Upskilling, reskilling and newskilling

Proceso de actualización de habilidades

Upskilling, reskilling and newskilling

The incessant chain of technological changes that society and consequently companies are experiencing today makes it clear that continuous training of employees must be on the agenda and a priority in budgets. The irruption of the Artificial Intelligence, Blockchain and Big Data in the day-to-day life of organisations, forces them to have to "recycle" the skills of their staff, constantly monitoring the environment and making a prediction of the new skills that will be in demand in the future.

When we talk about skills, we can divide them into two main groups: the Hard Skills y las Soft SkillsThe Hard Skills or hard skills, are the technical skills. Those skills specific to each trade that enable you to do your job, for example, driving a crane, programming software or drawing up a balance sheet.

In contrast, there are the Soft Skills or soft skills, are those that are more related to emotions or social aspects, and include negotiation, teamwork, adaptability and resilience. Both sets of skills require a update The employee and the employer must work together on a constant basis.

The terms Upskilling, Reskilling and Newskilling are used to refer to this process of skills upgrading, but the terms Upskilling, Reskilling and Newskilling have emerged, What exactly does each of them mean?

When we talk about UpskillingIn the process of learning, we refer to the process of acquiring new competences that are needed for the position that a worker is currently performing. It is about developing new skills as new technologies appear in the field of your position and thus becoming more competitive within the professional sphere.

On the other hand, the Reskilling is the process of acquiring new skills to move from an obsolete job to a new one. It involves changing 100% and training people in completely new subjects so that they can move from one job to another.

Last, but not least, we define the Newskilling. It is about the need for continuous learning that organisations have for those competences that are going to be in high demand for the improvement of the professional and at the same time the success of the business.

That said, both the Human ResoursesThe top management of organisations need to sit down and discuss how these trends are manifesting themselves and how they are being addressed. Are there plans and courses of action designed to identify which people need to be reskilled, upskilled or newskilled, what percentage of the payroll do they represent and how does this impact on business processes?

Gone is the idea that companies used to think that the Formation was an expense, to comply with the norm or that employees were not interested in learning new things. Today, training and adapting to change is of vital importance for both attracting and retaining employees. talent and to increase the efficiency of an organisation in a context characterised by rapid change and the need to digital transformation.

From Qaleon we are very aware of these new training trends and we try every day to discover factors that make the stay within a given company more satisfactory for all those who are part of the companies. For this reason, Qaleon has developed Empleable.

Empleable is a technological solution developed from artificial intelligence to improve employability, promote training and the talent that the labour market needs. How does it do this? By means of a personalised training itinerary based on an analysis of your best skills so that you can achieve your professional goals.

Do you dare to be more Employable?