Sometimes during a career, an employee wants to change their professional profile. Reskilling makes it possible to meet this need and has many advantages for the employee and the company.
What is reskilling?
Reskilling consists in training an employee or a person looking for a job in a field of expertise that is completely different from their specialization. This training/recruitment method therefore consists in transmitting new know-how to people already working in a company as part of a retraining to meet the current needs of the company and the inspirations of the employee, while familiarizing themselves with new techniques and technologies. The reskilling of employees is mainly observed in sectors affected by the shortage of talent and allows companies to continue to recruit according to their needs.
Unlike upskilling, which consists in specializing people in a particular field of expertise by going further in the field, reskilling aims to give employees the opportunity to keep their jobs within an organization while acquiring new skills in order to occupy a different position, sometimes in a completely new department or department.
To do this, there are specific training courses. After an initial competency assessment, the digital learning manager, the HR manager and the employee together estimate the time and effort required for career requalification and reorientation.
Discover how a platform of LXP can help you reskill your employees.
LXP 1 use case: have a recruitment possibility even in case of difficulty
It may happen that for a specific position there is no profile available on the market. To avoid the position remaining vacant for a long period of time, the human resources department may choose to set up a reskilling program and thus offer the position to an internal collaborator who would have the required soft-skills.
After an initial test, the LXP platform can determine the skills to be acquired by the employee to correspond to the position.
What not to forget
- Set a deadline for recruiting
- Define the soft-skills and hard-skills requirements for the position
- Identify employees interested in a career change and who have the soft skills necessary for the position
- Set up a collaborator reskilling program via an LXP
LXP 2 use case: bringing a new perspective to a workstation
To boost returns related to a position or an activity, it is necessary to question the procedures, working methods and even skills mobilized. A new candidate, however, with a past in the company, can bring a different and constructive vision and thus make the position evolve.
The LXP platform will make it possible to open up the field of skills thanks to the analysis of the data of the new applicant and to propose new hard-skills to acquire. This type of platform will allow you to have a new perspective on the reskilling of the employee.
What not to forget
- Determine the needs for the position
- Identify areas for improvement
LXP 3 use case: reinforce employee training and reskilling
The employee who has just recruited by the company will follow a fairly specific training course, because it has been validated beforehand by the company. Indeed, with a Reskilling strategy the company bases its recruitment more on soft skills (relational intelligence, communication skills, interpersonal skills...) of the candidate to then offer him a personalized training plan after hiring.
You can thus create an employee reskilling course on your LXP to reinforce its training.
Don't forget:
- Determine during the job interview what skills to acquire for the future collaborator
- Set reskilling goals with the new employee
- Set up an onboarding and training program upon the arrival of a new employee in the company
