You may have heard of terms such as “knowledge work” or “knowledge economy.” These terms come from the phenomenon known as the digital revolution, which is transforming how we do things.
The digital revolution has turned a significant part of our day-to-day activities into data—and this data is available at our fingertips on mobile devices and in the cloud. Data and analytics are the currency of modern business and industry, and we need to look at our work in a new way: as an “ecosystem.”
The digital revolution demands that we rethink how we manage people in terms of knowledge—upskilling employees for the jobs they have now, reskilling them to take on different roles, or retraining them for entirely new jobs.
What is Upskilling?
Upskilling is a process that an employee goes through to acquire new knowledge and skills that will enhance his or her current job. It can mean learning new tasks, but it also may involve learning new technologies that are related to the worker’s occupation.
Upskilling employees is often necessary for both up-and-coming new talent and seasoned professionals. The latter may require skills refreshers, additional certifications, or higher degrees to position themselves for promotion.
What is Reskilling?
Reskilling is a process that resets an employee’s knowledge and skills so he or she can perform at higher levels—or acquire entirely new talents. It’s not just about acquiring new skills and knowledge for existing jobs—it can also include training employees to work in different capacities altogether, such as switching from software engineer to sales representative or moving from being an admin assistant to being a remote book.
Reskilling can take a variety of forms: formal training, on-the-job coaching, self-study with online courses or other resources, mentoring from company managers, and more.
Developing a successful upskilling and reskilling program.
Upskilling and Reskilling is a critical part of cultivating a modern workplace because it allows workers to take on new tasks and work in different capacities. It’s also necessary for companies to evolve with the times. Reskilling helps employees stay ahead of the curve by learning new skills that they may grow into overtime, while upskilling keeps workers abreast of the newest technologies and tools to better perform their job.
Identify existing upskilling/ reskilling areas:
One way to fill skill gaps is by identifying areas where people lack expertise and then training them on what needs to be covered. Start by understanding your employees’ needs and wishes, as well as their professional interests and goals. Run feedback and surveys to collect more information and assess their skills independently. This will help you zero in on the skills that need to be upgraded or learned anew.
Decide: Upskilling or reskilling?
Once you have identified the gaps, set out to create a plan of action. Decide on the programs and training that will be most beneficial for your employees. The type of upskilling or reskilling program you choose depends on several factors, including whether it’s short-term or long-term, how much effort, time, and financial investment it will require, and whether the organisation can implement it.
Identify tools for upskilling and reskilling.
There are many tools available today that would allow organisations to effectively train and educate their employees to upskill and reskill them. For instance, upskilling programs for new talent can include internships, mentorship, on-the-job training, coaching sessions, skills workshops, and boot camps. Reskilling programs for seasoned veterans may be more likely achieved through mentorship or formal education, such as graduate courses. However, mentorship can be incredibly beneficial for reskilling programs. It’s typically easier to learn new skills through coaching or on-the-job training than it is independently.
Develop a career path.
One of the most important aspects of an effective upskilling and reskilling program is that it’s integrated into a company’s overall career development plan. This allows employees to see the long-term value of upskilling and reskilling and makes it more likely that they will participate in training programs. It also helps managers track employees’ progress and ensure they are taking advantage of the available opportunities.
Another important factor to consider when designing an upskilling or reskilling program is that it must be personalised to meet the needs of individual employees. Not everyone learns in the same way, and what works for one person may not work for another. Tailor programs are engaging and interesting, and offer a variety of methods through which employees can learn, such as online courses, videos, books, or lectures.
Finally, it’s important to remember that upskilling and reskilling should be an ongoing process. New technologies and tools are always emerging, so employees must be constantly learning to keep up. Managers should schedule regular training and development sessions to ensure that employees are continually upgrading their skills.
Learnsure Ai can help.
While all this works very well for big organisations with budgets and resources, it may not be easy for smaller organisations to implement upskilling and reskilling programs. In these cases, you might want to work with someone else who has expertise in managing this process so your company doesn’t get stuck or lost along the way. This is where Learnsure AI comes in. It can custom-build any upskilling or reskilling programs for smaller organisations, with limited resources and staff available to them – this way the organisation has more time spent on its core business activities
Learnsure LXP, our digital learning experience platform, allows any company to build its upskilling or reskilling programs on the cloud. It’s built by education experts who have spent years creating courses for leading employers around the world. These programs are 100% online and can be accessed from anywhere in the world with an internet connection.