We are all aware of how fast technologies are changing. In the last few years, we have witnessed the rise of breakthrough technologies like artificial intelligence. How many jobs do we have today that were unimaginable a few years ago? And how many jobs have perished due to the same technological advancement?
Technology will continue to impact jobs. Soon, new jobs will pop up and existing ones will vanish. So, how does an organisation cope with all these changes? Surely, they can’t just hire new employees with the latest skills? What about the existing employees?
Organisations have two weapons in their arsenal that they can use; upskilling and reskilling. Upskilling and reskilling foster employees skill development and prepare them for upcoming changes. These two terms are often used interchangeably. A lot of people think that they mean the same. But that is not the case.
So, let’s look at the difference between upskilling and reskilling.
Reskilling is the process of acquiring new skills. With reskilling, an employee becomes eligible for new roles and responsibilities. If an employee is looking for a job change, he/she must reskill to acquire additional skills. Reskilling has become important in today’s fast-paced technological era.
Every day, we are witnessing new technological changes. Therefore, an employee must reskill to learn in-demand skills and stay abreast of the latest technology. As per one source, 50% of all employees will need reskilling in the next five years.
Organisations can invest in employees skill development programs to help their existing employees reskill themselves. This will only help them save on the cost of hiring new employees.
Upskilling is simply the process of refining existing skills. This is the major difference between upskilling and reskilling. When an employee is upskilling, it implies that they are polishing the skills they already have instead of learning a new skill.
Upskilling is crucial for any employee who is planning to take on additional responsibilities and work. Organisations can reduce employee turnover costs by implementing reskilling and upskilling strategies. Employees feel valued when their employer is investing in their development.
We hope that by now you have understood the difference between upskilling and reskilling. Now let's take a look at their benefits.
Reskilling and upskilling strategies benefit both employees and the organisation. Let’s look at these benefits.
A broader skillset makes you more adaptable to changing job markets and increases your chances of landing new opportunities. Whether you face potential displacement due to automation or simply seek career advancement, upskilling and reskilling equip you to stay relevant and competitive.
Skills in high demand often translate to higher salaries. By acquiring relevant skills through up and reskilling, you can negotiate for better pay or transition to higher-paying jobs.
Learning new things keeps you engaged and challenged, leading to increased satisfaction and motivation in your work. Mastering new skills fosters a sense of accomplishment and boosts your confidence.
With a diverse skill set, you can explore different career paths and industries, giving you more control over your professional journey. You can pursue your interests and find work that aligns with your evolving goals.
Upskilling and reskilling are not just about work; they contribute to your overall personal growth and development. Learning new things stimulates your mind, expands your knowledge base, and keeps you sharp.
Investing in your workforce through upskilling and reskilling strategies shows your commitment to their development, fostering loyalty and reducing turnover. Employees feel valued and appreciate the opportunities to grow within the company.
Upskilled and reskilled employees are more efficient and effective, leading to increased productivity and innovation. They can tackle new challenges, solve problems creatively, and adapt to changing business needs.
By offering upskilling and reskilling opportunities, companies can attract and retain top talent who value continuous learning and development. It provides a competitive edge in today's talent-driven market.
The ability to adapt to change is crucial for business success. Upskilling and reskilling prepare your workforce for future challenges and technological advancements, ensuring your company stays competitive and relevant.
Also read - Can You Afford Untrained Employees The Price Tag Might Surprise You
The foremost challenge that any organisation implementing reskilling and upskilling strategies faces is the time and cost of training. Employees may find it hard to balance their work and learning schedules.
Not every employee is naturally inclined to learn new skills. This lack of motivation makes the employees skill development programs a burden for the organisation.
Some employees fear learning new skills because they presume that they are going to fail. This stops them from acquiring new skills. Also, the fear of job change might stop employees from upskilling.
Organisations often fail to identify the skill gaps that need to be addressed through reskilling and upskilling strategies. This often happens due to a lack of clear business understanding or under-assessment of existing skills.
Not everyone has equal access to the resources and training needed for upskilling and reskilling. This can be a particular challenge for people in rural areas, those with low levels of education, or those who are unemployed.
Are you looking for ways to help your employees upskill and reskill? Then employees skill development programs are your solution. KVCH is a leading provider of employee training and development programs. Our programs are created as per the unique requirements of each organisation. We tailor-make a program after a thorough assessment of the skill gap among your employees. We offer multiple courses to choose from. You can contact us to create a customised training program for your organisation.
Upskilling and reskilling have become essential to preparing employees for the oncoming technological changes. Upskilling allows employees to sharpen their existing skills, while reskilling allows them to gain new skills. Organisations must identify whether their employees require upskilling or reskilling and then form a strategy accordingly. Employees skill development programs can help bridge the skill gap and prepare employees for more challenging roles.
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