Categories
Reskilling

Reskilling Roadmap for the Tech Savant in you!

2 min read

A teacher is like a lamp that dispels the greatest darkness. Through their wisdom, they paved a perfect path for us to traverse. And, like a sea captain, they harbor us to our desired destination. Even today, regardless of our power & position in any firm and even the industry we serve, the fundamental need for such a guiding light is always felt.

In the corporate sphere, though we do not have teachers, the HR department and L&D professionals take care of devising & deploying accurate frameworks for appropriate skill development of employees. Reskilling – preparing efficient employees to take on newer job roles within an organization, is one such scheme they resort to for future-proofing human resources. Career pathing – formulating an ideal career map in order to achieve one’s goal is at the core of this concept.

Career pathing, therefore, is a process employees implement to map out courses within their organization for their career path and career development. A critical factor of performance development planning involves understanding the knowledge, skills, personal characteristics, and experience needed for employees to progress in their careers. Encompassing both an employee’s desired destination and the steps, a career path provides them with a sense of direction. Many see it as a way to assess career progress and an opportunity to achieve career goals and milestones along the way. Thereby, a thoughtful career path plan has emerged as a key factor in employee engagement and employee retention.

So, what goes into the making of a robust Reskilling program? Uncovering skill gaps, identifying essential critical skills & skill adjacencies, plus promoting job shadowing are the top concerns whilst developing any reskilling scheme. In reality, building connected learners through a focus on digital skills, measuring & evaluating success, and encouraging lifelong learning could potentially result in an eight-fold increase in employee engagement!

Coming to Reskilling methodologies, endeavors suchlike – on job training, industry courses & certifications, mentoring/coaching, eLearning, and even blended learning are put into force in order to enable proper personnel to bridge the gap between contemporary & futuristic requisites. A culture of learning has become the desideratum. Skill development in consequence needs to be part & parcel of each employee’s routine.

The speed of current breakthroughs has no historical precedent. When compared with previous industrial revolutions, the fourth is evolving at an exponential rather than a linear pace. The breadth & depth of these changes heralds the transformation of entire systems of production, management, and governance. Acceleration of innovation and the velocity of disruption have always been hard to comprehend or anticipate. These drivers thus constitute a source of constant surprise, even for the best connected and most well informed of us.

Disruptive technologies like AI, IoT, Genetic Engineering, and Quantum Computing have brought a paradigm shift in the concept of learning in the world of work. Already, artificial intelligence is all around us, from virtual assistants to translation software to algorithms used to predict one’s interests; technology has left its marks in all facets of life! Evidently, Continuous/Lifelong Learning has gained paramount significance across various industries, the right time to indulge in which is now!

Categories
Reskilling

Skyrocketing Employee Efficacy through Reskilling

3 min read

Employees without a shadow of a doubt are any enterprises’ driving force. ‘Livewire’ as they are referred to in IT, the workforce pulls their company forward & at testing times pushes it beyond. But, what drives these bearers of exuberant potency? Keeping aside general employee expectations suchlike positive work culture, work-life balance, recognition, respect, trust & transparency; a personnel’s personal & professional aspiration can be considered their chief propellers. Obviously, as just patrons, enterprises can’t do much about the personal front. Yet, on the professional front, organizations can definitely give wings to its artisans’ dreams! Beginning on a positive note, let’s see how as employers enterprises can aid in expanding its employees’ horizons.

Recognizing & addressing skill gaps

The upheaval brought by Industry 4.0 has been unprecedented. Sky-scraping exponentially, it has heralded the transformation of entire systems of production, management, and governance. As a common industrial trend, Automation has acquired the dominant status. Machines have traded jobs with us, humans. Much of the manual labour thus has been lost, necessitating ex-staffs to take on different job roles. Reskilling – skilling workers & enabling them to take on newer designations in an enterprise is the optimal track to traverse in this regard.



Skill gaps have invariably been the biggest detriment to attaining business goals. Suitably, identifying skills gaps & inventing interventions addressing those has become the pressing priority in industries these days. Skill gaps – performance inefficacies arising due to lack of relevant skills for the workplace in fact will dwindle the Indian GDP by $1.97 trillion in FY 2030, says an ET study.



Data gathering via quantified indices like KPI and assessments, plus qualitative estimates like a 360-degree review, employee observations besides performance benchmarking could be immensely beneficial in the identification process. Once the root cause is analysed, plans for comprehensive demand-driven training methods could be laid out. In this digital age characterised by rapid digital transformations, incorporating stalwart technologies plus avant-garde approaches to learning has become imperative to developing robust Reskilling programs. Industry courses, qualifications & certifications form a straightforward way to both gain and demonstrate knowledge and skills. Other methods alike on-the-job training, eLearning, and mentoring or coaching appear quite popular too.



Wondering how such a modernistic Reskilling approach would do the trick? Well, besides bringing people in rendezvous with technology, it fosters personality development, boosts critical thinking & problem solving skills, promotes teamwork & collaboration, whilst also imbibing leadership traits in trainees. If this is not enough, the fact that Reskilling aids employees’ in Career Pathing & empowers them with efficient time management skills should count one in. Not impressed yet? Straightforward, only knowing that Reskilling could be the answer to industries’ worst nightmares – employee disengagement, depreciating productivity, and attrition should persuade even the disinterested employers into investing in it.

A Motivation & Engagement Booster

The talent of today looks for enterprises that are committed to secure their tomorrow. Career-pathing which is at the core of the Reskilling concept proves to be a magnet when it comes to attracting tremendous talent to an organization. Acting as a catalyst, it increases motivation and retention levels among employees. Also, catering to the much sought-after convenience of internal movement (both laterally and vertically), Career-pathing clearly demonstrates the extent to which an organization values its people.

Consider the following scenario: An organisation all of a sudden enters a new market. This in turn leads to a shift in the institutions’ strategic focus. Now, employers seek skilled staffs from their workforce who could take on the newer job roles thus created. Also, they look for measures to close skill-gaps in order to quickly react to the situation. Hence, the question in front of employees is – are they ready to venture into these novel domains?

Talent mobility which is the process of moving talent from role to role is an efficient scheme that can aid professionals cut through this dilemma. This process of moving the right people with the right skills in the right place & at the right time is of cardinal significance. On one hand, it showcases an organisation’s ability to quickly respond to strategic business needs. On the other hand, it highlights the companies’ determination to future-proofing employees through a laser focus on creating a skilled, educated, and adaptable workforce.

In today’s volatile, fast-paced global economy, organisations need agile, flexible workforces. Employees need to be ever-ready to take on diverse challenges as an opportunity presents itself. Keeping oneself up to the minute is an essential nowadays. Accordingly, enterprises should increasingly invest in Reskilling endeavours – this is the market demand of now.

Categories
Reskilling

Reskilling Workforce: When & Why

3 min read

The world has changed drastically over the last two decades & is sure to show exponential transformation over the coming ones. In fact, recent industry reports by the World Economic Forum (WEF) suggest that over 54% of professionals would require to upgrade & update their skillsets so as to keep pace with the rising industry standards. Moreover, machines are expected to spend more time working than us humans while the number of emerging professionals’ surges to 13.5%. This is not to say that robots would take over human jobs, but future proofing employees is a must. Reskilling which is a strategic response to changing skills demand is the answer to this colossal challenge.

The Requisite & The Resource

Reskilling in layman’s words refers to training individuals to take on relatively newer jobs or even execute their current roles in newfangled ways. An efficient & effective scheme to combat perennial skills shortage, it focuses on core competencies suchlike adaptability, communication, collaboration, and creativity apart from job-specific technical skills to procure future-ready resources.

However, researches reveal & industries validate that considerable funding apart from the consistent endeavor is vital to its’ bearing fruit. In fact, a joint study conducted by WEF and Boston Consulting Group reveals the average cost of reskilling in the US to be $ 24,800 per person! Money matters aside, renowned psychologist K. Anders Ericsson asserts that deliberate practice to the tune of 10,000 hours is essential to achieve expertise.

Self-starters, professionals who run an extra mile to achieve targets are any company’s propellers. Powerhouses, these individuals drive the firm ahead, push it beyond. Ergo, holding on to such resources indeed is important. Punctual & organized staff come next in line when it comes to hand-picking employees for Reskilling. Capable of balancing the demands of learning new skills along with day-to-day responsibilities, these folks prove to be a valuable addition to any team.

Also, harnessing this motivation proves to have dual benefits. On one hand, while this opens new avenues to begin a different career path for employees; managers & supervisors benefit from a reduced skill gap which aids in accomplishing company missions with ease. Firms too gain from increased employee loyalty & retention, team strengthening, and easier succession planning. Employees’ personal & career aspirations which serve as a huge driving force in their productivity, engagement and loyalty to their organizations can be efficiently harnessed through personalized career pathing.

The Reskilling Roadmap

Career pathing in a nutshell is a process employees implement to map out courses within their organization for their career path and career development. A critical factor of performance development planning, this involves understanding the knowledge, skills, personal characteristics, and experience needed for employees to progress in their career.

Encompassing both an employees’ desired destination and the steps, a career path provides them with a sense of direction. Many see it as a way to assess career progress and an opportunity to achieve career goals and milestones along the way. Thereby, a thoughtful career path plan has emerged as a key factor in employee engagement and employee retention.

So, what goes into the making of a robust Reskilling program? Uncovering skill gaps, identifying essential critical skills & skill adjacencies, plus promoting job shadowing are the top concerns whilst developing any Reskilling scheme. In reality, building connected learners through focusing on digital skills, measuring & evaluating success, and encouraging lifelong learning could potentially result in an eight-fold increase in employee engagement!

Evidently, as individuals have different capabilities & limitations, picking proficient professionals with promising prospects becomes inevitable. The HR thus is at the hot seat of skill development programs for employees. As it happens, 95% of HR leaders and 77% of L&D executives are investing more time & effort in training employees for digital opportunities by helping them learn continuously.

Coming to Reskilling methodologies, endeavors suchlike – on-job training, industry courses & certifications, mentoring/coaching, eLearning, and even blended learning are put into force in order to enable propitious personnel to bridge the gap between contemporary & futuristic requisites. A culture of learning has become the desideratum. Skill development in consequence needs to be the part & parcel of each employee’s routine.

The Time is Now

The speed of current breakthroughs has no historical precedence. When compared with previous industrial revolutions, the fourth is evolving at an exponential rather than a linear pace. Acceleration of innovation and the velocity of disruption are hard to comprehend or anticipate. Disruptive technologies like AI, IoT, Genetic Engineering, and Quantum Computing have brought a paradigm shift in the concept of learning in the world of work. Evidently, continuous/lifelong learning has gained paramount significance, the right time to indulge in which is now!