re skill ing

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RESKILLING

Re skilling is focused on the improving the skills ofthe workforce (unemployed, employed and atrisk) through:

Learning Training

Skill Certification

It is the process of teaching workers the skills thatthey need for a new or different job, especiallywhen they do not have a job.

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As part of the planning for reskilling, the manager responsible for thereskilling must address the following issues:

Assessment of which skills the organization needs.

Assessment of the individuals current skills (technical and nontechnical), the gap relative to the desired state,and the probabilitythat the individual can achieve the desired skills on the basis of

demonstrated ability to learn.

Who will be doing the training, coaching, or mentoring?

How much reskilling is formal classroom training as opposed toother techniques such as on-line training, self-study, and so forth?

How the individual undergoing training will gain the necessarypractical experience in a timely way?

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Steps to Re-Skill the Employees forSuccess

Step One: Examine the new environment

After the company has emerged from the storm of the recession, step back and

consider characteristics of the new environment relative to the business. Find answersto the following:

What are the new success factors? Are there capabilities needed to succeed now that

may have been insignificant in the past?

How has the market for your products and/or services changed? Are there newexpectations for quality, quantity, pricing? Has the competitive environment become

more of a challenge?

Are there new products and services you have begun to offer? Have these required

re-tooling, new systems, new business processes or new policies?

What are the skills needed to deliver? How have the success profiles or competency

requirements for the various positions in your organization changed?

Have the mission, vision or values changed?

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Step Two: Determine where your company stands

Now that we have a clearer picture of the characteristics andrequirements for success in the business climate, the next step is to figureout where your company stands relative to those factors. Consider thefollowing in assessing the current state of your company:

Recall the skills and competencies that made you successful in the past.

Identify the skills and competencies that are required both now and inthe future.

Use assessment methods (observation, interviews, customer feedback,

surveys, and skills assessments) to determine the current skill level of youremployees.

Identify the skills gaps.

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Step Three: Develop and implement a strategy to fill thegaps FAST!

If weathering the recession has taught us anything, it's

that speed is everything. In today's environment,

resources are scarce and the competitive environment is

more challenging and unforgiving than ever. Speed to

competency is critical. At this stage, it is time to quickly

move to determine a way to re-skill your employees to

meet the demands of the new marketplace

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There are several approaches for rapid re-skilling of your

employees. The one (or combination) you choose is entirely

dependent on your company's unique circumstances andpriorities. The following represent a few of the strategies:

Re-training using your internal training staff

While this approach has many advantages and ispredictable and safe, consider the current capacity of

your internal training staff. Are there other "business asusual" priorities that can not be ignored such ascompliance training, new hire orientation, etc.? Willthis approach be fast enough for you to keep pace withyour competition? Do your internal trainers have a firmgrasp of the new skills needed? Is there instructionaldesign capability and capacity available?

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Augment your training staff with external contracttrainers and utilize internal staff as master trainers toconduct train-the-trainer sessions.

Depending on budget considerations, this approachcan have many advantages particularly with regard tospeed to implement and the ability to touch multiplegeographic regions simultaneously. The key is to

carefully select external trainers who are not onlyskilled facilitators, but also have some familiarity withyour type of industry.

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Utilize distance learning techniques

Depending on the targeted skills, distance learning canbe an effective and speedy approach to re-skilling. Ifthe content is related to transferring knowledge of new

processes, policies or use of a new system, tools suchas Webex, GoToMeeting, Live Meeting, etc. can be veryuseful. Employees from multiple geographic locationscan all attend a single webinar and hear the samemessage simultaneously without travel expense and

with minimal time away from the job. Once again, adetermination should be made as to whether to utilizeinternal staff of contract staff for delivery of webinars.

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Leverage eLearning Technology

Today, rapid design and development of eLearning hasbecome a reality. There are a number of considerations

to determine if eLearning is the right approach. Doesthe content require practice, observation, coaching andfeedback as would be the case with many interpersonalskills? If so, eLearning may not be the best choice.Other considerations such as stability of content,

bandwidth, computer skills of your target group allneed to be factored into your decision as to whether ornot to use an eLearning approach.

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Two types re-skilling Vertical

eg. Artemis, the maker of hydraulic components for aircraft,introduced CNC machinery, speeding up the time it took to machinecomponents and reforming work organization. The technician ofgrade III workers, operator as well as production were giventraining.

Zeus, the diesel engine manufacturer, had made similarchanges. Zeus provided example of bigger jobs, including potentialvertical increases in skills, where responsibility has been pusheddown the hierarchy to supervisory levels and to the lower grades.

Grade B staff have also been given responsibilities for assistinglower grades with problems they encounter. More tasks have beenadded to the jobs of the semi-skilled and unskilled in the plant, thiswill include aspects such as completion of paperwork, and selfinspection

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Horizontal

eg.In the repair and overhaul section of

Artemis the use of computer test equipment

was employed as an additional testing

medium which indirectly reduced theworkload since fewer products were returned

as faulty as testing was quicker.

Staff were freed to do other work, oneeffect of this was also to make the work more

varied.

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