Upskilling is essential but out of reach for most employees.
Many leaders recognize the importance of training and upskilling their workforces. However, the reality is that not everyone knows how to do it, and many organizations lack the expertise to design effective internal training programs.
According to a recent survey, approximately 77% of respondents agree that upskilling is essential. Surprisingly, only 38% of these individuals believe their organizations have the necessary skills and resources to create internal training programs that effectively cater to their specific systems and processes. This discrepancy makes it challenging for companies to adequately train employees.
Fortunately, companies are finding ways to address this training gap. Some have turned to third-party training platforms to seek external assistance. For instance, Richard Matchett of Zutari, an infrastructure engineering and advisory practice, explains that his company has opted for self-driven online training. They have developed a robust training system and structured online courses, granting their team open availability to quality training resources.
It is worth noting that self-directed learning methods, such as in-product training for digital tools, have shown promising results. These methods are often more cost-effective than formal training programs. For example, Autodesk’s AutoCAD data reveals that users are 35% more likely to learn a new command after receiving a personalized insight recommendation.
Training challenges are not solely due to budget or resource limitations, as Maria Fernanda Olmos of Unispace points out. The main challenge lies in balancing the need for upskilling with ongoing project demands. However, as organizations consistently demonstrate the effectiveness of their systems and processes, resistance to adopting new skills and workflows tends to diminish.
In the face of talent challenges, 21% of respondents are tackling the issue by providing upskilling and development opportunities for existing employees, including technology training, mentorship, coaching, and upskilling/reskilling programs. Additionally, 11% address talent challenges through training new hires and offering internships and apprenticeships.
Tracking and incentivizing upskilling initiatives is crucial not only for training employees but also for their career progression. Lei Yuan, chief engineer of China Baowu Design Institute/Baosteel Engineering & Technology Group Co., Ltd, emphasizes the importance of implementing digital training for designers and conducting exams to measure their theoretical and practical competence. These assessments are integrated into the company’s HR system, where promotion and compensation are closely tied to employees’ digital performance.
In terms of digital skills in demand, working with AI has emerged as the top skill that organizations are seeking, followed by digital design and software development/programming. These skills are instrumental in unlocking the benefits of digital transformation. For companies lacking digital expertise, they risk being at a disadvantage when competing against organizations that have invested in employees with advanced digital skills. Companies like Centralny Port Komunikacyjny, an air, road, and rail transfer hub, understand the importance of hiring digital experts to stay competitive.
In conclusion, developing digital skills and integrating technology with business processes are vital for organizations across industries. Roles like AI strategists, data scientists, and BIM specialists are becoming increasingly important, ensuring companies can effectively utilize their technology portfolio.
