January 28, 2023

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Does your workforce have the skills needed to succeed today? How about 10 years from now? Many companies reluctantly admit “no” – some don’t even know the answer.

In the midst of today’s great quitting and global talent shortage, companies are also grappling with “the skills gap”, a fundamental mismatch between the skills of their employees and what is actually needed to do their job well. work. Additionally, the skill sets that employees need do not remain static, reflecting the dynamic business landscape, rapid pace of change, automation of previously manual tasks, and more. Thus, many organizations face a skills gap not only nowbut also in the future.

Consider these telling statistics:

  • 58% of the workforce needs new skills to do their job, according to Gartner.
  • Nearly half of learning and development leaders (46%) say the skills gap is widening in their organization this year, up four points from 2021 data, according to LinkedIn.
  • According to consultancy Korn Ferry, more than 85 million jobs worldwide could go unfilled by 2030 without enough qualified people to fill them, resulting in an $8.5 trillion loss in revenue unrealized annuals.

Beyond the gale on the net result, an uncontrolled skills gap has other negative consequences:

  • Loss of productivity and efficiency.
  • Lack of agility and innovation. In information technology (IT), in particular, executives cite talent shortages as the biggest barrier to adopting 64% of emerging technologies, according to Gartner.
  • Wear. LinkedIn shares that employees who feel their skills aren’t being put to good use are 10 times more likely to look for a new job. This dissatisfaction often reverberates throughout the organization, in a “domino effect”.

Clearly, the skills gap presents both short-term and long-term issues that cannot be ignored. In my role as CEO of an e-learning company, organizations frequently ask me questions about the skills gap and how to close it, now and in the future.

Related: Closing the Learning Gap Can Solve the Skills Gap

1. Identify the skills you need in the short and long term

Consider the roles you need to fill now, but also look ahead: Over the next five to 10 years, what roles will be crucial and propel your organization while aligning with your investments and strategic direction? It’s important to define the specific skill sets associated with each role so that you can develop and hire the right talent.

How can you conduct this research? Employee and leadership surveys and needs assessments provide valuable insights. But don’t stop there. You can also tap into focus groups, review your competitors and industry, and hire industry analysts to gain valuable insights.

2. Perform a current skills assessment

For example, at my company, CYPHER LEARNING, HR leads the charge by periodically taking stock of the skills of our employee base. It is a useful exercise; you can find people with untapped skills, like a marketer who also has design expertise to draw on.

By comparing your employees’ skills with what they need, you can create or obtain training — for example on sales messages, product details, technology tools, leadership qualities, etc. — to fill in the gaps you find. There may also be instances where it makes sense to fill certain gaps by hiring.

Related: ‘Upgrading’ Must Improve to Provide the Skilled Workers Entrepreneurs Need to Succeed

3. Focus on skills development

However, since it’s usually less expensive to retrain a current employee than to hire and onboard a new one (while waiting for the new employee to hit the productivity deadline), skills development programs can help your hand. -Current work to develop and master skills. it’s necessary. And with the changing demands of today’s digitally transformed and often hybrid workforce, upskilling, reskilling and upskilling programs can help maximize agility and productivity.

Technology today contributes to more meaningful and personalized skills development. For example, working with their managers, employees can set learning goals associated with their current and desired roles. Then their learning system can provide intelligent, automated recommendations based on those goals and related skills and competencies, whether it’s retaking a course, joining a forum, connect with an expert, watch a video, etc. can further customize the recommendations and learning path, based on the individual’s previous experience, skills mastered, interests and more.

Effective skills development contributes to a culture of internal mobility as well as employee satisfaction and longevity. LinkedIn notes that companies that excel at internal mobility retain their employees twice as long as those that don’t!

4. Make learning available and equitable

In many cases, it’s time to move away from “gating” training content. Of course, someone in an IT position probably doesn’t need to see sales training content, and a software developer probably won’t need a customer relations course. You may want to make them specific to this role. But for soft skills training, in particular, consider opening up content so it’s accessible to audiences across the organization. Courses on leadership and communication skills, for example, can be interesting and useful to employees in general in their career progression.

Making training fair also means adhering to accessibility guidelines and standards, so your content is inclusive. And be aware of your audience so the examples in your content resonate with them.

Related: 4 Real and Achievable Answers to the Skills Gap

5. Develop a learning ecosystem

A learning ecosystem – encompassing people, processes, technology, systems and infrastructure, with online and offline components – contributes to a culture of continuous learning and skill development. Your content and training strategies are also key parts of this ecosystem.

When you have an effective, interconnected learning ecosystem and a positive learning culture, it’s much easier for your organization to deliver training programs on an ongoing basis. Learning programs can also be agile, responsive to employee needs and feedback, and responsive to areas for improvement. On-demand e-learning is often an important part of the learning ecosystem: a way to deliver training that can be deployed (and modified) quickly and easily, consumed at the convenience of the employee, and tracked for measure completion, understanding and mastery.

Closing skills gaps now and in the future

Once you’ve determined where and why skills gaps exist, it’s time to act. By incorporating the tips above, your business can close the gap and open up opportunities for greater resilience and innovation.

#close #skill #gaps #late #Heres

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