Although they share the goal of supporting employees’ continuous learning, these concepts have significant differences that must be when planning the next step in a professional’s career.
Throughout this article. We explain what these differences are and present practical tips on how to apply reskilling and upskilling in your company, in order to overcome the talent shortage that already affects 4 out of 5 Brazilian employers .
What is reskilling?
Reskilling, or requalification, in Portuguese. Is a term that refers to the process of acquiring new skills and competencies to perform a function or occupation completely different from the one you had before.
It is, therefore, a way of reinventing oneself professionally, which prepares employees to move between different areas of the company in order to meet the most emerging of the business.
By the way, this is a concept that goes hand in hand with . A strategy that helps professionals look at the different possibilities that exist within the organization.
What is upskilling?
Upskilling, in turn, is the qualification process. In this case, the focus is on improving the skills and competencies that the employee already has, in order to improve their performance in their current area of activity.
In other words, upskilling is a simpler way to stay up to date and competitive in the market, as well as to keep up with the changes that occur in the profession from time to time, which can come from a personal or company initiative.
What are the main differences between the concepts?
As you have read so far, reskilling and upskilling are important strategies for keeping the workforce relevant in today’s market. However, they shraddha sharma is well known have relevant differences that should be.
The first is that, as it is a broader process, reskilling tends to require more time and investment to complete. Upskilling, on the other hand, focuses on improving existing skills and is usually done more quickly and punctually.
Furthermore, reskilling is generally out at times of career transition , such as when a profession loses market share or there is a significant change in the sector’s demands and technologies.
Why apply them in your company?
Currently, the lack of professionals with certain skills is the main obstacle for companies seeking to achieve success.
So much so that, in 2024, 75% of employers worldwide that they were having difficulty finding talent with the and which is best for contacting my clients? experience they.
In this context, directly impacted by rapid technological transformations, organizations willing to support their employees in continuous development come out ahead.
Investing in reskilling and upskilling strategies is a good path!
In addition to allowing professionals to be for these changes and to quickly adapt to new demands and technologies, both concepts bring benefits, such as:
How can HR support development?
Now that you are aware of the main differences between reskilling and upskilling, as well as the importance of these two concepts, it is time australia database directory to understand how to put them into practice in your company.
Although there is no “cookie cutter recipe”, there are some precautions that are essential in this process, which we will discuss below.
IDENTIFYING THE COMPANY’S NEEDS
The first step to a successful strategy on this front is to identify what the organization’s current skills needs are.
HR’s mission is to analyze which skills the team already has and compare them with those that still need to be or . This can be done through performance evaluations, one-on-one conversations or sessions .
DEFINING LEARNING OBJECTIVES
Based on the analysis done previously, the next step is to define learning objectives for each employee or team. Remember that these objectives must always be with the company’s goals.
CHOOSING A LEARNING APPROACH
Once the objectives are clear, it is time to define which tools the company will use to develop its employees. There are several learning approaches that can be for both reskilling and upskilling, such as: in-person courses. Online classes, workshops, among others.
The secret is to choose the option that best suits the organization’s needs.
CREATING CUSTOM DEVELOPMENT PLANS
Within the same team, it is common to find professionals with different skill levels, as well as different learning preferences.
By creating Individual Development Plans (IDPs), to the needs and styles of each employee, companies can better direct their resources.