To truly solve the challenge of upskilling at work, you need more than just ticking a one-size-fits-all solution.
But how can you really know what your staff wants to learn? And how can you feel certain that your organization will likewise pay off? With so many different qualifications and experience levels, it might be like the puzzle to keep everyone pleased. And should you encourage employees to acquire new skills in the hectic workplaces of today where time is poor?
In this article, we will thoroughly understand upskilling; what it is, how to upskill your employees and what courses are available, and we will share our approach.
1. Learn and grow
The most apparent approach is undoubtedly to help your workers through your L&D programme. However, the L&D plan is the result of a learning and development strategy. In order to develop such a plan, four steps are needed depending on the model you use:
– An examination of training requirements (for example, through analyzing skill gaps)
– Description of learning goals
– Content and approach design for training
– Overview and assessment
Every organization will end up with a (slightly) different L&D strategy – and program. It naturally indicates that a corporation picks different techniques of learning that enhance its personnel. In tandem with real-life lectures and seminars some institutions choose online courses, whilst others are offered peer mentoring and a track of ‘skill’ on their LMS (Learning Management System).
2. Job rotation
Job rotation is a key technique in job redesign. It’s a technique of shifting people from one position to the next – it may be a great approach to transmit certain abilities, knowledge and talents. These rotations are mainly lateral, meaning that they happen at the same level across positions. They are also frequently transient, thus individuals tend after a given period to return to their old employment.
Managers in various departments, for instance, may need to have expertise before they are suitable for a senior management role in which they require experience. Similarly, professional human resources experts can lack business abilities. One smart strategy to cultivate these capabilities is to rotate them outside the HR department.
3. Extension of the job
Extension of jobs means more work to the existing function in the same level. Simply said, this means that an individual in his present position will accomplish more, diverse activities.
Job expansion gives people other abilities and allows them to expand their career. Further tasks require training and assistance in acquiring greater experience. It may be a means of upgrading your personnel, in other words.
4. Provision of jobs
Job enrichment is a process characterized by adding additional dimensions to existing work. For example, increased skills diversity, greater autonomy and feedback are provided.
Although the fundamental objective of work enrichment is to motivate employment, it can simultaneously benefit ‘bonuses’ of highly skilled employees; the mere fact that employees are increasingly diverse means they will have to enhance their skills.
5. Peer coaching
Another technique to help upgraded staff is through peer coaching. Two or more of our employees work together to extend, polish and establish new competences, to teach each other and to solve workplace difficulties.
Employees are exposed to a wider spectrum of work-related skills. The appeal of this renewal form is that it has a more informal side: people have a partner with whom they can talk directly, ask questions when problems arise, and learn from them by observing them at work.
This will offer reciprocal opportunities to develop new abilities as well as enhance one another’s fundamental understanding about their own specialty, for instance when you couple a marketer with a content writer.
And there’s more. Peer coaching provides individuals the opportunity to acquire leadership abilities such as active listening, good feedback, prompt communication, and teaching and mentoring skills. It might thus be an excellent technique to enhance your employees’ soft skills.
6. Peer mentoring
Although peer mentorship and peer coaching are definitely related, they are not the same. A more experienced worker with peer mentorship gives a less experienced worker information and skills. The mentor also provides guidance.
Peer mentorship may be a helpful technique of upgrading (and frequently undervalued). Much of the information people have gained from their personal experience and interactions with colleagues. Such tacit information is difficult to transmit, because frequently it is not registered in a database, standard operations or formal training programme.
7. Hire external experts/specialists (outsourcing)
Sometimes you need to increase your skills, but you can’t do it in-house. Perhaps because it would be too long to educate staff with particular abilities as soon as feasible. Or possibly because you have such fresh talent and experience to start skillful individuals. You have little information and experience.
The premier human resources advisor in Vietnam, Talentnet deploys its payroll framework using state-of-the-art technology with a high degree of security, solid understanding of labor legislation and the necessary HR solutions. Talentnet can save you time, resources and locate highly qualified personnel that are prepared to work in contact with us.