In most companies, training is confined to disseminating basic knowledge about the product, processes, and policies. This type of training fails to provide the skills required to deliver optimum performance for driving business impact. For instance, due to a lack of leadership skills, the manager isn’t able to lead the team effectively, resulting in missed sales targets and dissatisfying results. Due to the lack of problem-solving skills, the customer service executive cannot solve several clients’ queries resulting in customer churn.
Training without focusing on skills is futile in the ever-changing business landscape. Various industries are experiencing massive changes due to digital acceleration. Customer demands are constantly changing. To stay ahead of the competition, companies need to unlock the full potential of their employees through end-to-end skill-building.
What is skill-based training, and how does it help in employee upskilling?
Skill-based training focuses on providing employees with targeted training to develop particular capabilities to do a job efficiently. It throws light on how to do something specific that can result in a learned skill that can be put into practice instantaneously.
Skill-based training can help sharpen the current skills and even expand the skill set to boost productivity and customer satisfaction. Skill-based training helps upskill the employees and gives them a proper direction. Through skill-oriented learning journeys, L&D managers can create suitable career paths for the growth of the employees and align them with business goals.
The right skills can help employees achieve their individual goals. The skills are continuously changing; hence, the training cannot be static. Continuous skill-based training is the key to safeguarding employee stability and business growth.
Importance of skill-based training for different roles in a hybrid work culture
The paradigm shift to hybrid work culture and the rapid digital evolution demand more role-focused skilling. Many new roles have evolved. Shaping skilling strategies around the existing and new roles is critical to surviving and thriving in the digital-first world.
Moreover, the skill gaps are broadening in a hybrid culture. The hybrid workforce in different roles needs timely access to knowledge to act in real-time to address various hurdles. Just assigning courses and excepting employees to complete them won’t work in hybrid work culture. It is important to find out the skills required for each role and provide personalized training to address the individual skill gaps. Igniting a culture of continuous skill-based training can help deliver optimum performance regardless of whether the employees work from home or the office.
Effective ways to do skill-building at scale for individual job roles
Each role is unique with a different set of challenges, requiring special attention and in-depth skilling. Role-based skilling is a practical approach that helps disseminate appropriate information and skills for each role. Below are a few ways to do skill-building at scale for various job roles:
Skill identification – Focus on trending skills needed for each role
Organizations often have a wide array of roles responsible for different processes. Identifying skills for each role and nurturing those skills can smoothen various processes and help achieve desired results.
The skills needed by an SEO executive might differ from what a financial analyst needs to perform their job efficiently. Moreover, the manager and the executive or assistant manager might need different skills despite being in the same team.
So it is pivotal to identify and benchmark skills for each role. A skilling suite like Disprz can help identify and map functional, leadership, and meta-skills for various roles in the company. Defining skills for each role will also help the employee take the next step to accelerate career growth. For instance, an assistant manager aspires to become a manager, so he will get a clear picture of the skills he has to develop to move to the next level.
Skill assessment – Find out the skill gap and proficiency level for each skill
In a hybrid era where employees toggle between remote and in-office working, skill gap analysis becomes crucial. A skill gap analysis helps identify the skill an employee needs but doesn’t have to perform a task efficiently. The list of skills created earlier by identifying and benchmarking skills for each role can be used here to find the skill gap.
With the help of skill assessment in the Disprz skilling suite, it is possible to find the proficiency level for each skill. For instance, a manager assesses an employee for a certain skill and rates him 3 out of 10. The employee also rates himself three in self-assessment. So, the skill score for the specific skill will be three. The low score indicates that the employee needs more training to increase his proficiency in that particular skill. Hence through skill score, it is possible to determine which skills are missing and which need to be enhanced for better productivity.
Skill-building – Develop an effective skilling journey.
Once the skill gap is identified, the next step would be to develop those skills through an effective skilling journey. It is important to plan the entire skilling journey. Choosing the right skilling tool can simplify the process of providing skill-based training to the employees. For instance, instead of sharing various resources over an email with the learner, the L&D can create a drip journey using a skilling tool. They can create a four days skilling journey.
Day 1 – Blog
Day 2 – Video
Day 3 – E-book
Day 4 – Assessment
The duration of the skilling journey can be more than five days, and multiple learning modules can be added in a single day based on the requirement.
The entire skilling journey can also be personalized using an AI-powered LXP. Based on the skills and interests, the AI will recommend relevant content to the learner. So the employees can constantly learn and upskill themselves to be future-ready.
Skill-based training can help in developing the vital skills needed to perform and excel in the digital-first world. Moreover, the right skills are a necessity in a hybrid work model. With real-time upskilling and reskilling opportunities, the hybrid workforce can address unforeseen challenges with confidence. So, ensure the L&D focuses on end-to-end skill development. Cutting-edge technology like Disprz not only helps identify the right skills needed for different job roles but also assesses the current levels, drives personalized learning, and makes available insightful analytics that links back skilling to business performance.