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Discover the power skills that will transform your company in 2025
July 17, 2024
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By 2030, 375 million workers around the world are expected to require new skills, as they find the parameters of their jobs updated by the emergence of new technologies. This forecast reveals the great urgency with which companies must act, if they wish to properly develop and optimize their employees’ skills.
One strategy that is gaining momentum against this backdrop is right-skilling, a technique which aims to equip employees with the appropriate skills for each individual job. Are you eager to learn more about it and how it differs from other approaches? Read on, as we explain it to you step by step.
Right-skilling is the identification and development of the specific skills that individual employees need to perform their jobs as effectively as possible. This is not just a simple training strategy: it is a strategic transformation that seeks to align the capabilities of the workforce with the wider needs of the business.
To understand it better, let’s take a look at human resources management as an example. With the recent adoption of automated systems such as ATS, much of the selection process for new employees has been digitized. So, does this mean that human recruiters are no longer needed? No, of course not. However, they do need to acquire the correct skills – such as data analysis, ATS systems management, and candidate experience optimization – so that they can properly complement the selection technology and improve hiring outcomes.
Implementing a right-skilling strategy has benefits for both companies and employees. Let’s look at some of its key advantages:
Companies that adopt right-skilling can react more quickly to market trends and shifting customer needs. This translates into a significant competitive advantage within the marketplace.
Instead of hiring new employees to fill vacant roles, companies can strategically use right-skilling to prepare existing internal talent for them. Doing this is usually more profitable and efficient. Additionally, it reduces the costs and time involved in hiring and training new employees.
In many sectors, the demand for specific skills exceeds the available supply. Right-skilling helps companies close this skills gap by developing the competencies they need internally, reducing dependence on an external labor market.
Right-skilling helps to build an environment of continuous learning and growth, which improves talent retention levels and reduces employee turnover. Additionally, workers who consistently receive professional development opportunities tend to be more engaged and happy with their work.
In recent years we’ve heard a lot about concepts such as upskilling, reskilling, cross-skilling and, now, right-skilling. Although they all seek to empower employees with the skills they need for the future, there are several key differences between them.
Although all training programs tend to follow very similar stages, the success of right-skilling specifically lies in knowing what to do in each phase. Below, we present the key steps you need to follow if you want to implement an effective right-skilling program:
The first step is to conduct a thorough analysis of your organization’s talent and discover any existing skills gaps. To do this, you can use methods such as skills mapping, that will allow you to take a detailed snapshot of the current situation.
What comes next? At this stage you’ll need to establish clear and measurable objectives that cover what you want to achieve with right-skilling. These objectives should align with the company’s wider strategic goals.
Technology plays an important role in strategic design. Rely on a range of e-learning platforms and tools to facilitate the delivery, monitoring, and evaluation of your training program. Choose those that best suit the learning needs of your employees, as well as the company’s budget.
Get employees involved in the right-skilling process from the beginning. Clearly explain the benefits of the program, and encourage employees to participate actively in their own professional development.
Establish metrics early to evaluate the impact of the right-skilling program. Continuously track employee progress, and make adjustments to the program as necessary to ensure that the goals you set in the previous stages are met.
In a professional world that’s characterized by constant change and technological evolution, right-skilling is fundamental for any organization that wishes to remain competitive. By identifying and developing the specific skills your employees need, you can ensure that they are prepared to meet the challenges of both the present and the future.
Looking for help with implementation? Then we present isEazy Skills, the market’s leading catalog of power skills courses, designed to take your team’s talent to the next level.
Additionally, through our intuitive Skills Hub, you can define the specific skills you want to develop in your professionals and, thanks to our AI recommendation feature, we’ll help you find the best courses in the catalog. Sounds good? Request a demo today, and set your team up for success.
Right-skilling is a strategy that identifies and develops the specific skills employees need to perform their roles efficiently. Unlike upskilling, which enhances existing skills, and reskilling, which trains employees in new competencies for a different role, right-skilling focuses on aligning employees’ capabilities with the company’s strategic needs.
Right-skilling enables companies to quickly adapt to market changes, optimize resources by developing internal talent instead of hiring externally, reduce skill gaps, and increase employee retention by fostering a culture of continuous learning. Additionally, it improves competitiveness by ensuring employees have the most relevant skills for their industry.
Implementing right-skilling begins with a needs assessment to identify skill gaps using tools like skills mapping. The next step is to define strategic objectives, aligning training with business priorities. During implementation, it’s crucial to use e-learning platforms and actively engage employees in the learning process. Lastly, continuous performance tracking ensures the program remains effective and can be adjusted as needed.
E-learning platforms and digital tools play a key role in executing right-skilling strategies. Solutions like isEazy Skills help define key competencies and provide access to a curated catalog of courses tailored to talent development. Additionally, AI-powered Skills Hub personalizes training based on each employee’s specific needs, ensuring effective learning that aligns with business objectives.
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