The current transformation in the way
we work leading to requirement of new skill sets can be compared to the skill
set change required from manufacturing to services economy. While that change occurred
over decades, the current one is playing out in years, if not months. Many
organizations are undertaking reskilling programs to update the skill set of
their incumbent workers. However, most of them are failing to achieve positive
outcomes. This means all the dollars being spent on reskilling going to waste along
with loss of productivity and increasing spend on hiring external workers.
The biggest problem with these failed efforts
is the big bang nature of these undertakings. Instead of taking a focused
employee specific approach to reskilling, enterprises are trying to force same
set of training to each employee. This approach is bound to fail as different
employees have different needs and can excel in different ways
Organizations need to understand that
they need to customize their reskilling and training efforts to suit to employee
needs. The training programs need to be customized for different geographies, distinct
business units, etc. There is no need to change the entire skill set of every
employee. Reimagination of employee’s work process need to be considered and a
trajectory needs to be decided to provide the employee the skill set he/she
needs to excel in the organization. This will not help the company in terms of
future sustainability, it will also provide them loyal and productive
employees.
Government support is also needed as
organizations alone cannot bear the burden of retraining their employees. The
effort and the monetary requirement are huge. A good example of government
level support can be seen in UK. The UK government introduced a skill tax few
years back where the organizations can either pay a percentage tax to
government which it will use for reskilling workers or it can get it back from
government if it promises to spend the same on reskilling of workers.
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