Monday, 14 september 2020 | Redacción CEU
It is virtually impossible for the concept of VUCA not to come up in conversations when speaking in specialized HR environments about the current job situation. We are carrying out our activity in a volatile, uncertain, complex and ambiguous scenario, and this fact has a great impact on our work routine. Training has always been strategic at work, especially with regard to the promotion and development of professionals. However, rather than a key to success, learning has now become a mandatory requirement. Adapting to a digital and changeable context implies being up to date with new technologies, learning about new methodologies, being prepared for changes, etc. In short, it means becoming an up-to date professional. Companies realize that thriving in a digital ecosystem also means betting on ongoing employee learning. In concepts like upskilling and reskilling, they have found the approach they needed to do so.
If you follow our blog, surely you have already noticed the attention that the business world is paying to professionals’ skills and abilities. In recent years, they have focused on the so-called soft skills. For this reason, virtues such as empathy, critical thinking, social influence, communicative capacity or creativity are more valued now in companies than a decade ago. By making use of concepts like upskilling and reskilling, organizations are making headway on this path that highlights the importance of both hard and soft skills.
However, why are companies tempted to bet on this approach? Artificial Intelligence (AI), Big Data, Blockchain and the Internet of things (IoT) are technologies that have a great impact on our present and probably will in the future as well. In any case, they lose all their potential if organizations do not have professionals who are capable of implementing, integrating and developing them, and therefore, who are not able of taking advantage of them.
Companies cannot control the speed or the way in which technology evolves, so to adapt to this transformation the most effective alternative is a continuous updating process. Organizations have realized that, in a digital context that is constantly changing, the most skilled professionals might not be so shortly after being hired. Those firms which take a chance on the continuous training of their employees will have a head start compared to others.
What exactly do upskilling and reskilling suggest?
Upskilling: performance optimization
A digital environment is a continuous challenge for professionals. They may go from knowing their work perfectly to being out of date overnight. For this reason, workers have been forced to immerse themselves in a process of lifelong learning.
From the point of view of companies, the training of these professionals has great appeal (see the benefits listed at the end of this article). Even the most prepared professional runs the risk of being left behind in a context that is always in constant evolution. By betting on the lifelong learning approach for their employees, organizations may adapt to this changeable scenario better. Therefore, the goal of upskilling is to prepare professionals to optimize their performance and improve their job skills.