Reskilling? With a rapidly changing world of employment and employees who no longer hesitate to look for a job where they feel fulfilled and useful, reskilling programs are among the levers for employers to attract and retain talent through vocational training.
What is reskilling?
At a time when the needs on the labour market are changing very rapidly, training and the concepts associated with it must keep pace. This is where the concept of reskilling comes in, which meets a real need for companies: employers now focus on the soft skills of candidates and assume that a missing technical skill can be acquired. Thus, the newcomer is chosen for his soft skills and then will then be trained in the skills essential for taking up a job.
Reskilling also affects employees already working in an organization: if a job becomes obsolete, often because of technological progress, The employee who occupied will be supported by the company to learn new skills that will allow him to occupy another position in the company. Reskilling is a way for the employer to avoid separating from good people who already know the functioning and values of the company and therefore to maintain the intangible heritage of the company.
The steps required to set up reskilling programs
This process of adapting skills and learning new abilities within a company cannot be improvised. It must be carefully prepared and implemented over time. To set up a Reskilling strategy, a business must go through three key steps:
- Setting up a Strategic Workforce project
- Taking stock of business transformation: what position? for which sector?
- Articulate the various options: internal mobility, training and, lastly, external recruitment.
To start a reskilling program, it is necessary to conduct a project of Strategic Workforce Planning (SWP), a method by which organizations establish a link between the scope of their business strategy and the prospects for the evolution of their human resources. The whole difficulty of the SWP is to be able to adjust the objective established during the business plan to the concrete reality of their resources. This step is supposed to involve all departments in the business to determine adaptation needs. It is also an opportunity to foster social dialogue with topics on which the interests of the various parties manage to converge.
Depending on the size of organizations, the task can be very complex and companies can therefore define priorities in order to control only the positions or sectors that are most critical for the transformation of the business or those that are in tension in the job market.
Finally, it is necessary to effectively articulate the various options available to the company, in particular:
- Mobility
- The courses
- External recruitments.
Successful reskilling programs will therefore necessarily involve preparing a professional alignment plan by working on the following elements: Soft Skills and the desires and needs of employees who are now looking for pleasure in their jobs for you.
