Skills in short supply? Make reskilling a strategic asset for corporate training
Skills are evolving at breakneck speed, and what was an asset yesterday may become obsolete tomorrow. To stay on course, companies and professionals need to focus on adaptation strategies such as reskilling, upskilling and cross-skilling.
More than just HR trends, these approaches have become essential levers for securing the employability and performance of organisations. Whether you're looking to redirect talent, train your teams for new challenges or prepare your business for market changes, understanding these concepts is essential.
Learning to learn is the key to sustainable success. So why not turn reskilling into a strategic asset today? Onwards and upwards!
What is reskilling? Definition and translation
Definition of reskilling
Reskilling is the process by which an individual acquires new skills in order to change profession or sector of activity. Some specialists believe that reskilling is essential if we are to cope with the digital transformation of businesses and the automation of many jobs.
In French, this term is loosely translated as "reconversion professionnelle".
Why is reskilling necessary in business?
👉 For companies, reskilling is much more than just an HR lever: it's a strategic issue. Faced with talent shortages and technological developments, in-house training makes it possible to:
- bridge the skills gap
- optimise internal mobility
- and reduce recruitment costs.
An agile, adaptable workforce also enhances an organisation's competitiveness and resilience, by ensuring a rapid response to market changes. Betting on reskilling therefore means guaranteeing long-term performance while retaining talent.
👉 On the employee side, it's vital to know how to adapt your skills to remain relevant. Those who take part in continuing training or mentoring programmes are arming themselves for the future, rather than simply facing up to today's challenges. Those who embark on this transition will discover professional opportunities while strengthening their employability for the professions of tomorrow.
Reskilling, cross-skilling, upskilling: what are the differences?
What is upskilling?
Upskilling involves perfecting and broadening your skills in an area you already master. This enables you to remain relevant in a constantly changing environment.
In short, upskilling involves :
- Adapting to technological tools : rapid advances in technology mean that new programmes and software have to be learned in many sectors to meet growing customer expectations.
- Optimising processes: trained professionals are better prepared to propose innovative solutions, leading to greater operational efficiency.
- Alignment with the market. Skills upgrading reduces the gap between the knowledge available and that required by the market.
- Opportunities for advancement. Investing in skills development encourages promotion. A professional who is adaptable and responsive will increase his or her chances of rising to positions of responsibility.
Cross-skilling: multiplying skills
Unlike upskilling, which perfects existing know-how, and reskilling, which teaches new skills for a career change, cross-skilling focuses on acquiring additional knowledge. This makes it possible to broaden an individual's functions within their current role.
In a working environment where versatility is in demand, cross-skilling provides essential flexibility. By mastering several skills that can be applied in different contexts, an employee becomes an invaluable asset. 💎
Cross-skilling also strengthens professional resilience. In times of economic uncertainty or organisational change, employees who have developed a variety of skills can quickly reposition themselves, reducing the risk of becoming unemployed.
Summary table to understand the differences between reskilling vs cross-skilling vs upskilling
| Reskilling | Cross-skilling | Upskilling | |
| Definition | Acquiring skills to change jobs or professional fields. | Learning additional skills in related areas to broaden the scope of action within the same or a similar position. | Perfecting or updating existing skills to improve performance in the current position. |
| Main objective | To enable employees to adapt to new roles in response to technological developments or organisational changes. | To increase the versatility of employees so that they can take on different tasks or functions within the organisation. | Reinforce existing skills to keep pace with changes in the sector and increase efficiency. |
| Training approach | Intensive training to acquire completely new skills, often via structured programmes or certifications. | Complementary training to develop skills in adjacent areas, facilitating internal mobility and inter-departmental collaboration. | Ongoing training focused on improving current skills, including workshops, online courses or seminars. |
| Benefits for the company | Reduce recruitment costs and time by reassigning existing employees to new roles. | Increased operational flexibility and improved collaboration between departments. | Maintain competitiveness by ensuring employees are up to date with the latest trends and technologies. |
| Benefits for employees | Opportunity to change careers without leaving the company, increasing satisfaction and loyalty. | Development of a diverse skill set, opening the door to new opportunities within the organisation. | Improved performance and preparation for higher-level roles or increased responsibilities. |
The benefits of reskilling
6 benefits for employers
- Investing in training demonstrates a company's commitment to its employees: you retain your talent, which reduces turnover.
- Training existing employees is often less costly than recruiting and integrating new staff.
- Your employees make effective use of new technologies, making your business more productive.
- Companies that regularly train their employees stay at the cutting edge of market innovations: your competitive advantage is clear!
- You boost your employees' job satisfaction by offering them development opportunities, leading to greater commitment to the company.
- Reskilling makes it possible to effectively reposition talent internally to respond to market changes, without having to resort to lengthy and costly recruitment.
Benefits for employees
First and foremost, ongoing training enhances employability. As market demands change, having the ability to adapt is crucial. Employees who invest in their know-how remain competitive and increase their value within the company. 💪
Reskilling allows those looking to change careers to acquire new skills without starting from scratch. At the same time, they improve their job security and satisfaction.
What's more, cross-skilling increases versatility. Workers trained in a variety of skills, such as project management, bring valuable agility to their companies. Taking part in these programmes also strengthens commitment to the company, which helps to reduce staff turnover.
In addition, reskilling acts as a safety net for employees in the face of potential job losses. Encouraging professional mobility fosters a resilient workforce, capable of navigating market fluctuations.
Finally, developing new skills offers an enriching career perspective, opening the way to unexpected promotions or roles.
How can you integrate reskilling into your HR skills management strategy?
Understanding the reskilling process
Reskilling can be implemented through a three-stage programme.
- Assessment of existing skills. Identify the skills you already have and those you need to acquire so that employees can take on new roles.
- Tailor-made training plan. Adapt the reskilling path to employees' needs and organisational objectives.
- Practical application. Offer concrete opportunities to apply the new skills via internal projects.
Then it's on to the practical side! ⬇️
1- Choosing training systems
Choosing the right training system will maximise the benefits of upskilling and reskilling. Training methods must be flexible and adapted to each individual as far as possible.
- Face-to-face training encourages direct interaction and collaboration.
- Online programmes offer flexibility and autonomy.
- Blended learning combines face-to-face and online sessions.
- Mentoring and coaching contribute to personalised professional development.
2- Selection of learning methods
Self-directed models, practical training and mentoring can each bring a unique dimension to learning. The development of new skills should be achieved by means that correspond to the employee's personality.
☝️ Employees should therefore be involved as much as possible in the choice of training programmes and how they are applied. 100% online courses may produce excellent results for one person but remain too theoretical for another.
3- Integration of educational technologies
The use of e-learning platforms and learning monitoring tools improves the effectiveness of programmes.
4- Creating a flexible learning path
Offering adaptive modules, with rapid adjustments, keeps the learning path aligned with individual and organisational objectives.
5- Evaluation and continuous readjustment
The learning path must be constantly reviewed and adjusted, incorporating assessments of the skills acquired and feedback from participants.
💡 At the end of the training course, employees must be encouraged to continue their research on their own in order to keep their knowledge up to date in their field of activity and in adjacent sectors.
What tools are available to help companies make the most of reskilling?
Skills mapping to identify and reduce the skills gap
In this age of rapid innovation, identifying and closing the skill gap has become vital. The skill gap is the gap between the skills available and the skills required to achieve a company's objectives.
Companies are under pressure to adapt their teams to changing constraints. Yet they need to have a clear understanding of the skills that are essential for the future. Upskilling, reskilling and cross-skilling are becoming strategies for meeting current needs while anticipating future requirements. ✅
This is where skills mapping comes in: it identifies
- the knowledge available
- what needs to be developed
- and helps identify critical gaps.
It optimises the allocation of human resources, helps anticipate industrial transformations and paves the way for personalised training pathways.
Here are three key points on how to go about it:
- Start by collecting data via surveys and formal evaluations. Structured questionnaires can be used to gather information about employees' skills. Tests, on the other hand, can objectively rate technical expertise.
- Analyse and classify the information obtained. Using segmentation, you can group skills into categories (technical, management, etc.). You then need to identify the transferable skills, those that can be applied in different contexts.
- All that remains is to make the data usable with a skills matrix. If successful, this should make it possible to visualise the knowledge available in relation to needs.
Self-assessment and feedback
The ability to adapt is more valuable than ever. Technological and economic upheavals are reconfiguring the skills needed at all professional levels, which explains the importance of feedback in the evaluation of training programmes. This makes it possible to measure their impact and modify strategies accordingly.
Improved job performance, employee retention and direct feedback from participants are all indicators of successful training. Post-training surveys and digital tools can be used to monitor changes in skills and the impact of training programmes.
Finally, programmes need to be adapted to changing needs. This requires :
- continuous assessment of skills
- feedback from participants,
- and the integration of new technologies.
HR software: HRIS or dedicated skills management tool
To structure and optimise a reskilling strategy, companies rely on appropriate digital solutions. There are two main categories of software:
- HRIS (Human Resources Information Systems). Integrated with HR processes, they centralise talent management, from skills monitoring to training plans, including skills mapping and gap identification.
- Specialised skills management tools: more specialised, they focus on assessing skills, suggesting personalised training and matching talent with business needs.
The challenge? Aligning training and corporate strategy by using the right tool to anticipate and close skills gaps effectively.
LMS software for training
Learning Management Systems (LMS) are essential tools for structuring and deploying corporate reskilling strategies. These platforms make it possible to design, manage and monitor online training courses tailored to employees' needs.
Why use an LMS for reskilling?
- Accessibility and flexibility. An LMS allows employees to learn at their own pace, wherever they are.
- Customised learning paths. This type of software adapts content according to the skills to be acquired.
- Progress monitoring and analysis. It also provides detailed reporting to measure the impact of training.
⚒️ Looking for an LMS that's right for your business? Check out our comparative article on the best LMS platforms!
The contemporary challenges of corporate training
In-company training is a key factor in guaranteeing competitiveness and employability. Automation and technological innovation are accelerating the obsolescence of skills, forcing companies to invest in upskilling, reskilling and cross-skilling.
Upskilling reinforces existing knowledge to keep pace with changes in the business. Reskilling enables workers to retrain for emerging roles. Cross-skilling encourages versatility and inter-departmental collaboration.
Given the shortage of talent, these approaches are becoming increasingly important. By integrating digital tools, learning platforms and mentoring, companies can anticipate their needs and retain their employees. Investing in training not only responds to market challenges, but also transforms the workforce into a strategic asset, guaranteeing adaptation and innovation in an ever-changing environment.
Investing in training today for success tomorrow
At a time when the world of work is constantly changing, investing in training is a strategic imperative. Upskilling, reskilling and cross-skilling are not just trends, but essential solutions for maintaining the competitiveness of companies and the employability of talent.
Visionary organisations that focus on continuous learning ensure their resilience in the face of technological and sectoral transformations. The integration of personalised strategies, supported by digital tools and rigorous assessments, makes it possible to anticipate future needs and offer employees concrete prospects for development.
Training your teams means preparing for the future, stimulating innovation and building a company that is adaptable, high-performing and attractive. 🤓
Article translated from French