Accomplishing next year’s goals starts with the crucial task of workforce planning. Every year, HR teams are tasked with analyzing their current workforce and making changes to align it with future objectives. During the process of getting the right people in the right roles, it’s common to discover that employees need new or different skills to make the organization more effective. HR teams need to decide: do employees need upskilling or reskilling? Here’s how to compare the two strategies and select one that prepares your workforce for the demands of the upcoming year.
Upskilling involves developing strategies to enhance your workforce’s current skills. This means building on existing knowledge to help employees perform their current roles better. For example, a marketing specialist might learn advanced social media analytics, or a sales representative might develop deeper product knowledge. Upskilling typically requires less time and resources than reskilling since employees already have a foundation to build upon.
Only 47% of employees say they have the right skills to be successful in their roles. Upskilling is an ideal strategy to help employees be more productive at work and take on new challenges. Plus, offering learning resources like upskilling improves retention, employee engagement, and reduces burnout.Â
During workforce planning, you might discover that certain employees would be better suited for a different role or department, but they need training to make the switch. This is where reskilling comes into play. Reskilling involves teaching completely new skills to prepare employees for different positions. For instance, a customer service representative might transition into a sales role, or an administrative assistant might train to become a project coordinator. While more intensive than upskilling, reskilling can help retain valuable employees while filling critical skill gaps in your organization.
Consider reskilling when roles are becoming obsolete due to technological changes or when employees show potential and interest in a different career path. It’s also appropriate when your organization needs to fill new positions internally, and existing employees have transferable soft skills that would make them successful candidates after technical training. The decision to reskill should align with both the employee’s career aspirations and your organization’s strategic needs.
Expert coaches can fill the knowledge gaps that courses and training modules may not always provide. Real-time, one-on-one coaching accelerates the skill development process, ensuring a faster time-to-value for your learning investment. Coaches can provide personalized guidance, immediate feedback, and practical strategies that help employees effectively apply their new skills. Whether upskilling or reskilling, having a coach guide the process can significantly improve success rates and boost employee confidence in their new abilities. Learn more about how TaskHuman can equip your workforce with future-ready skills.