releasing job aids, such as process infographics, mentorship programs and checklists. Upskilling benefitsUpskilling helps current employees learn new job skills, makes the company more attractive to job applicants and improves the employee experience. Furthermore, while upskilling programs are expensive, they generate a strong return on investment (ROI). Creating ongoing training opportunities for workers is often cheaper than addressing workplace problems. Providing free training also increases employee retention rates, thus decreasing turnover and lowering hiring and onboarding costs. Other upskilling benefits include:
Differences between reskilling and upskillingUpskilling refers to providing current employees with additional skills. On the other hand, reskilling refers to replacing an employee's outdated skills with new skills that meet the needs of the changing market. Reskilling often requires an employee to be sent back to college or a trade school to earn a degree or certification in a different field. An example of upskilling could be a software development company training its developers in a new language that will be used to develop new products. An example of reskilling could be a construction worker who goes back to school to become a software developer. This was last updated in February 2020 Continue Reading About upskilling
What's the primary method for management to support the career development of employees?The answer is D) providing realistic performance reviews. This is the foundational career development approach employed by a majority of employers.
Which of the following is the first step in the employee recruitment process?Explanation: D) The first step of the recruitment and selection process is deciding what positions to fill through personnel planning and forecasting. Building a candidate pool, having candidates complete applications, and performing background checks are the next steps in the process.
Is the process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests more effectively?We can define career management as a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm.
Which of the following is the role of a manager in an employee's career development?Answer and Explanation: The correct option is D) providing accurate performance feedback. Employees' career development is their primary focus while holding a career. Many employers provide career development programs for their employees' growth.
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