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Employee upskilling by focussing on individual job roles

How to Implement a Skill Building Initiative Focused on Individual Roles 

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. This is a time when individual skill building can be extremely effective.

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 building through personalized employee 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; therefore the training cannot be static. Continuous skill-based training is the key to safeguarding employee stability and business growth. 

3 steps to implement skill building initiatives for individual job roles 

3 steps to implement skill building

Each role is unique with a different set of challenges, requiring special attention and in-depth skilling. Role-based skill building 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 differ from what a financial analyst needs to perform their job efficiently. Moreover, the manager and the executive or assistant manager might need different skill building opportunities despite being on the same team. 

So it is pivotal to identify and benchmark skills for each role. A skill building 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. It’s important to give employees a clear picture of the skills they possess and the skill building they need 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 building 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 building initiatives 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.

Be sure that you L&D programs focus 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. 

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