Encouraging Upskilling: A Full Guide

To truly solve the challenge of skill enhancement on the job, you need more than just checking the box with the one-size-fits-all solution. So how can you really know what your staff wants to learn? And how can you be certain that your organization will pay off too? With so many different levels of talent and experience on your team, it might seem like a puzzle that keeps everyone pleased. How do you encourage employees to acquire new skills in busy workplaces where people have very little time? But first, you need to understand the definition of upskilling.

What does upskilling mean?

Upskilling is now and in the near future the process of gaining new and relevant skills. Typical instances of upskilling include digital capabilities, analytical skills and organizational transformation.

How can you upskill your employees?

1. Establish objectives for the upskilling process

You need to answer the question before you start building your team: Why do I upgrade my team? A good practice is to create objectives for: Employees, team, development of services. 

Specific, measurable, aspiring, realistic and timely (SMART) are required in order that your objectives succeed. You must also indicate the measurements used to determine how your objectives are being achieved.

Establishing goals to help you improve your talents will influence the qualifications and general strategy of your staff. In addition, success or failure to meet your objectives will affect your future capacity building.

2. Recruit external expertise (outsourcing)

Sometimes you need to upskill your teams, but in-house capacity to do so. Either because you require personnel with some expertise and training them would take just too long as possible. Or maybe since your talents are so new you don’t have the experience to start up folks.

3. Job enrichment

Job enrichment is a process defined by addition of additional elements to current occupations. Examples of this include increased diversity of skills, greater autonomy and feedback.

While the primary purpose of work enrichment is to make occupations more compelling, it may also offer a “bonus” for skilled individuals. The sheer fact that employees have to increase their skills means that they have to increase their skills.

4. Have a dedicated learning space at work

Most companies today have open offices, because of numerous distractions, it may be difficult for the worker to master new skills. With a dedicated learning area, staff will be encouraged to catch up. This may be a vacant office or a library with learning resources, in which every staff member can study weekly training material.

5. Job rotation

Job rotation is a key technology for job redesign. It moves people between roles in a company – it may be fantastic for transferring certain abilities, knowledge and talents. These rotations are mainly lateral, meaning that they happen at the same level across positions. These are typically also transient, thus after a given period individuals tend to return to their old employment.

Managers in various departments, for example, need to have an expertise before they are prepared for a senior management role that requires such an experience. Similarly, sometimes HR professionals lack entrepreneurial abilities. One smart strategy to cultivate these capabilities is to rotate them outside the HR department.

6. Apply new skills as they’re acquired

The actual problem is to ensure that qualified individuals of the team are given frequent opportunities to implement new abilities. Think about how to increase your talent like an investment; provide teams with training and other opportunities to learn but ask them to develop new abilities in their everyday job. Leaders should enable team members to engage in active learning and growth instead of merely absorbing the knowledge of textbooks. This experience is essential to help secure teams maintain new abilities and build confidence in their knowledge.

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