Organizations and work profiles are evolving with the changing times. The labor market is undergoing constant upgrades. Skills training and development are currently part of HR package deals in all businesses. If you are yet to join this wave of incredible changes, it is time to update your priorities. 

The present-day HR and operations scenario can only be completed with the comprehensive addition of various techniques to impart skills training to employees. This skills process could be in multiple formats and can be explained with unique features like upskilling and reskilling examples. 

Here, we will deal with the topic of reskilling that shapes the employee culture in organizations towards a positive direction. This shift of influence is visible not just in the HR category but in all segments of the business model.

What is Reskilling? How is it Different from Upskilling?

Reskilling is an essential component of modern-day HR training processes exclusively available to employees who are part of the company projects. The concept means the acquisition of new skills by an employee so that they can move on to different job roles or professions shortly. It is a good technique to maintain employee retention rates in better percentage ratios. 

You may also give employees a working platform to exercise skills that better match their potential. Do not confuse reskilling with retraining in companies. When you retrain an employee, you are not imparting new skills to the resource. They go through the skills training process from their initial stages in the company that got them the job permanently. 

Retraining is usually done to reevaluate the employees or to give them sufficient strength to return to their profiles if they are seen as lacking in performance for a certain period. But what’s even more tricky is to understand the distinction between reskilling and upskilling. Sometimes, these two are used interchangeably by HR personnel and core management members.

Both upskilling and reskilling include the learning of new skills by an employee. The primary difference here is that in upskilling, resources maintain their current professional status and move on to a bigger, better role. It will positively impact their whole career path. Reskilling doesn’t necessarily cover the upward trajectory of an employee. It just means the adoption of a new skill set so that they can move on to a different job from the existing one. It is mostly done to avoid employee termination or create a better platform for resources to perform.

The Significance of Reskilling in HR Practices

Reskilling is perhaps one of the most applied strategies to enable employee engagement practices in an organization. With the planned distribution of reskilling techniques, it is much easier to build a rapport between employees and employers. The significance of reskilling exercises in the HR domain can be explained using the below points.

  • Boosting employee performance
    Reskilling is crucial to boost overall employee performance within the business limits. It can help them grow to provide maximum potential to their organizations. Reskilling can also help discover working patterns in employees that are directly connected to their SWOT analysis.
  • Identification of skills gap
    Any organization may experience a skills gap in its workflow. It is mainly attributed to the problems arising from the talent acquisition part. An ideal solution to tackle this issue is identifying the gaps as early as possible. Reskilling functions can directly help in learning about the skills gap and solving them.
  • Enhanced training and development access
    Training and development features are already part of the employee engagement programs in the HR system. With the inclusion of a channel for reskilling in the training platform, you can enhance the whole process. A personalized training scheme provision is also the highlight of the usage of reskilling in the age of AI.
  • Constant evaluation of resource allocation
    Resource distribution and allocation within the platform is a reality. You can rely on reskilling tactics to do consistent evaluations of the system by creating a documented portal for corresponding resources.
  • Easier career progression
    Progress in the career of an employee becomes possible by applying reskilling measures. These steps help identify the optimum career journey of an employee that sticks for the longer term. It is also supportive of employees who want to make conscious and independent career revisions.
  • A valid reason for operations improvement
    HR operations need a consistent dose of strategic support from all possible agencies. Reskilling is one of the methods that can guarantee the application of this improvement. You can record the various possibilities and try them out with the inclusion of your resources.
  • Newer technology integrations
    When the latest technology innovations are integrated into the existing system, a balancing act is needed. The one core feature that can ensure this happens for the good of the organization is the reskilling of employees. It will notify you that your resources know how to deal with the new technology intake.
  • Flexibility in business model
    In the future, the survival rates of businesses will depend highly on increasing flexibility towards the varying marketplace conditions. If your employees are properly trained and have undergone reskilling modules, it is all the motivation you need to advance in the establishment of a well-defined business model.

Benefits of Employee Reskilling in The HR Industry

The core benefits of managing employee reskilling in the HR industry are as follows:

  • Internal mobility culture – Reskilling is highly effective in managing internal mobility within organizations. This employee mobility is strictly based on talent and will help the business achieve an optimum performance level. If biases and prejudices are avoided, it can lay a solid foundation for your company’s talent management tasks. 
  • Skill processing – Your employees might have numerous hidden talents and skills that you cannot possibly understand at the time of the hiring process. Opening the doors to reskilling can help you allow employees to explore their full potential. 
  • Empowering company future – If upskilling and reskilling in HR are effectively carried out in companies, it will improve the future of training and development programs in the organization. You can either train existing resources to meet future demands or create a company future that matches the cumulative best skills of your total workforce. 
  • Cost-effectiveness – Like many HR optimization tactics, reskilling is an excellent tool to meet the cost-efficiency parameters of the organization. Reskilling is associated with continuous learning techniques and is an appropriate tool to reduce the higher costs incurred during employee termination and the newer resource hiring process. 
  • The mix of competitiveness and innovation – What usually happens in a business premise is that the discovery of competitive advantage may compromise the inclusion of innovative models. Sometimes, strategic innovations may not help your company’s market positioning. Multiple options are available to create a spectacular connection between those two factors, and reskilling at regular intervals is a good one. 
  • Adaptability to change – Reskilling can help both human capital resources and organizational authorities to connect with the HR personnel and adapt to the changing business environment. When inevitable changes occur, your firm should embrace them with an engaging demeanor. 
  • Filling up soft skills – Soft skills are a critical category of talent that every modern organization should propagate without fail. Learning soft skills is for the betterment of employee resources themselves. Adoption of reskilling can help earn significant time for resources to perform within the firm, aiding the route of soft skills training. 
  • Intangible benefits – Consistently getting exposed to reskilling principles and learning new skills will help develop intangible values in an employee. These include employee morale, self-esteem, self-motivation, self-reliance, trust, quality assurance efforts, etc. 
  • Supportive in knowledge transfer – Even when employee exits happen in the organization, reskilling can help you. Features like knowledge transfer and leadership training can be efficiently done through reskilling principles and platforms.

Enable Artify 360 Solutions to Encourage Reskilling in Your Firm

If you are convinced that reskilling is effective for your organization, it is time to focus on factors that work in favor of the technique. The greatest thing that you need to accommodate reskilling programs in the firm is a full-fledged, dedicated platform. It is where Artify 360 HR payroll software comes in to make a difference.

Artify 360 is an HR software system that enables you to perform all core HR functions in the organization. It is a great cloud HR software that includes modules leading to employee engagement and performance management objectives. You can use the data collected to analyze the potential for employee reskilling. It is an ideal solution because you can personalize the reskilling choices to align with individual employee statistics.