![]() ![]() Assess employee engagement on a regular basisĮspecially if you’re using learning management software or another tool with administrative reporting and dashboarding capabilities, your HR or learning and development team will want to measure the success of upskilling programs. ![]() More on a similar topic: 8 Ways to Increase Employee Engagement With Your LMS 4. Consider building a digital and a physical library with materials on various topics, subscribing to online certification courses and programs, providing vouchers for local trade and software schools, extending employee coaching opportunities, and taking other steps that show you’re willing to get creative and mold your program to your employee’s interests and your company’s growth goals. Source: Udacity.įor the best possible results, you should mix in a variety of training and learning resources that fit different learning styles and interests. Udacity offers nanodegree programs for relevant workplace skills like introductory programming. Udacity, TalentLMS, and BetterUp are all great examples of software that can take the guesswork out of upskilling program management, helping leaders create and manage training programs that are both interesting and relevant. Learning management software is typically the most helpful upskilling program resource, as it helps you track employee participation, automate course assignments, and even build your own training programs. Organizations that want to automate or otherwise streamline upskilling program implementation should invest in third-party learning resources. Invest in relevant training programs and software Regardless of how you set up your training and career paths, be sure to share this information with employees and keep these resources updated as your internal role requirements change or evolve. These illustrations can be part of a competency framework, sit inside a learning management solution, or act as standalone resources. That’s why it’s important to clearly communicate which training courses are required and which ones are encouraged for career growth in various departments and roles.Ĭareer paths and roadmaps are great tools for illustrating what competencies, certifications, and other milestones must be achieved to grow into either a specialist or a leadership role within a department. ![]() ![]() Transparency is key when it comes to encouraging employees to engage with upskilling programs. It also gives managers and mentors more visibility into relevant knowledge and skills gaps that need to be addressed. Similarly, establishing a strong line of communication between employees and their managers and mentors helps boost employees’ confidence when it comes to their career goals. Leverage survey tools to collect employee feedback on knowledge gaps and areas of interest. Individual employees have first-hand knowledge of their own strengths and weaknesses, and if they’re invested in their role and committed to career growth, they probably already have ideas for training resources that will help them fill their knowledge gaps. However, you should also place a premium on your employees’ opinions when it comes to designing an upskilling program. Your organization’s leadership likely has an idea of where knowledge and skills gaps exist in the organization, so it’s a good idea to get their input and support when performing a skills gap analysis. Seek out employee input on knowledge gaps and areas of interest For the best chances of success, follow these steps when starting your upskilling program: 1. Setting up an upskilling program for your organization requires thoughtful design, buy-in from leaders and managers, and a continued willingness to adjust to employee needs and interests. How to successfully implement an upskilling program ![]()
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