Training Industry Magazine - May/June 2021 - 43

is half as valuable as it was when you
acquired it.
To stay relevant and to build the
workforce of the future, a cutting-edge
company has four solutions:
RESKILLING: Raising the skill capacity
of current employees by teaching them
new or qualitatively different skills.
REDEPLOYMENT: Redeploying workers
with specific skills to make better use
of the skill capacity already available
to them.

designed and delivered, change
mindsets accordingly and implement a
knowledge-sharing culture. However,
learning leaders often place too much
focus on creating great training events
and not enough on creating a culture
that supports employees' learning.

talent gaps and provide guidance
on prioritizing the learning agenda.
For instance, if a team is expected
to be experts on machine learning,
but everyone is a beginner, this skill
gap should be addressed as soon
as possible.

Upskilling ourselves
is now a permanent
feature of our work.

The skill self-assessment survey also
helps leadership easily identify and
leverage internal experts to facilitate
tacit and explicit knowledge sharing.
Courses created and maintained by
employees will foster cultural change.
Curiosity and knowledge transfer are
at the heart of building a strong culture
of learning.

HIRING: Acquiring individuals or entire
teams with required skillsets.
CONTRACTORS: Leveraging contractors,
temporary employees or freelancers
from outside the organization to cover
immediate needs.
Regardless of cost, it's a good practice
to retrain employees and retain your
talent. Those who receive the necessary
training are able to perform their jobs
more efficiently. The question is no
longer, " Where do employees find the
time to learn something new?, " bur
rather, " How do we integrate our tolearn and to-do lists? "
Alternatively, the skill mismatch is the
discrepancy between the skills sought
by employers and the skills possessed
by individuals.
A new report by Boston Consulting
Group highlights that a skills mismatch is
imposing a 6% annual tax on the global
economy in lost labor productivity.
According to the report, the skills
mismatch is the key barrier to human
capital development. In order to realize
the full potential of human capital and
fix the global skills mismatch, workers
must learn continuously. They must
maintain their performance throughout
ongoing technological change and be
trained for activities that do not yet exist.
In turn, employees also need to take
responsibility for their own professional
development.

KNOWLEDGE
DEVELOPMENT
FRAMEWORK
I have developed a simple framework
that provides guidance not only for the
measurement of skill gaps, but also for
the implementation of an ecosystem to
ensure the broadest possible access to
training opportunities. The knowledge
development framework involves three
phases (see Figure 1).
The steps enable KD leaders to define
learning strategies and instill continuous
transformation in their workforces.
Comparing the expectation with the
reality will help quantify and assess

Job description to
create consistency
across the
organization.
The KD leader works
closely with their human
resources business
partner to create clarity
around the talent
strategy, the career
framework, and the job
description of existing
and desired roles.

With this framework, you should be able
to identify whether you have skill gaps.
Now, how can you proceed to ensure
the broadest possible access to training
opportunities and set up an infrastructure
for upskilling and reskilling?

CREATING A
KNOWLEDGE
REPOSITORY
The KD department must be responsible
for the creation and maintenance of
a knowledge repository that serves
as a one-stop shop for employee
development. This will ensure that
you are consistent in the way you are
educating your employees.

Skill map to clarify
expectations for
each position.

Skill self-assessment
survey to prioritize
the training agenda.

The KD leader partners
with senior leaders
to create a skill map.
For each competency
area, clarify the level of
knowledge expected
in each department
and role.

The KD leader, human
resources business
partner and the leadership
team promote a voluntary
survey in which associates
are asked to reflect and
comment on their level of
knowledge across a range
of skills.*

To make it happen, companies
must rethink the way education is

T R A I N I N G I N DUSTR Y MAGAZ INE - CLOSING SKILLS GAPS I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

* May be subject to
local legislation.

| 43


https://www.trainingindustry.com/glossary/reskilling/ https://www.bcg.com/publications/2020/fixing-global-skills-mismatch https://www.bcg.com/publications/2020/fixing-global-skills-mismatch https://www.trainingindustry.com/magazine

Training Industry Magazine - May/June 2021

Table of Contents for the Digital Edition of Training Industry Magazine - May/June 2021

Closing the Skills Gap
Table of Contents
Changes to IT Training to Acquire Skills for Working Remotely
Upskilling and Reskilling is the Future of L&D
Embracing the Vulnerabilities Associated with Learning Something New
Cultural Competence: An Essential Skill for Cultivating Diversity and Inclusion
Adapting to the New Normal: Upskilling and Reskilling
Finding Value in Pre-assessments
Right People, Wrong Skills: Turn Talent You Have Into Talent You Need
Putting Continuous Learning Into Practice
Make 2021 the Year You Upskill Your People
How to Future-proof Your Workforce: Understanding the Past to Move Forward
Building Organizational Resilience with a Highly Skilled Learner Ecosystem
The New Learning Era: Knowledge For Growth
eNewHires: Onboarding Millennials and Generation Z
Putting Together the Development Puzzle
Closing the Skills Gap: Why Mindset Matters
Embracing a Culture of Self-Directed Learning
$3.8 Billion Acquisition Demonstrates the Value of Online Technical Training in 2021
Company News
Training Industry Magazine - May/June 2021 - Intro
Training Industry Magazine - May/June 2021 - 1
Training Industry Magazine - May/June 2021 - 2
Training Industry Magazine - May/June 2021 - CT1
Training Industry Magazine - May/June 2021 - CT2
Training Industry Magazine - May/June 2021 - Closing the Skills Gap
Training Industry Magazine - May/June 2021 - 4
Training Industry Magazine - May/June 2021 - 5
Training Industry Magazine - May/June 2021 - Table of Contents
Training Industry Magazine - May/June 2021 - 7
Training Industry Magazine - May/June 2021 - 8
Training Industry Magazine - May/June 2021 - Changes to IT Training to Acquire Skills for Working Remotely
Training Industry Magazine - May/June 2021 - 10
Training Industry Magazine - May/June 2021 - Upskilling and Reskilling is the Future of L&D
Training Industry Magazine - May/June 2021 - 12
Training Industry Magazine - May/June 2021 - Embracing the Vulnerabilities Associated with Learning Something New
Training Industry Magazine - May/June 2021 - 14
Training Industry Magazine - May/June 2021 - Cultural Competence: An Essential Skill for Cultivating Diversity and Inclusion
Training Industry Magazine - May/June 2021 - Adapting to the New Normal: Upskilling and Reskilling
Training Industry Magazine - May/June 2021 - 17
Training Industry Magazine - May/June 2021 - 18
Training Industry Magazine - May/June 2021 - 19
Training Industry Magazine - May/June 2021 - 20
Training Industry Magazine - May/June 2021 - Finding Value in Pre-assessments
Training Industry Magazine - May/June 2021 - 22
Training Industry Magazine - May/June 2021 - 23
Training Industry Magazine - May/June 2021 - Right People, Wrong Skills: Turn Talent You Have Into Talent You Need
Training Industry Magazine - May/June 2021 - 25
Training Industry Magazine - May/June 2021 - 26
Training Industry Magazine - May/June 2021 - 27
Training Industry Magazine - May/June 2021 - Putting Continuous Learning Into Practice
Training Industry Magazine - May/June 2021 - 29
Training Industry Magazine - May/June 2021 - 30
Training Industry Magazine - May/June 2021 - 31
Training Industry Magazine - May/June 2021 - Make 2021 the Year You Upskill Your People
Training Industry Magazine - May/June 2021 - 33
Training Industry Magazine - May/June 2021 - 34
Training Industry Magazine - May/June 2021 - 35
Training Industry Magazine - May/June 2021 - How to Future-proof Your Workforce: Understanding the Past to Move Forward
Training Industry Magazine - May/June 2021 - 37
Training Industry Magazine - May/June 2021 - Building Organizational Resilience with a Highly Skilled Learner Ecosystem
Training Industry Magazine - May/June 2021 - 39
Training Industry Magazine - May/June 2021 - 40
Training Industry Magazine - May/June 2021 - 41
Training Industry Magazine - May/June 2021 - The New Learning Era: Knowledge For Growth
Training Industry Magazine - May/June 2021 - 43
Training Industry Magazine - May/June 2021 - 44
Training Industry Magazine - May/June 2021 - 45
Training Industry Magazine - May/June 2021 - eNewHires: Onboarding Millennials and Generation Z
Training Industry Magazine - May/June 2021 - 47
Training Industry Magazine - May/June 2021 - 48
Training Industry Magazine - May/June 2021 - Putting Together the Development Puzzle
Training Industry Magazine - May/June 2021 - 50
Training Industry Magazine - May/June 2021 - Closing the Skills Gap: Why Mindset Matters
Training Industry Magazine - May/June 2021 - 52
Training Industry Magazine - May/June 2021 - Embracing a Culture of Self-Directed Learning
Training Industry Magazine - May/June 2021 - $3.8 Billion Acquisition Demonstrates the Value of Online Technical Training in 2021
Training Industry Magazine - May/June 2021 - Company News
Training Industry Magazine - May/June 2021 - 56
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