For a long time, reskilling and upskilling were mainly used in Anglo-Saxon corporate cultures and tech circles. In the past 18 months or so, they became common. Various specialist magazines dealt with this in detail over the past few months:
- Upskilling and reskilling stand for forward-looking, systematic forms of further training. They are gaining in importance in connection with digitization, agility and globalization.
- As a result of the pandemic, continuing education has become digital. Since face-to-face events were canceled, almost all types of qualifications were translated into online formats. Informal learning also increased. The trend is clearly towards blended learning.
- Digitization is also shaping the current demand for learning content. In addition to technical skills such as data literacy and data analytics, employees primarily need collaborative and communicative skills.
- Almost all companies use digital learning tools. However, SMEs in particular do not always do this in a targeted and integrated manner. This would require predictive competence or gap analyzes and cross-platform technical systems.
- Reskilling and upskilling are usually more economical than recruiting. In addition, the motivation of the learners increases and the working atmosphere improves. With specialists, however, there is seldom a way to avoid new hires.
- Systematic reskilling and upskilling can strengthen the internal position of HR; especially when operational action plans are derived from strategic workforce planning.