At this point, it’s no longer a secret that there exist significant gaps in skills and competencies not just in the market but across enterprises, too. The LinkedIn Workplace Learning Report 2023 points out that only 26% of employees from organizations it surveyed challenged them to pick up a new skill. Moreover, the craving for opportunities to learn and grow within a company has been identified highest among the young workforces of an organization (aged between 18 and 34) – 35%.
With such stark disconnects in the Learning and Development space in businesses, how can they ensure their workforce is as relevant as it can get in terms of market requirements, technology adoption, efficiency, and productivity? While the internet has discussed a lot on why workforce transformation is required, let’s look at some actionable ways to actually implement workforce transformation strategies in enterprises.
4 Ways Enterprises Can Implement Workforce Transformation Strategies For Optimized Growth And Development In 2023
Conduct A Thorough Analysis Of Current Skills In Your Organization
Similar to how an allopathy doctor analyses symptoms to detect any underlying disease, your L&D team should do a complete analysis of existing skills in your organization. Taking an evidence-based approach will offer you clarity on the bigger picture, rightly pointing out the gaps in your enterprise. This will allow you to be clear on what your organization has and what it lacks to take corrective actions accordingly.
You could start your analysis by surveying employees, talking to managers and team leads on team performance, productivity and goals, revisiting KRAs and TATs, relooking at job descriptions, comparing industry standards and business stance, and more.
Strategize Goals For Each Division And Team
By going through some online articles and interviews, one could easily get carried away with the urge to implement transformation strategies on the latest technologies. But strategies with no relevance or alignment to actual business goals are futile. That’s why it is imperative that you strategize and formulate actionable goals for each team, take inferences from skill surveys, and address gaps accordingly. This will help you understand if you actually need your software development team to pick up skills on AI or if it’s inevitable for your IT team to gain cloud computing or cybersecurity competencies.
Identify The Perfect Learning Methodology
Once you’ve identified existing skill gaps and their solutions, it’s time to understand how you intend to fill the gaps. Will it be through curated materials distributed to your teams? Do you plan to have a proprietary LMS platform built and deployed on your internal servers? Or, do you actually plan to onboard a talent transformation partner for a full-fledged tailored program aligned to your specific business needs?
While there are ample ways to go about it, the most ideal route to take will be collaborating with a workforce transformation partner, who can actually come up with an entire curriculum and include capstone projects, and experiential learning modules to reskill your current workforce and offer your team members certifications in the end. This ensures holistic development of your workforce, ultimately improving profits and productivity.
Kindle Change At The Mindset Level For Your Employees
While change is great, it’s often met with resistance. On one side, if you have enthusiastic employees, who keenly look forward to upskilling themselves, there are also people who wouldn’t want to change. The goal is to tackle both and find the balance. So, one of the first implementational challenges and solutions is to bring about a cultural movement at the mindset level to foster an environment for perpetual learning. Through effective communication, engagement, and incentivization, resistance can be converted into a rewarding journey.
Digital and workforce transformation strategies are never generic. They are highly micro and subjective. That’s why it starts with a thorough analysis of the current situation and ends with analysis again – but this time of results and performances. It’s an evolutionary affair that only keeps fetching rewards in the longer run. If there’s one good time to get started with workforce transformation, it is now.
Disclaimer: This website may include links to third party websites & you maybe redirected there as the user of this website. UNext is not responsible for the content of any third party websites; thus the views and opinions expressed in the publications/ third party websites are those of the authors and do not necessarily reflect the views or positions of any entities UNext represent.