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Last updated on 2024年6月5日

What are the challenges of reskilling employees in a rapidly changing market?

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In a rapidly changing market, businesses must adapt quickly to stay competitive. This often requires reskilling employees to meet new demands and leverage emerging technologies. However, reskilling can be a complex challenge. It involves not only teaching new skills but also fostering an environment where continuous learning is valued and supported. Understanding the hurdles involved in this process is crucial for any business aiming to thrive in today's dynamic economic landscape.

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Roy Craigen

President - TRANSCOM Fleet Services Inc.
Polly Ivanova

Author of LearnCast Podcast on Spotify, Digital Learning, People Development & Organizational Learning at PUMA
Danny Bell

Detective Sergeant (retired) at Toronto Police Service Financial Crimes Unit, Organized Crime Section

1 Skill Gap

The discrepancy between current employee skills and those required for new or evolving roles is a significant challenge. As the market shifts, so do the skills needed to remain competitive. Employees may find themselves lacking in areas such as digital literacy, data analysis, or even soft skills like adaptability. Addressing this gap requires a strategic approach to identify which skills are lacking and developing a targeted training program that can efficiently bridge this divide.

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Monique Cheney, QMHP, MBA

Utilization Management l Learning & Development l Quality Assurance l Care Coordination l Mental Health Care Provider
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One thing that can help with skill gaps is to cross train staff in your department or have staff shadow coworkers to learn new skills on the job. This can also help with coverage issues when someone is out on pto. Another solution is diversifying a person’s position by having them work on various projects or tasks that require them to learn a new hard skill or soft skill. My organization offer free CEU courses and leadership courses on a regular basis that staff can attend or watch virtually.

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2 Time Constraints

Finding the time for reskilling initiatives can be difficult. Employees already have their regular duties, and adding training to their workload can lead to burnout. Moreover, the pace of change in the market may require rapid reskilling, putting additional pressure on both employees and the organization. Balancing the urgency of learning new skills with the need to maintain productivity is a delicate act that requires careful planning and resource allocation.

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3 Cost Factors

Reskilling employees involves costs that go beyond just training materials or courses. There are potential opportunity costs when employees take time away from their usual tasks to learn new skills. Additionally, investing in new technology for training or to implement post-reskilling can strain budgets. Determining the return on investment and justifying these costs to stakeholders is a common hurdle that must be addressed with a clear and convincing strategy.

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4 Cultural Resistance

Change can be met with resistance, and this holds true when it comes to reskilling. Employees may be comfortable with their current skill set and wary of the effort required to learn new abilities. Overcoming this cultural resistance involves creating a supportive environment that encourages growth and addresses fears. It requires clear communication about the benefits of reskilling and how it aligns with both individual and organizational goals.

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5 Learning Approaches

Every individual has a unique learning style, which can make it challenging to design a one-size-fits-all reskilling program. Some employees may prefer hands-on experience, while others might benefit more from theoretical knowledge. Developing a flexible and inclusive approach that accommodates various learning preferences is essential for effective reskilling. It often means offering multiple formats and paths for learning, from online courses to mentorship programs.

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Polly Ivanova

Author of LearnCast Podcast on Spotify, Digital Learning, People Development & Organizational Learning at PUMA
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In my opinion, that’s when self-driven approach to Learning lands well. Putting Learners in a driver seat for own training empowers employees to choose by themselves when, how and how long they would like to do it, minimizing the risks of bigger groups of employees not getting important knowledge cause of general approach in a whole company. It also shows employees that their future and career development is in their own hands and responsibility.

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6 Technology Integration

Integrating technology into reskilling efforts presents its own set of challenges. Ensuring that the technology used for training is accessible, user-friendly, and effective is crucial. Additionally, employees need to be equipped not only with the know-how to use new technologies but also with an understanding of how these tools can enhance their roles. The challenge lies in seamlessly incorporating technology into the reskilling process without it becoming a barrier to learning.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Roy Craigen

President - TRANSCOM Fleet Services Inc.
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A good leader will always consider, What's Next. When it comes to staff we should always consider What's Next for them. Implementing a Continuous Learning program in our Company had a multi layered benefit. Firstly it made knowlege a priority for every employee, and it also prepared them for What's Next. To build knowledge and confidence in people should be a priority for every managers. We can grow people out of their job to a new challenge, or even encourage them to chase a new opportunity with a different company. No job is guaranteed for life and many will simply disappear. Coaching staff how to sell their transferable skills into industries they haven't thought of, will also help them find What's Next.

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Danny Bell

Detective Sergeant (retired) at Toronto Police Service Financial Crimes Unit, Organized Crime Section
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I always looked at what can be done to help those working for me better themselves and move forward, although I was lucky enough for my last ten years to have highly motivated individuals, they still need assistance and guidance along with an attitude of show me what you want to do, how you plan to do it, how you get the team involved and engaged, what you expect to be the outcome and how you measure your success and award yourself and those those that assisted you in getting there. Make sure they know, there is no failure if the ideas were solid and sound, review of the process can make it work if needed, with their ideas and decisions on the process.

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What are the challenges of reskilling employees in a rapidly changing market?

1

2

3

4

5

6

7

1 Skill Gap

2 Time Constraints

3 Cost Factors

4 Cultural Resistance

5 Learning Approaches

6 Technology Integration

7 Here’s what else to consider

Business Management

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What are the challenges of reskilling employees in a rapidly changing market?

1

2

3

4

5

6

7

1 Skill Gap

2 Time Constraints

3 Cost Factors

4 Cultural Resistance

5 Learning Approaches

6 Technology Integration

7 Here’s what else to consider

Business Management

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