Although there is no single author who coined these terms, their use became popular through reports and studies from organizations such as the World Economic Forum (WEF) and the International Labour Organization (ILO).
For upskilling and reskilling to be effective, companies must adopt clear and well-structured strategies. Employees can learn from each other and feel part of a learning community. Implementing these strategies can help employees view upskilling and reskilling not just as an obligation, but as a valuable opportunity for their personal and professional growth.
In turn, for upskilling and reskilling programs to be truly effective, it is essential to measure their results. An increase in efficiency and work quality may indicate that employees are applying the new skills acquired. Utilizing performance assessments to measure improvements in the specific competencies addressed in the training programs is crucial.
"As stated in a Randstad report on 'How upskilling and reskilling can prepare your company for future success,'" indicates an analysis.
These terms refer to two key approaches to keeping the workforce updated. Upskilling involves improving employees' existing skills so they can adapt to new demands within their current roles, while reskilling involves acquiring entirely new skills to take on different roles within the company. Companies such as Google and Amazon have implemented ongoing training programs that not only enhance their employees' skills but also increase their job satisfaction.
To motivate employees to actively participate in upskilling and reskilling programs, it is essential for companies to implement strategies that foster interest and commitment. Communicating personal and professional benefits, providing adequate time and resources, encouraging collaboration and team learning are some effective practices.
In Argentina, the lack of qualifications among applicants is a recurrent problem for companies. A study from the National Institute of Statistics and Censuses (INDEC) revealed that 40% of young people aged 18 to 24 do not possess the necessary skills for available jobs in the market. With the arrival of automation, the need for upskilling and reskilling becomes even more pressing.
A detailed analysis shows that the implementation of upskilling and reskilling programs can have measurable and tangible benefits for the company, improving productivity, employee satisfaction, and contributing to talent retention. Adapting to these new forms of training is essential in an increasingly dynamic and automated work environment.
