Why Employees Need Re-skilling to Stay Ahead?

April 3, 2018

Job skills, professional qualifications, certifications, and competencies are some of the realities that face modern workforces. The high momentum in technological evolution is forcing the pace of change in the modern world. Consequently, re-skilling has emerged as a potent force that enables organizations and employers to re-purpose their workforce in tune with emerging client demands. According to a recent survey, human resource professionals feel that re-skilling and up-skilling have gained heightened relevance in contemporary times. We will examine some of these aspects in the paragraphs below.

Also Read : IT Professionals and Engineers Need to Re-skill or Perish

  • Employees must continually add to their skills and certifications in a bid to gel with evolving realities in the workplace. These actions enable organizations to fill in talent gaps and address client and work requirements. Re-skilling is important because it enables the existing employees of an organization to remain relevant and service client requirements. The widespread adoption of new technologies can erode the relevance of legacy work skills. Hence, employers and employees must invest significant time and effort to re-skill and re-train workers. This enables a business organization to compete in open markets and offer new skillsets to take on client requirements.
  • Businesses must consider investing in employee re-skilling because trends in the market are subject to sweeping changes. Information technology service providers have adapted to the new reality by driving initiatives that aim at higher levels of employee utilization. Re-skilling also empowers organizations to boost business bottom lines by adding fewer new employees to the payroll and driving productivity management paradigms. These actions enable businesses to realize higher revenues per employee. In addition, re-skilling helps modern organizations to thwart the spectre of retrenchments. This is significant from the point of view of employee retention.
  • Mastering new skills must attain priority when employees seek career growth and higher pay scales. The fast pace of evolution in digital technologies mandates a nimble and productive workforce that can respond to new projects in an agile manner. Therefore, personal and professional ambition must play a key role in driving re-skilling and up-skilling initiatives. Future work projects may require new skills on the part of employees; therefore, employers must encourage their staff persons to invest time and effort in learning new skills and gaining fresh professional certifications. These initiatives can cast positive long-term effects on the business performance of an organization irrespective of its geographical location.
  • Digital disruptions are changing the very landscape of employment and employability in modern times. Some experts aver organizations should encourage their employees and staff persons to become ‘learning animals’ that have a pro-active approach to learning new skills and technologies. Businesses must, therefore, encourage employees to participate in seamless learning experiences in a bid to drive optimal work outcomes. Hence, we may state continuous learning should become a motto in modern business and commercial organizations. Training programs and professional trainers can help modern businesses in re-skilling and up-skilling their existing staff members. The outcome of such initiatives includes higher return on investment for each employee and greater client engagement for the business organization.

These are some of the arguments that create an emphatic business case for employees to participate in re-skilling and up-skilling exercises.

Related Article : Nikhil Barshikar Talks to The FreePress Journal About Future of Company Dealing with Skilling and Re-skilling

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