Companies frequently struggle to identify the skills that their system and their workers need. Often, they rely too much on what is lacking rather than what is essential – which sometimes causes gaps in their policies and structures.
That is why companies need a very thorough and comprehensive performance mapping and needs analysis. Even if you implement a reskilling training program, if it doesn’t address underlying performance issues, it may fail to provide favorable results. Organizational goals must be at the forefront of every reskilling project. Which abilities does your company require right now, and how may those requirements alter in five to ten years, or even twenty and fifty?
While there are several approaches to creating a reskilling program, here is a step-by-step procedure on how to implement this at work.
Develop a list of possible roles for which employees could be relocated
Instead of focusing on roles that may be removed, consider the positions that companies may need to fill. If the role is redundant, look for another role that the person may potentially perform well in. Some roles and employees need to remain, hence not everyone qualifies for the program.
To start, take a look at the company’s future. Are you planning to enter new markets or create new products? Will you provide consumers with improved corporate support? Determine which areas of your business will require additional personnel as you grow.
Then decide which areas of expansion are most crucial to your business. For instance, you’ll need more individuals working on the development and marketing side if you’re primarily focused on producing a new product.
Identify the right employees for these roles
Look out for employees who manage their time well, who take on initiatives on projects and set goals that move the company forward, or who have that desire to learn more. These signify that they are ready to tackle a whole lot of challenges. What are the definitions and requirements for employees who are entitled to switch roles? What departments should you consider for reskilling? What criteria will you use to assess an employee’s suitability for reskilling? How do the advantages of reskilling compare to the risks?
Then decide on the grading system you’ll use to identify who should reskill. For instance, in a scale of 1 to 3, employees score a 1 if they do extraordinarily well, a 2 if they perform averagely well, and a 3 if they perform below expectations. You may also create a more comprehensive assessment system based on a skill matrix and then add a more flexible grading system to it.
Identify set skills to improve
After identifying the people in the program, what skill sets should the organization develop to improve performance? This may be in the form of communication skills, analytical and research skills, flexibility, and interpersonal abilities, among others.
For example, an employee may be excellent at selling but needs to practice on filling out paperwork and other key documentation. In another instance, a customer service representative may be reskilled to work in customer retention since this necessitates a deeper understanding of the system.
Select a method
Select a method to conduct these reskilling programs. You can hold workshops, one-on-one coaching, mentorship, on-the-job training, simulation, among others, based on the needs of the employees,
For instance, coaching is a hands-on method to skill development especially useful for improving technical and analytical abilities. Employees might also learn crucial Interpersonal and Conflict Resolution skills through employer-sponsored coaching camps.
Make a detailed plan for critical positions and roles
Make sure that the people you are transitioning to new roles are equipped with the skillset to perform well, and that the process to achieve this is smooth. Creating and strategizing a detailed plan can help you identify gaps and find solutions along the way.
While some general roles may require not much planning (you should define them briefly), take your time when it comes to making a strategy for essential jobs and positions with higher responsibilities. You can select the amount of detail that is most appropriate for your company.
Determine the amount of time and resources required
You need an estimate of how long each position should take to reskill. Will certain jobs require one-on-one mentoring? Can e-learning courses be used for reskilling? Do you have a learning management system (LMS) or a learning experience program (LEP) to help you with this?
According to data from Coursera, employees reskilled into content writing, sales and marketing may take one to two months. Those interested in expanding their product development, data, and artificial intelligence abilities have about two to three months, while those moving to cloud computing and engineering can find their way around the system in four to five months.
Come to an arrangement with affected employees
Discuss with your employees how the organization thinks it will benefit both the employees and the business, how they will excel in their new role, what is expected of them, and their plans to support the company during the transition, among others.
Bear in mind to approach this issue tactfully, explaining why reskilling is vital for the organization and how it may benefit employees.
Execute the program and make any necessary adjustments
It’s time to get started and launch the program once you’ve finalized your strategy. Individuals, departments, or even components of your strategy, such as your schedule or resource budgeting, may require changes as needed.
Implementing a reskilling program in your company is not just a one-time process. It’s a continuous program of rebuilding, restoring or even renovating your operation, systems, and skills. Yes, reskilling does take a lot of hard work but at the end of it all, you’ll be able to keep up with the times. So if you want to find out how to do this more, check out Dale Carnegie of Singapore’s professional training courses for available public programs for your team. You may also get in touch with us to discuss the specific skills development solutions you and your team need today.