Conclusion

Assess which competencies are currently lacking and are critical to the company's success and understand the skills gap by:

Externally:

• Industry trends
• Competitors: assessing what kind of skills they are developing
• General technological trends

Internally:

• Skills necessary for a company to successfully achieve its business model
• Skills needed for future business direction
• Skills that can strengthen core competencies

Categorize competencies a company needs the most reskilling in as soft skills and hard skills.

Soft skills: leadership, emotional intelligence, time management, remote working skills, creativity, communication and interpersonal skills as well as an array of cognitive skills such as critical, strategic, analytical and problem solving skills.

Hard skills:

• Technical skills, such as cloud computing, artificial intelligence and machine learning, technological skills, specific skills related to Industry 4.0
• Business skills: working with tools such as Excel, project management, user experience design and audio-video production.

• Which employees need to go through the reskilling program?
• Which employees will benefit the most from the reskilling in term of their personal development goals?
• Empower and motivate employees to reskill and understand the benefits of reskilling.

Company has to decide whether it wants to use available tools that are ready to use, or to adopt and personalize tools or even create their own employee reskilling content based on the company needs. Using available content and tools is faster than customized or creating something from scratch.

Take into account employee learning preferences. This can be done by matching employee preferences to theoretical approaches to reskilling: If employees will prefer a synchronous and personal reskilling approach or asynchronous and self-paced reskilling approach

Integrate the reskilling approach and make sure employees are using it and actually reskilling. Need for a proper integration into the employees’ work schedule and the encouragement and empowerment of employees by management.

Monitor how the reskilling program is going and to constantly assess employee progress, performance, and overall satisfaction as well as impact of reskilling on the company business.