- 17 Apr, 2024
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- 1 Min Read
Future-Proofing Your Workforce by Upskilling & Reskilling
Two commonly efficient ways to bridge organisational skills gaps are reskilling and upskilling.
Simplified, upskilling involves equipping employees with new skills for the job they have today whilst reskilling is developing employees with new skills for the job they will have in the future.
Upskilling and reskilling are so important in today’s business environment. We are already seeing organisations change the way they do things as we emerge from the pandemic. They are finding new and better ways to get things done, service customers and make profits. But this means that organisations need to equip employees with skills to support this new way of doing business.
It is crucial for companies to prioritise the growth and development of employees. That’s why including human upskilling and reskilling in corporate planning and strategy is a game-changer. The future of work is evolving rapidly, with technological advancements and automation reshaping job functions. To stay ahead, organisations need to embrace continuous learning.
By investing in these areas, companies’ future-proof their workforce and ensure that their employees have the necessary skills to thrive.
So, how can organisations effectively incorporate upskilling and reskilling? It starts with creating a culture of learning, in which employees are encouraged to embrace and develop new skills, by providing resources such as training programmes, workshops and online courses can empower employees to take charge of their own growth.
Therefore, companies need to innovate towards strategic planning which includes human capacity development as priority items in financial and time budgets, assess where current employees are and where they need help.
Managers should meet with employees to discuss where employees presently are, from a performance perspective and where they would like their careers to be in future. And employees need to buy in to organisational skills development plans.
Individuals and organisations that want to be ready for future work and productivity trends must think about skills gaps and interventions to close these gaps in a proactive manner. As the business world changes, all of us will have to learn new skills – intentionally or unintentionally. And that’s okay. In fact, it’s great! But it’s prudent to have a plan in place to make the learning happen.
By prioritising continuous learning and providing opportunities for employees to develop new skills, companies can adapt to the ever-changing landscape and ensure that their workforce remains competitive.