Since the new millennium, the accelerated use of the internet has triggered profound changes in job roles and allied skill requirements. The rapid rise of artificial intelligence and digital platforms is now transforming the world of work in unprecedented ways, leading to the creation of novel businesses and new employee functions.
Why continuous learning counts
In this ever-evolving entrepreneurial landscape, upskilling and reskilling of employees have emerged as the need of the hour for organisations seeking to remain relevant and competitive in the changing market environment. The age-old model of hiring people with predetermined skill sets and expecting these would hold relevance throughout their professional lives is no longer valid.
Today, as technological tools keep transforming enterprise operations, organisations need to ensure employees learn and relearn the necessary skills to meet the dynamic demands of customers. A study by the Institute for the Future reveals that 85% of jobs which will exist in 2030 have yet to be invented. This fact emphasises that the era of continuous learning is already upon us.
Accordingly, organisations must foster a company culture wherein continuous learning is the norm, and employees are encouraged to acquire new skills and knowledge updates periodically. Therefore, companies need to provide both resources and upskilling opportunities. Simultaneously, those adhering to the culture of continuous self-improvement should be recognised and rewarded regularly since this will give a fillip to organisational resilience and employee growth.
To achieve these objectives, regular training sessions, refresher courses, and mentorship programmes should be conducted in-house. Given the digital domain’s dynamism, however, a one-size-fits-all approach won’t work in training employees. Rather, personalised learning pathways must be provided for people according to individual skills, inclinations, and capabilities.
In this endeavour, data analytics and AI-enabled algorithms could assist HR heads in evaluating the distinct skills and learning needs of each employee. In this way, companies would be well-placed to deliver tailored learning experiences to their employees at the right time and pace.
Rising upskilling trends
Some popular, emerging upskilling and learning techniques include:
Microlearning: In the era of multitasking, making time for long training sessions can be difficult. This is where microlearning helps by segregating information into smaller, bite-sized chunks delivered in a more focused manner. Since microlearning only offers data in short bursts, it is easier for employees to access relevant information and learn speedily, without any cognitive overload. It is also easier for them to apply the learnings at work immediately while retaining the knowledge longer due to improved comprehension. Apart from letting instructors offer an in-depth understanding of selected topics, microlearning saves time for both learners and instructors. Thanks to these advantages, microlearning represents an ideal learning approach for working professionals.
Gamification: In the age of dwindling attention spans, gamification is proving useful in making learning more fun and engaging. By embedding game-like elements such as competitive leaderboards, challenges, competition, rewards, and interactive play, companies motivate staff to actively participate in their upskilling programmes. Interactive learning techniques, such as role-playing and simulations, boost application and knowledge retention too. Gamification is also great for accommodating diverse learning styles at the workplace because all employees don’t learn the same way.
Cross-functional training: Some people may be excellent employees and deemed most valued. In such cases, rather than merely providing segregated opportunities for professional development, it’s best to cross-train these people. Thereby, they could help in other areas whenever needed, transition to a new role if desired, and facilitate a deeper understanding of how different divisions work together. Besides augmenting employees’ job satisfaction levels and career prospects, cross-functional training makes companies more resilient to dynamic market demands.
Immersive learning: A burgeoning trend in 2023, immersive learning is poised to sustain its growth this year too as education and employee development witness a transformative tilt towards more engaging and interactive learning environments. As technologies such as VR (virtual reality) and AR (augmented reality) propel interactive learning, employees and other learners are gaining hands-on experiences while improving their transfer of knowledge. While enhancing employee skills, immersive learning also helps pinpoint skill gaps in the corporate landscape. Moreover, learners can develop skills in controlled virtual environments that recreate real-world situations without exposing themselves to the attendant risks.
Mentorship programmes: Peer learning and mentorship programmes, including reverse mentorship, are becoming an integral part of upskilling and reskilling initiatives. Allowing budding talent to work alongside experienced leaders accelerates knowledge and skills transfer while creating a sense of kinship between both cohorts. Similarly, digital-native Gen Zs can reverse mentor their leaders in the nuances of digital technologies. In this manner, mentors offer invaluable insights and guidance to other employees, helping create a more motivated, engaged, and loyal workforce by encouraging a culture of collaboration.
Soft skills development: In the age of AI and automation, as most routine tasks become increasingly automated, soft skills are gaining importance. As employees with robust communication, creativity, leadership, and emotional intelligence skills are sought after, upskilling in these domains should be mandatory to promote better career prospects.
Symbiotic relationships will win the day
Considering the above scenario, it’s clear that a symbiotic relationship must be established between employees and employers for organisational wellbeing and sustainable growth. For firms seeking to remain future-ready, skilled and dedicated professionals are imperative because they also ensure the retention of institutional knowledge. Likewise, to boost career prospects, employees need companies that invest in the consistent learning and development of staff across all levels.
Such a symbiotic equation enhances employee retention rates through worthwhile career growth opportunities by addressing the skills gap and nurturing workforce adaptability. In turn, the sustained upskilling contributes to the overall business agility and enterprise well-being. Organisations can stay ahead of the digital disruptions curve through a proactive approach to upskilling based on a shift in focus from short-term to long-term goals. For employees and employers, this ultimately creates an opportunity to perform better even in the backdrop of a constantly evolving economic environment.