Maximize employee potential

According to a survey by LinkedIn, 94% of executives believe skill development is critical to the success of their business.

In today's fast-paced business world, keeping up with the latest skills and technologies is no longer an option but a necessity for both personal and professional growth. In order to remain competitive in the market and grow properly, companies need to know the talents of their employees, the areas they want to develop, and their strengths and weaknesses. Because the acquisition and acquisition of skills by employees is not only a training plan, but also a process of increasing the skills and work quality of the workforce.

According to the World Economic Forum, by 2025, more than half of all workers will need to be reskilled due to technological advances. In a short summary;

• Companies can stay competitive in the ever-evolving job market,
• Adapting to new technologies and industry trends,
• Retaining employees and contributing to their careers,
• Ensuring that the workforce has the necessary skills for future job demands,
• They will “have to” invest in skills development to increase productivity and efficiency.

So what can you do to improve employee skills? 

Online courses and certifications: One of the most popular and accessible skills development options is online learning. Platforms like Udemy and LinkedIn Learning can be the first step in your strategy, with courses and certifications in a variety of fields, from technology to leadership, from teamwork to communication. Thus, before HR starts to develop training strategies, employee participation, interest in trainings, etc. can construct the future roadmap more accurately by following the issues.

• For example, a software development company may offer financial support for self-development and certification for employees in a new programming language such as Python or Java.
• Or an HR manager might encourage their customer service staff to take a course on effective communication skills through platforms like Udemy. Those who complete the course may be rewarded to demonstrate the company's commitment to skill development.

On-the-job training: On-the-job training enables employees to learn new skills and techniques in a practical, hands-on environment. This can range from following a colleague, working on special projects, attending workshops or seminars. HR can work with managers to create opportunities for growth and development by identifying areas where employees can benefit from on-the-job training.

• For example, a marketing manager might offer a junior employee the opportunity to follow the team on a large high-risk project to learn new strategies and techniques.
• Or, an HR manager may request a workshop on the company's new product or product feature. Thus, employees can learn the product practically by understanding the perspective of different departments.

Cross-training: Cross-training aims to teach employees new skills outside of their primary job responsibilities. HR can facilitate cross-training by encouraging employees to share their expertise with others.

• For example, an HR manager may set up a new cross-functional team for a project, that is, employees from different departments. This gives employees the opportunity to learn new skills and understand different aspects of company operations.
• Or, a sales manager might pair a junior employee with an experienced sales professional to learn sales skills over the phone.

Mentoring programs: A mentoring program is to pair experienced employees with those who are just starting out or want to develop new skills. Mentors provide guidance, support and feedback to help clients progress in their careers.

• For example, an HR manager might set up a mentoring program where experienced salespeople are paired with junior employees to provide guidance, feedback and support as they learn new skills.
• Or, a marketing manager can create a mentoring program by scheduling weekly meetings for employees who want to specialize in a particular area, such as digital marketing or branding.

Conferences and workshops: Attending conferences and workshops gives employees the opportunity to learn about new trends and technologies, network with industry experts, and gain new perspectives.

• For example, an HR manager might encourage employees to attend a technology conference about the latest developments in their industry. All you have to do is submit the tickets!
• Or a marketing manager might give employees a day off to work together as a team on a new marketing tool or technique. He can then start a debate on whether this technique is viable for the company by asking the team to present what they have learned to him.

How should the HR department go about "skill"? 

Perform a skills assessment: First, check the current skills of the employees. Then identify what skills are necessary and lacking for current roles and the company's future goals.

Develop a learning and development plan: Create a plan that includes both short-term and long-term goals for upskilling employees. This plan includes online trainings, conferences, etc. that I mentioned above. can contain methods.

Provide financial support: Provide financial support in relevant courses to employees who want to improve themselves in their field or in another field.

Encourage mentoring: Identify mentors for employees who want to improve themselves in their field or in a different field. Let employees know that they can reach their superiors or the selected person in the relevant department for guidance at any time.

Leverage technology: Leverage technologies such as e-learning platforms and virtual reality to provide employees with accessible and flexible learning opportunities.

Make training part of performance appraisals: Incorporate training and skills development into performance appraisals to ensure employees are held accountable for their own professional development.

Create a culture of continuous learning: Encourage employees to take ownership of their own professional development and create a culture that values continuous learning and skill development.

Reward and recognize employees for skill development: Reward employees for their efforts and achievements in skills development to encourage ongoing commitment, and give recognition in a visible environment for the whole team to set an example for others.

Create a career development plan: Create a career development plan to help employees visualize their career paths within the company.

Here are some skills that will be in high demand in the future:

• Data Analysts: Data analysis and interpretation, machine learning, programming languages (like Python and R)
• Software Developers: Cloud computing, artificial intelligence, cyber security mobile application development
• Digital Marketers: Digital marketing strategies, content creation, search engine optimization, data analysis
• Project Managers: Agile project management, risk management, stakeholder management and negotiation skills
• Financial Analysts: Data analysis and interpretation, financial modelling, investment analysis and financial planning
• Cybersecurity Professionals: Cybersecurity protocols and regulations, incident response and risk management
• Customer Service Representatives: Emotional intelligence, communication skills, problem solving
• Human Resources Professionals: Labor law, talent management, diversity, conflict management
• Supply Chain Managers: Logistics management, data analysis, risk management and sustainability practices
• Remote Workers: Time management, communication skills, teamwork

Continuous learning and improvement in the workplace is more important than ever before for companies to grow and succeed. A company that cannot keep up with the times, cannot adapt to technological advances and cannot keep up with employee expectations will inevitably not be able to keep up with the competition in the market.