Magazine article Talent Development

Upskilling and Reskilling Programs Not Often Cited as Highly Effective: Lack of Resources and Time Away from Work Identified as Obstacles

Magazine article Talent Development

Upskilling and Reskilling Programs Not Often Cited as Highly Effective: Lack of Resources and Time Away from Work Identified as Obstacles

Article excerpt

In the Association for Talent Development's latest research report, Upskilling and Reskilling: Turning Disruption and Change Into New Capabilities, ATD and the Institute for Corporate Productivity partnered to survey 223 participants and found that just over half of organizations provided upskilling or reskilling. Specifically, 36 percent of participants indicated that their organization offered both upskilling and reskilling, while 16 percent provided upskilling only and 4 percent provided reskilling only.

The report, sponsored by DeVry Works, defines upskilling as training designed to augment existing skills with new or significantly enhanced knowledge or skills to enable individuals to continue and succeed in the same profession or field of work. Reskilling is defined as training designed to help individuals gain new knowledge or skills to enable them to perform new jobs or enter new professions.

Interestingly, of those that offer upskilling, one-quarter reported that their efforts were highly effective. For organizations that provided reskilling, that number dropped to merely 17 percent.

Why aren't organizations' upskilling and reskilling efforts more effective? To answer this question, it is important to consider the primary challenges organizations regularly face. A slight majority of respondents (54 percent) indicated that a lack of resources was a key stumbling block to upskilling and reskilling initiatives. The same number said that concerns related to employees' time away from work affecting productivity inhibited the success of skills programs. …

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