We hate to say it, but summer has officially started winding down.
Kids are making their back-to-school shopping lists and parents are hard at work planning for autumn’s busy schedules. But it’s not only family life that benefits from this preparation—today’s workforce has good reason to go “back-to-school,” too.
With changes in digital technology coming faster than ever, it’s vital that workplaces become adaptive. Organizations that once relied on print advertising and cold calling have had to quickly develop social media presences, robust websites, and on-demand customer service. But ultimately, it is individual employees who execute these new initiatives, and it’s the responsibility of employers to ensure their staffs are prepared to navigate the world of work as it continues to evolve.
In this ever-changing environment, employers have to consider their options to remain relevant and in-demand. What’s the best plan of attack? Promote younger “digital natives” into more senior positions, regardless of experience level? Limit the adaptation of new programs to maintain a sense of continuity? The savvy HR professional knows there’s an alternative: that’s where reskilling comes in.
What is reskilling?
Quite literally, reskilling is the process of replacing existing skill sets with new ones. In employment, it is the process of updating the capabilities of a workforce by educating them on new skills and providing support in shifting away from outdated operating procedures. For 82% of executives at companies with more than $100 million in annual revenues, reskilling is seen as at least half of the answer to addressing the skills gap.
How can HR support reskilling?
What comes next?
Reskilling, in many ways, can demonstrate the remarkable capacity human beings have to learn new information and adapt to a changing world. Its impact on your workplace might mean that the day-to-day looks different than it once did—and that’s a good thing. Creating benchmarks and scheduling regular status checks with leadership can help ensure that your efforts stay on track and remain relevant. You may even begin highlighting your reskilling efforts in recruitment work. Potential employees will learn that your company values their personal and professional growth and will take steps to support them. It’s certainly a strong basis for building a career with an employer. Done effectively, a reskilling program means investing in employees and taking a hopeful look at the future.
Technology can help reskill employees as well as increase overall engagement. How? Join our upcoming webinar to find out.