As technology becomes a bigger and more integral aspect of the business industry, companies should be able to recognize the need for allowing their workforce to learn more in order to be better at their craft as well as learn new things for their own personal development. Upskilling allows employees to make their transition to the growing online-centered industry more seamless. This new trend in continuous learning opens the door for any company’s current workforce to acquire essential skill sets that ensure knowledge, training, and mastery of technical and digital skills through short-term online courses.
According to a global survey on upskilling by PWC Global, 40% of workers have since improved their digital skills during the pandemic, with 77% being ready to learn new skills or completely retrain what they already know now. The aforementioned statistic does not just serve as a mere update on employee behavior today as companies and learners both recognize the importance of retraining and learning new skills to keep up with the needs of modern work requirements. Though Upskilling and Reskilling present themselves to be rather simple to adapt in modern work environments, companies and learners alike still face challenges in executing the necessary changes to utilize these methods’ opportunities. Challenges such as financing and creating the right upskilling/reskilling programs, finding the opportune time for employees and employers, and creating the avenues which encourage learning and application of these new skills are just some of the challenges worth mentioning.
We should not be discouraged though. Technology as we know continues to make everyday living a lot easier and more convenient, and this could potentially make upskilling and reskilling initiatives easier to implement in the modern work environment as well. Today, upskilling has been integral in academic learning and this allows students to learn and master certain skills which would then assist them in their future careers. And with online learning being the logical choice for education during the pandemic, it does not mean it should remain limited to an academic environment. After all, learning does not end after one graduates; we continue to do so for as long as we are willing to learn something new.
References:
-Adam Stone, Why Higher Education Institutions Are Investing in Upskilling, <https://edtechmagazine.com/higher/article/2022/02/why-higher-education-institutions-are-investing-upskilling>
-Priyanka Gupta, Where’s The Upskilling And Reskilling Market Headed?, <https://edtechreview.in/research/5475-where-s-the-upskilling-and-reskilling-market-headed>
To keep up with the new skills needed in the workplace, PWC has committed US$3 billion to upskill its workers. The funds would primarily be used to invest in employee training and technology for those who need it most. The emphasis on upskilling arose in recent years due to the rapid technological advancements brought about by the Covid-19 pandemic. Various studies have shown that one out of every three jobs is projected to be severely disrupted or eliminated within the next decade, and almost half of all low-skilled employment and a third of semi-skilled positions might be affected.
According to the World Economic Forum, upskilling the 1.37 million people in the United States whose jobs are in jeopardy will cost US$34 billion, or US$24,800 per person. Despite the huge amounts that are required to upskill workers in sunset industries, most feel that this cost is justified so long as learning how to think, behave, and prosper in a digital environment that is sustainable over time is part of the upskilling process.
There are multiple venues where people can access resources for learning. Some learning occurs in classrooms, but the majority occurs through self-paced multimedia and simulation game modules, or through projects in which teams construct and share new tools. With this in mind, It is most effective to let people choose what they want to learn in order to achieve the best from their own learning.
References:
– Bob Moritz & Carol Stubbings, Preparing everyone, everywhere, for the digital world, <https://www.pwc.com/gx/en/issues/upskilling/everyone-digital-world.html>
After discussing the boons of upskilling, it is clear that upskilling does provide tremendous benefits to both employees and employers. Why is it then that some people refuse to retrain and equip themselves with modern expertise?
Some people refuse to reskill due to technical problems and inertia to learn. From a survey conducted by Randstad Workmonitor, 61% of respondents agreed that learning new skills in their present work to adapt to the COVID-19 epidemic has been difficult. The tremendous magnitude of online training has also created certain challenges – a lack of resources, technological difficulties, and software incompatibility are just a few of the usual issues that HR professionals face. Both companies and workers have shown a reluctance to invest time and effort in learning new skills, especially when everyone is pressed for time.
How can we then utilize technology to make upskilling less burdensome for busy employees? Companies could explore making learning simpler for their staff by creating a climate where it’s OK for employees to push their limits. They could consider implementing creative and functional strategies such as having a train-the-trainer programme, where internal subject matter experts may share their learnings, knowledge, and experience with their coworkers. If internal training programs aren’t cutting it, reaching out to outside resources to extend upskilling options might be a viable option. LinkedIn Learning, Udemy, and Coursera are just a few of the online platforms that provide a wide choice of courses for working professionals.
References:
-Fahad Naeem, How to Use Technology to Upskill your Workforce, <https://www.leaderonomics.com/articles/business/technology-upskill-workforce>
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