3 Pillars of Employee Skills Training

One of the biggest challenges for any business is not just hiring skilled people, but providing opportunities to help them grow in their careers. The goal is not only to inspire them to stay on longer with the company, but also to help them acquire skills and knowledge that the business needs to thrive.

To remain economically competitive for the long term, organizations that upskill or reskill their

workforce are at an advantage. Working adults who participate in flexible, accessible

learning programs to improve their skills may display better career performance. The

figures are stunning:

• 6.2 million job openings are unfilled in America.

• 60 percent of all employers have open jobs that are vacant 12 or more weeks.

• 65 percent of jobs Generation Z workers will need to fill don’t even exist yet, creating a huge skills gap.

To address these challenges, consider a well-rounded approach to employee skills training that can extend well into the future. At DeVryWORKS, we suggest our corporate partners design their own initiatives with three basic pillars in mind.

1. Talent Development

Providing talented team members with opportunities to enhance critical thinking skills

and business acumen is key to keeping them engaged. Development programs can flourish when you provide the flexibility working adult learners need, such as:

• stackable degree paths

• self-directed learning

• onsite boot camps

• employee cohorts

• online courses

• blended learning options.

2. Skills Gap Training

Not having updated skills can be stressful for workers, teams, and leaders. Skills gap training can help develop key competencies, support professional development and talent initiatives, and boost both workforce confidence and productivity.

What types of skills gaps do you need to tackle with training? Both soft and applied tech skills may be prime candidates, such as:

• business acumen

• communications

• accounting and finance

• teamwork

• retail management

• software applications

• customer service

• supply chain management.

3. Talent Acquisition

According to Forbes magazine, organizations that don’t invest in their hiring and training

programs lose top talent, costing them money and productivity. Offer continuous growth

programs, and you’re likely to have access to a diverse pool of highly qualified candidates and

may be viewed as a preferred employer. Benefits you might consider that can help that happen include:

• internships

• mentorships

• skills training incentives

• tuition assistance

• university education partnerships

• professional learning events.

Making it a priority to upskill and reskill your talent pool is a near-term decision you can use to address skills gaps, while at the same time committing to activating talent in ways that support your business for the long term. But before you can tackle your talent skills gap, it’s best to dedicate some effort to identifying specific skills and talent challenges, plus your options for addressing them.

At DeVryWORKS, we recommend conducting a SWOT (strengths, weaknesses, opportunities, and tactics) analysis to uncover the information you need to devise a strategic plan to train and develop your talent at every level. It can also be the first step in bringing a comprehensive program to leadership, aimed at encouraging continual learning as well as increasing workforce retention, productivity, and employee satisfaction—all keys to building a brilliant workforce!