Reskilling and upskilling: what they are and how to put them into practice

The world and the market are undergoing increasingly rapid changes. According to the World Economic Forum in the Future of Jobs survey, 42% of the key skills required by today’s jobs will change by 2022. The current moment has shown the importance of being prepared to face challenges never before imagined. It’s not about predicting the unpredictable, but about understanding that change has never been faster and that you need to develop the right skills to deal with the new.

This dynamic and fast-paced context requires professionals in constant professional development and, when it comes to this subject, reskilling or upskilling may be the best paths.

Derived from the word skill, or ability, these two concepts describe development alternatives focused on training and qualifying employees. Reskilling and upskilling are processes that are beneficial both for the professional and for the teams and companies he is part of, and they can also be motivated by the different parts.

Do you want to learn the differences between reskilling and upskilling and understand how to apply them to your career? Stay with us and check out our full article on the topic.

Upskilling and the importance of constant evolution

Those seeking constant career growth are already familiar with the different levels of experience in certain areas of expertise. The path from the internship or trainee to coordination and other leadership positions requires continuous learning and professional development.

In this context, upskilling refers to the process of improving the skills and knowledge that the professional already has in the role he/she performs. The focus is on the importance of developing skills in which you already have a certain domain, to increase the possibilities of adding value to yourself, your team, and the company you are part of.

The advantages of investing in upskilling include the optimization of time spent on the tasks performed, higher quality in deliveries, and a more analytical view of the results.

Reskilling as an opportunity to readjust the professional route

In the era of digital transformation, new concepts, tools, and business models are emerging all the time. This real revolution directly influences the skills required for the professions and market needs.

According to a study by Dell Technologies in partnership with the Institute For The Future (IFTF), 85% of the professions that will exist in 2030 have not yet been created. In addition, a survey conducted by the consulting firm McKinsey & Company identified that 87% of companies do not have the professionals they need for the future, and 9 out of 10 leaders already face a lack of skills in some areas.

Reskilling presents itself as an opportunity to fill gaps in the market and further develop professionals’ skills that can be better used in different areas in which they work.

This method can be used by professionals who wish to change their career path or gain greater versatility at work. It is still common for the company itself to identify employees who have characteristics to perform better in other functions and sectors of the organization, whether new or existing.

How to apply reskilling and upskilling in your company

Companies that work to stay innovative and up-to-date are already worrying about the future of work. At the heart of this strategy are the Human Resources professionals, responsible for bridging the gap between the organization and its employees.

One of the HRs attributions is precisely the training and development of the other sectors of the company. Therefore, it is your responsibility, together with the team leader, to develop a strategic plan to identify the needs and opportunities for reskilling and upskilling among employees.

From this analysis, it will also be possible to understand which areas need to recruit new talents and what kind of tracks and training and development programs are best applied to the company’s professionals.

The alternatives for professional development within organizations are efficient when there is interest from the professional, the leading role of HR, and the company’s investment. With these three parts working together, it is possible to identify the need, apply the reskilling and upskilling strategies and seek constant development.

However, the initial decision must come from the professional himself. Inside or outside a company, you have the option of taking the lead in your career, knowing the moment to evolve within your area of ​​expertise or even to seek a new direction to follow.

And, if you are interested in becoming a more qualified professional and always developing, subscribe now to ConquerPlus, the streaming platform that brings together ALL of Conquer’s recorded courses. With it, you can develop where, how, when, and how often you want!

These are courses that will accelerate your career based on our hands-on methodology, current content, and professors who are a reference in the market.

Furthermore, if you are a Human Resources professional or want HR to provide personalized training for your team, Conquer is also for companies! The In-Company training has direct content to the point and focused methodology results. Develop your organization’s teams with innovative digital platformscustomized learning journeys, and immediate impact on employee performance!

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