Businesses this year experienced some extreme shifts and changes due to the COVID-19 pandemic. However, this has brought forth a global industrial and workforce evolution. Companies have redesigned their processes and workflows to incorporate remote working and the automation of operations.
It may not seem like it, but due to the quarantine, economic changes, and process overhauls, now is the best time to invest in employee training on new technologies, trends, and processes and upskill your organisation.
If you are considering working on upskilling your organisation to harness digital technologies and agile learning techniques, here’s how to get started:
Define Upskilling Parameters and Set Priorities
The first step to creating a stable and prosperous upskilling plan should involve focusing on upskilling parameters. Work on bringing a digital transformation in your organisation by setting upskilling priorities.
Then take out time to cultivate a list of skills that you need to train your employees in and categorise them. When you start implementing your upskilling plan first prioritise for necessary changes, at-risk areas, and adaption of new technologies. Focus on taking a learner-centric approach by providing extra time to employees for training and education.
Empower Employees to Upskill and Promote Free Learning
To boost your upskilling efforts, empower employees and encourage them to free learn and take part in workshops and online training sessions. Assess employees individually, offer personal coaching, counselling, and advice. Work on individual training plans for each employee. And enable employees to take part in getting qualified schemes and training pays programs which offer financial reimbursements for individual’s training and development needs across different learning levels.
Utilise Digital Tools to Analyse and Monitor Upskilling Effort
The utilisation of digital tools is an essential part of upskilling. Implement the use of digital HR tools to keep track of employees’ training activities. Use analytics and gather data to keep track of upskilling hours and results. The performance metrics should be monitored regularly, and the benefits realised used to showcase progress. In contrast, those areas which are still requiring attention are being carefully monitored, and follow-ups put in place.
Target Skills that your Core Business Model Depends on
Identify and target skills that your business model depends on and those that are part of your recovery plan. Work on identifying critical value drivers and employee groups, then strategise accordingly to promote business growth and upskilling efforts. Work on lacking skill sets that will be required to meet the increasing and evolving customer demands—work on upskilling the critical workforce groups that drive significant value in your redesigned business model.
Start Upskilling your Organization Now with a Plan for the Future
Work of training and upskilling on an immediate basis, start now and plan later. Test and analyse your upskilling programs for failure and success by implementing checking parameters. Design upskill programs in small groups and act as a small organisation for better results. Create and protect the upskilling budget, and treat it as an investment. And don’t disband reskilling initiatives after the crisis ends, keep expanding them and evolving them according to market trends.
Train your employees for Digital Transformation
Enable and empower your employees to work remotely by building technical awareness and establishing means. Train your employees in automation to expand the ability to operate in a wholly digital environment. Strengthen and develop strong interpersonal skills to ensure productive collaborations and teamwork. Build your employee’s adaptability and resilience skills to ensure they thrive and succeed in evolving business situations and economic crises.
Conclusion
Companies can’t be resilient if their workforces aren’t. Building your reskilling muscle now is the first step to ensuring that your organisation’s recovery business model is a success.
At IDMA, we plan on digital strategising for businesses and enterprises looking to refine their operations for the evolving future. Our goal to facilitate leaders by helping them create a robust digital strategy that will help their business grow and thrive. This downtime is valuable, make sure to utilise it with upskilling and strategising for the future of your organisation.
