As the global health crisis begins to recede in some countries, the economic one is merely just beginning. As of May 27, 2020, the International Labour Organization (ILO) estimated that 94% of the worldwide workforce lives in countries with active workplace closure measures. Businesses across a variety of sectors face catastrophic losses, leading to many workers susceptible to layoffs.
In today’s workforce, technology seems to be changing the way we work more and more annually. We perform more and more of our work online, and that we utilize digital and mobile technologies in new and exciting ways. We’re using AI to interact with customers and employees. All companies are automating more and more tasks and even entire roles.
With consumer habits shifting rapidly to online consumption, businesses have had to reply quickly with “digital transformation” plans in months rather than years. Inline, one popular Internet meme singled out Covid-19 because the member of the C-suite liable for digital transformation, as against the chief digital or chief military officer.
This is a singular scenario — millions unemployed on the one hand, and rapidly evolving and growing skills needs on the opposite. There’s a chance for the previous to unravel the latter’s problem. With it, comes an urgency for companies, governments, and workers’ organizations to hitch forces and offer the worldwide workforce clear reskilling pathways.
According to a survey, it’s likely that over 1 billion jobs, which represents almost one-third of all jobs worldwide, are likely to be transformed before 2030.
This transformation may result in some job positions becoming unnecessary, and new ones being created. this suggests that a number of the positions your employees currently fill may have to be eliminated, which leaves you with the double challenge of what to try to do with those employees and the way to fill the new positions.
The solution could be reskilling.
What is Reskilling?
Reskilling according to Glenda Quintini, a senior economist at OECD, “It’s not just about a medium of learning but rather about learning in service of an outcome, which is usually the successful transition into a new job or the ability to successfully take on new tasks.”
Reskilling involves training employees on a completely new set of skills to organize them to require a special role within the corporate. This typically occurs when workers’ previous tasks or responsibilities become irrelevant, often thanks to advances in technology.
Reskilling means training a current employee for a replacement position or retraining them within the skills needed by modern business.
Reskilling, the method of learning new skills so you’ll do a special job, or of coaching people to try to do a special job. it’s defined as training for workers who have shown they need the aptitude for learning a totally new occupation. As an example, an office clerk whose job has become obsolete is going to be reskilled to perform a special in-demand job within an equivalent organization, like an internet developer.
More than ever immediately is that the time when businesses are changing the way they work. it’s due to the rapidly evolving industries, skill sets, and requirements. On top of that, the entire industry has been impacted by the worldwide pandemic. There are thousands of individuals willing to re-join the workforce.
Different Methods Of Reskilling
There are many different methods of reskilling that can be used in a reskilling program.
- Industry courses and qualifications
Industry courses, qualifications, and certifications are easy thanks to both gain and demonstrate knowledge and skills. This makes them a perfect candidate to be a part of a reskilling program.
For the employer, there are a variety of advantages as they will be assured that their staff members are being retrained with knowledge specific to the industry in which applicable professional standards are used. For the worker, it enhances their knowledge of the industry they add and provides a qualification that feels worthwhile and substantial.
When choosing off-the-shelf or third-party industry certification courses, due diligence should be conducted to make sure the worth of the certification which it’s accredited by the right industry bodies if required. You could, as an example, buy some ready-made courses from online learning platforms like LinkedIn Learning or Skillshare, which have a powerful list of courses from top providers.
- Mentoring/coaching
When you identify staff members who require reskilling, you’ll consider improving their skills by assigning a mentor or coach and building a selected targeted reskilling program.
A workplace mentoring program typically involves collaboration with the worker to spot, target, and plan for better performance, or the event of a selected set of work-related skills. Increasingly, this collaboration may happen online or virtually. a teacher can help define what skills the workers have and lack, which person’s strengths and weaknesses.
Coaching/mentoring is particularly effective in reskilling employees for a move to a special role where they will enjoy the mentor’s expertise. for instance, a customer service rep might be retrained to become a marketing assistant with the assistance of a teacher who has great marketing experience.
- On-the-job training
On-the-job training may be a way that employees can learn employment by observing others performing everyday job tasks than doing it themselves. This method is usually employed when new hires enter employment roles; however, it also can be used effectively as a part of an indoor job move, whether that be a lateral move, a planned rotation, or a knowledgeable internship program.
In practice, this suggests that an employee who is new employment role is matched up with an experienced colleague or team leader; then the trainee accompanies their co-worker to watch and learn the tasks completed during a typical workday. The trainee is then allowed to perform a selected job or task they need observed and learns each task incrementally.
On-the-job training is often ideal for reskilling employees on new production methods, like building differing types of products on a production line.
- eLearning
eLearning has some compelling benefits beyond the apparent ability to reskill employees remotely. it’s available any time, any place, and courses are often taken by an employee using almost any device – including personal smartphones. Online training is additionally quick to finish compared to instructor-led training and maybe consumed over multiple sessions.
So, even when things eventually revert to what we consider ‘normal,’ eLearning is often an outsized part of your reskilling program and is compatible with delivering various sorts of training, including digital skills, soft skills, and business skills.
Great samples of ways to perform retraining online which will add real value are software simulations that reskill employees on new software systems or financial compliance courses for reskilling maintenance staff to require on roles as financial advisors.
- Blended learning
Blended learning uses two or more training methods combined to realize the specified reskilling outcome. as an example, this might be a mixture of on-the-job training supported by prerequisite digital learning modules.
Blended learning is taken into account to be a very effective approach to reskilling because it offers all the advantages of both traditional synchronous methods and eLearning. this might be particularly useful during a reskilling scenario, like the case where complex concepts are trained by a professional instructor and general training for the new role is provided through microlearning.