With advances in technology, especially the widespread use of artificial intelligence (AI), Human Resources professionals have the great challenge of helping to narrow the skills gap for employees. Their job is two-fold because they must get educated and be the educator all at once. Determining how to narrow the skills gap, stay on budget, and ensure they meet people where they are with the skills they need to acquire is a massive undertaking.
That's why HR Exchange Network turned to HR and business leaders on Featured, formerly known as Terkel.io, to share soutions for tackling the skills gap problem. Discover what some organizations are doing as part of their learning and development plans:
Stay on the Cutting Edge
Many people have a fear of missing out (FOMO) when it comes to the latest trends. But, in the case of AI, it is more than just FOMO. Those who fail to understand how to use it to their advantage could be left behind perpetually.
"Don't leave your workforce behind, or your company will become a dinosaur. Our company, for instance, is running in-house training sessions on how to use AI to create content," says Jarir Mallah, Human Resources Manager at Ling App. "These sessions are recorded and can be accessed at any time, along with a PDF creation of a snappy infographic with follow-along steps. Don't get left behind; always bring your team's skills up."
Build Resiliency
The only certainty at work nowadays is uncertainty. Unpredictable geopolitics, ups and downs of the economy, and unforeseen tragedies like a global pandemic mean that employees must be ready for anything.
"We now live and work in a BANI (Brittle, Anxious, Non-Linear, and Incomprehensible) world," says Susan Nelson, Sr. Consultant at RLD Group, Rebooting Leadership Drive. "At RLD Group, when thinking of the future of work, the importance of leadership readiness is stressed, as leaders have the single biggest impact on the workforce as a whole. To combat the pressures of our BANI world and prepare workers for the future of work, FIRM (Flexible, Intuitive, Resilient, and Mindful) leadership is needed to help set the example and guide the way."
Leaders can both set the tone and motivate others to prepare for the worst and hope for the best. Before that can happen, leaders must get the most appropriate learning and development opportunities.
"It’s through FIRM leadership that organizations are better positioned to understand and meet their employees’ and customers' needs, build trusted relationships, provide the necessary coaching and mentoring to help develop and grow their employees’ skills and careers, and empower their teams to do their best work," adds Nelson.
Create a Learning Culture
Besides creating a curriculum and sharing it with employees, HR must also ensure the program is functional and doable. The culture must be one in which employees feel encouraged and required to continuously learn.
"One actionable step that stands out, especially from the perspective of HR, is the establishment of continuous learning and development programs within organizations. It's not just about sending employees to one-off workshops or training sessions, but rather fostering a culture where learning is integral to the job itself," says Volen Vulkov, Co-Founder, Chief HR Officer, Enhancv. "This means providing employees with access to online courses, setting aside dedicated 'learning hours' during the workweek, and even setting up internal mentorship programs where experienced staff can guide newer members."
There's more to L&D than putting a course into a learning management system (LMS) or handing over a learning experience platform (LXP). People need the motivation, which often means leadership must demonstrate that learning is a priority.
"Beyond just offering these opportunities, it's vital for employers to recognize and reward the pursuit of new skills," adds Vulkov. "When employees see that their efforts to upskill and adapt are not only encouraged but also have tangible benefits for their career progression, they're more likely to take initiative."
Consider Mentorship
Learning on the job becomes more meaningful if people mentor one another. The employe experience also becomes richer, and it can lead to greater and more innovative collaboration.
"As a manager at an organization that employs people with a range of skill sets and wide experience, I find that the best way to let my team develop better internal communication is to have them learn from each other," says Manasvini Krishna, Founder of Boss as a Service. "For instance, some people I work with have excellent technical skills, while others have potential and interest but need some support. So, by setting up peer mentorship, I can ensure that skills are being enhanced and that people are growing within the organization."
Another benefit of having an effective mentorship program is that people can rely on each other and organically develop a strong relationship that may go beyond the workplace. This is significant at a time when employers are focusing more on supporting people's mental health and wellness.
"On a personal note, sometimes employees need emotional support, and it makes a difference if it comes from someone going through the same motions," adds Krishna. "Whether it's a professional or personal issue, knowing they're able to work through them with someone who can relate is a great motivator!"
Personalize Learning
Sometimes before organizations can leap into the latest trend in learning, they must return to basics. To ensure HR professionals provide personalized learning opportunities to employees, they must first take inventory of where the gaps lie.
"A comprehensive analysis of existing skill sets within your organization, juxtaposed with the future requirements of your industry, is essential," says Shirley Borg, Head of Human Resources at Energy Casino. "Focus on identifying where the gaps exist, considering technological advancements, regulatory changes, and market demands. This initial assessment will serve as the foundation for your strategy."
Building the program from there will depend on the employees' unique needs. It will also require drawing upon different teaching methods and approaches to learning.
"Once you've identified the gaps, create personalized skill-development plans for individual employees or roles," adds Borg. "Tailoring these plans ensures that they address specific needs and can evolve with changes in the industry. Utilize a combination of in-house training, mentorship, external courses, and online platforms. This way, you cater to different learning styles and ensure access to cutting-edge expertise."
Hold Managers Accountable
Human Resources can devise great initiatives for learning or anything else. However, if managers and leadership are not on board or do not demonstrate these programs are a priority, employees will be reluctant to take advantage of them.
"While training and development initiatives undoubtedly contribute to narrowing the employees' skills gap and preparing them for future success, a key step lies in holding the immediate reporting managers of these employees accountable for their development," says Arundhati Chafekar, Principal Consultant, Vertical Lead – Learning and Strengths at NamanHR. "This entails not only monitoring their progress but also actively supporting them during implementing newly acquired skills."
This additional step may take more time, but it will be worth it because the program will be more widely accepted and used. It's more likely to be successful at narrowing the gap.
"This approach ensures that immediate managers have direct insight into their team's strengths, weaknesses, and day-to-day responsibilities," continues Chafekar. "Additionally, by entrusting managers with the team's development responsibility, organizations get a way to tap into a wealth of personalized guidance and support for the workforce. As a result, employees transition from learning to practical implementation, driving higher proficiency and effectively narrowing the skills gap."
Make Learning More Accessible
For too long, companies have made learning opportunities available as an extra. In other words, they provide access to learning, but it's meant to be done on the employees' free time rather than during the workday. They also do not have other attached benefits, which means many people are not motivated to pursue learning.
"Employers need to make learning opportunities accessible to employees while on the clock, instead of asking them to do it after hours. Employees should have opportunities during working hours to advance their skills and better prepare for the future. That's what's beneficial about many of the eLearning platforms available today," says Amy Jenkins, Director of Client Strategy and Success at theEMPLOYEEapp. "They make learning on demand, so employees can access training materials when and where it makes sense for them. These platforms also enable employers to measure their employees' progress as they work through training modules and compensate them accordingly."
Another reason to provide learning to employees is to improve engagement and demonstrate an interest in their personal and professional growth.
"Investing in learning opportunities also shows employees they are cared about beyond the job they do today and are encouraged to grow into whatever career they choose for the future," adds Jenkins. "And hopefully, by employers showing they are willing to make that investment, employees will."
Learning and development should never have been a "nice-to-have" benefit of employment. Now more than ever, it's a must-have accommodation. After all, those who stop learning will stop growing, and eventually it will damage the company because it will be left behind.
Don't miss your chance to discuss narrowing the skills gap, AI in learning, and much more at the upcoming online Corporate Learning event. It's free, and you'll have the chance to ask questions of leading L&D experts, network with like-minded HR and learning professionals, and learn about the latest trends and approaches to training employees now and into the future. REGISTER NOW!
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