An increasing number of organizations coincide in pointing out that labor markets cannot fill at the rate needed those positions that drive, lead and support digital transformation. New times require skills that companies still they do not find in sufficient quantity among the workforce. To solve these deficiencies, many are already resorting to implementing training processes of upskilling Y reskilling in their internal strategies.
The pressing need to upgrade skills
From the World Economic Forum, the OECD or the European Commission prepares reports and studies that point out what kind of knowledge are most sought after by companies. The vast majority within the technological area. But not only are new technical knowledge required in all areas, but also a type of fundamental competences to face these tasks such as resilience, communication and others. softskills.
This reflection is directed, to a large extent, towards the educational systems that are held responsible for not being able to to equip future workers with the fundamental skills to face this new technological era. Among others, critical thinking and digital skills, as noted in the WEF report, The Global Competitiveness Report.
So, if you don’t learn during childhood, you have to do it when you grow up. Everything is in the hands of the life long learning, of lifelong learning. The challenges we are facing as a result of a super connected world require the continuous updating of knowledge and skills. Postgraduate studies are multiplying, both in public and private universities, aimed at compensating for this lack of technological skills and satisfy the demands in the companies. Professionals come to update their knowledge thanks to this type of training when their careers begin to stagnate after a few years of experience.
For their part, companies are choosing to incorporate these new skills thanks to internal training processes directed in two directions: specialization and recycling, which in English is called upskilling and reskilling.
The processes of updating skills, specialization, is what is included under the name of upskilling. But if your specific or technical knowledge no longer has a place, due to the effect of digitization, for example professional recycling, reskilling, will transform your profile to adjust it to the performance of positions that are adapted to the new needs.
The advantages of reskilling Y upskilling
It is companies that incorporate these processes because they understand that investment in Updating your employees’ knowledge brings more benefits what costs. In addition, the benefits affect both your reputation as employers: makes them more attractive when it comes to incorporating talent. How they help strengthen your bond with your employees and prevent its departure: the dreaded talent drain.
Another advantage that businesses value over adjusting the skills of their own workers is that the inconvenience derived from adaptation is reduced to the position that the new employees carry. If your company trains you, you have already incorporated all the corporate culture acquired during your career in it. Therefore, it is also a plus point in terms of stability.