I think we’re all relieved to see the start of the vaccine rollout, however, COVID related business disruption will remain a major consideration for much of next year given the scale of the rollout project.
It’s likely that many of the changes to working practices that have been implemented to deal with the pandemic will become permanent. As organisations have adapted to lockdowns and the various levels of restrictions, many have looked at their employees with an eye to upskilling or reskilling to ensure they can cope with the changes.
Issues such as stress and new technologies have always been there to some extent, but in 2020 they surged to prominence. So much of working life changed during the first lockdown as we scrambled to keep things ticking over for what we hoped would be a blip before everything returned to normal.
Upskilling and Barriers:
Once it sank in that this was not the case, difficulties could not be brushed aside. In response, according to a TalentLMS survey, the majority of employers who responded said they used upskilling and reskilling to handle changes and ensure employees could use new technologies.
It was not plain sailing, however, as some 65% of respondents said they didn’t have a formal training programme and were just implementing training on an ad hoc basis. And this was not the only barrier. Others included:
- Lack of time to develop training
- Finding the right training resource to fit the organisation’s needs
- Cost of development
- Resistance from employees
- Resistance from upper management.
Employee Desire For Upskilling:
Interestingly, while some organisations found employees resisting training initiatives, 42% of employees who responded, indicated they sought out training beyond what their employers provided, focusing on the hard and soft skills they believed would help them with their jobs and get them a promotion.
The key skills identified by the TalentLMS survey, which included leadership, proactive thinking, agility, and resilience, reflects similar findings from the World Economics Forum’s “Future of Jobs 2020 Report” that I referenced in an earlier blog.
The Benefits of Upskilling/Reskilling:
As our focus shifts to next year, there are four benefits of upskilling/reskilling that employers who are willing to invest time and resources in can gain:
- Productivity improvement
- Achievement of organisational goals
- Employee retention
- Enhanced organisational reputation.
So it makes sense for organisations to start putting formal training programmes in place. Learning Software Ltd can help you find the learning solution that’s right for your organisation. Find out more about our 360-degree learning platform, our business book summaries, and off-the-shelf elearning, or contact us for more information.