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 rely 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 organizations. Whether you're looking to redirect talent, train your teams for new challenges or prepare your company for market changes, understanding these concepts is essential.
Learning to learn is the key to sustainable success. How about making reskilling a strategic asset today? Onwards and upwards!
What is reskilling? Definition and translation
Definition of reskilling
Reskilling refers to 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 for coping with the digital transformation of companies, 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 skills gaps,
- optimize internal mobility,
- and reduce recruitment costs.
An agile, adaptable workforce also strengthens an organization's competitiveness and resilience, 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 skills to remain relevant. Those who take part in continuing training or mentoring programs are arming themselves for the future, rather than simply facing up to today's challenges. Those involved in this transition will discover new professional opportunities while strengthening their employability for tomorrow's professions.
Reskilling, cross-skilling, upskilling: what are the differences?
What is upskilling?
Upskilling consists in perfecting and broadening one's skills in a field already mastered. This enables you to remain relevant in a constantly changing environment.
In short, upskilling involves :
- Adapting to technological tools : rapid advances in technology require the learning of new programs and software in many sectors to meet growing customer expectations.
- Process optimization: trained professionals are better prepared to propose innovative solutions, leading to greater operational efficiency.
- Market alignment. Skills upgrading reduces the gap between available knowledge and that required by the market.
- Opportunities for advancement. Investing in skills development encourages promotion. An adaptable, responsive professional will increase his or her chances of moving up 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 enables an individual's functions to be expanded within their current role.
In a working environment where versatility is in demand, cross-skilling provides essential flexibility. By mastering several skills applicable in various contexts, an employee becomes an invaluable asset. 💎
Cross-skilling also strengthens professional resilience. In times of economic uncertainty or organizational 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 | Acquisition of skills to change job or professional field. | Learning additional skills in related fields to broaden the scope of action within the same or a similar position. | Perfecting or updating existing skills to improve performance in current position. |
| Main objective | To enable employees to adapt to new roles in response to technological or organizational change. | Increase employees' versatility so that they can take on different tasks or functions within the organization. | Reinforce existing skills to keep pace with industry developments and increase efficiency. |
| Training approach | Intensive training to acquire totally new skills, often via structured programs or certifications. | Complementary training to develop skills in adjacent areas, facilitating internal mobility and inter-departmental collaboration. | Ongoing training to improve current skills, including workshops, online courses or seminars. |
| Benefits for the company | Reduce recruitment costs and time by reassigning existing employees to new roles. | Enhanced 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 diversified skill set, paving the way for new opportunities within the organization. | 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 company more productive.
- Companies that regularly train their employees stay at the cutting edge of market innovations: your competitive edge is clear!
- You boost your employees' job satisfaction by offering them development opportunities, leading to greater commitment to the company.
- Reskilling enables you to effectively reposition talent internally to respond to market transformations, without the need for time-consuming and costly recruitment.
Benefits for employees
First and foremost, ongoing training enhances employability. As market demands evolve, the ability to adapt is crucial. Employees who invest in their know-how remain competitive and increase their value within the company. 💪
Reskilling enables those wishing to change careers to acquire new skills without starting all over again. At the same time, they improve their job security and job 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. Participating in these programs also strengthens commitment to the company, helping to reduce turnover.
Furthermore, reskilling acts as a safety net for employees in the face of potential job loss. Encouraging professional mobility fosters a resilient workforce, capable of navigating market fluctuations.
Finally, developing new skills offers a rewarding career perspective, paving the way for promotions or unexpected roles.
How can you integrate reskilling into your HR skills management strategy?
Understanding the reskilling process
Reskilling can be implemented through a three-stage program.
- Assessment of existing skills. Identify the skills already mastered and those to be acquired so that employees can qualify for new roles.
- Customized training plan. Adapt the reskilling path to employees' needs and organizational objectives.
- Practical application. Offer concrete opportunities to apply new skills via in-house projects.
Then it's on to the practice! ⬇️
1- Choosing training tools
Choosing the right training system will maximize the benefits of upskilling and reskilling. It's important to be flexible and adaptable to each individual as far as possible.
- Face-to-face training encourages direct interaction and collaboration.
- Online programs offer flexibility and autonomy.
- Blended learning combines face-to-face and online sessions.
- Mentoring and coaching contribute to personalized professional development.
2- Selection of learning methods
Self-directed models, hands-on training and mentoring can each bring a unique dimension to learning. The development of new skills must 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 programs and the way they are implemented. A 100% online course 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 tracking tools improves program effectiveness.
4- Creating a flexible learning path
Offering adaptive modules, with rapid adjustments, keeps the learning path aligned with individual and organizational objectives.
5- Evaluation and continuous readjustment
The learning path must be constantly reviewed and adjusted, incorporating assessments of skills acquired and feedback from participants.
💡 At the end of the training course, employees should be encouraged to continue their research on their own, in order to keep their knowledge up to date in their field of activity and adjacent sectors.
What tools are available to help companies make the most of reskilling?
Skills mapping to identify and reduce the skill gap
In this age of rapid innovation, identifying and closing the skill gap has become vital. The skill gap is the gap between available skills and the skills required to achieve corporate 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 present needs while anticipating future requirements. ✅
This is where skills mapping comes in: it identifies
- what knowledge is available
- what needs to be developed,
- and helps identify critical gaps.
It optimizes the allocation of human resources, helps anticipate industrial transformations, and paves the way for personalized training paths.
Here's how to do it in three key steps:
- Start by collecting data via formal surveys and assessments. Structured questionnaires gather information on employee skills. Tests, on the other hand, can objectively rate technical expertise.
- Analyze and classify the information obtained. Using segmentation, you can group skills into categories (technical, management, etc.). The next step is to identify transferable skills, those that can be applied in a variety of contexts.
- All that remains is to make the data usable with a skills matrix. If successful, this should make it possible to visualize available knowledge in relation to needs.
Self-assessment and feedback
The ability to adapt is more valuable than ever. Technological and economic disruptions are reconfiguring the skills needed at all professional levels, which explains the importance of feedback in the evaluation of training programs. 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 track the evolution of skills and the impact of training programs.
Finally, programs must be adapted to changing needs. This requires :
- continuous evaluation of skills,
- feedback from participants,
- and the integration of new technologies.
HR software: HRIS or dedicated skills management tools
To structure and optimize a reskilling strategy, companies rely on appropriate digital solutions. Two main categories of software stand out:
- HRIS (Human Resources Information Systems). Integrated with HR processes, they centralize talent management, from skills tracking to training plans, including skills mapping and gap identification.
- Specialized skills management tools: more specialized, they focus on skills assessment, suggesting personalized training and matching talent to business needs.
The challenge? Align training and corporate strategy, 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 enable you to design, manage and monitor online training courses tailored to your employees' needs.
Why use an LMS for reskilling?
- Accessibility and flexibility. An LMS enables employees to learn at their own pace, wherever they are.
- Personalized learning paths. This type of software adapts content to the skills to be acquired.
- Progress tracking 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
Corporate training is a key factor in ensuring 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.
Faced with a shortage of talent, these approaches are becoming increasingly important. By integrating digital tools, learning platforms and mentoring, companies can anticipate their needs and build employee loyalty. 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
In an ever-changing world of work, investing in training is a strategic imperative. Upskilling, reskilling and cross-skilling are not just trends, but essential solutions for maintaining business competitiveness and talent employability.
Visionary organizations that rely on continuous learning ensure their resilience in the face of technological and sectoral transformations. The integration of personalized 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 an adaptable, high-performance and attractive company. 🤓
Article translated from French