Your company is undergoing a reskilling process. How do you determine the best new roles for your employees?

Reskilling is an entire org-wide process that involves leadership, business stakeholders, HRBPs, etc. alongside the strategic business goals for the year or future. Here’s a comprehensive method to make this possible: 1- Assess current skills and competencies 2- Identify career Aspirations v/s Organizational Goals and Needs 3-Match skills to new roles 4-Implement a re-skilling plan 5-Pilot new roles: provide support, monitor and evaluate 6- Celebrate success and improvise

O que gerou a requalificação? Respondida essa crucial pergunta, temos que comparar as competências atuais com as exigências das novas funções e identificar as lacunas que precisam ser preenchidas. Se realmente surgirem novas funções, estas tem que estar alinhadas com a estratégia de negócio da empresa e com os objetivos. Tudo isso se torna ainda mais eficaz com a participação do time, que sente na pele a atuação na trabalho, o quanto novas habilidades são ou não necessárias. Esse diálogo ajuda a elaborar PDIs mais assertivos pois os objetivos de desenvolvimento individual para cada pessoa tem que levar em consideração as aspirações profissionais de cada pessoa e as necessidades da empresa.

👉🏻When your company is undergoing reskilling, determining the best new roles for employees involves two key steps: 1. Assess skills: Conduct a thorough evaluation of your employees’ current skills and strengths. Identify transferable skills that align with the company’s future needs. This ensures that employees are placed in roles where they can thrive and contribute to the organization's evolving goals. 2. Align roles with business objectives: Match new roles to the strategic goals of the company. Ensure that the reskilled employees are positioned in roles that support innovation, growth, or operational efficiency. This alignment not only benefits the company but also provides employees with clear paths for development.

When reskilling your employees, start by identifying their core strengths and interests. Assess their current skill sets and align them with emerging industry trends to pinpoint future roles where they can excel. Engage in open dialogue with employees to understand their career aspirations and provide targeted training to bridge any gaps. Encourage continuous learning and adaptability, ensuring that the new roles align with both individual growth and organizational goals. By focusing on these areas, you can create a more dynamic and resilient workforce ready for new challenges.

As a first step, you need to conduct a thorough assessment of the current skills within your team. Identify the strengths, competencies, and potential growth areas of each employee. This inventory will give you a clear picture of what talents are already present and where there might be gaps. By understanding the full range of skills available, you can align them with the future needs of the company, ensuring that the reskilling process is both efficient and effective.

After conducting a comprehensive skills inventory, perform a gap analysis to pinpoint the discrepancies between current capabilities and the skills required for future roles. This will highlight the areas that need the most attention in your reskilling efforts. A gap analysis not only informs you of the necessary training but also assists in prioritizing which roles to fill first based on your company's strategic direction. This data-driven approach will ensure that your reskilling initiatives are aligned with your organization's goals and maximize the return on investment.

Skills inventory needs to be understood on the basis of the impact on the business which can be clarified on the basis of making a draft RACI matrix for a team. The gap analysis should cover short term,mid term and long term goals in agenda which shall act as a indirect development program and also a succession planning if possible so as to make sure there is a good work conducted to fill the gaps clearly. Skill gaps shall be categorized as basic (mandatory), education (required/good to have/not required),tech related and human related for specific requirement.

Before looking a new hiring or a particular role, the existing HR shall be clear in having the vertical and horizontal trajectory of the career required for a particular role so as to have clarity about what to do,why to do, how to do, when to do keeping the specific role in mind in context of the business growth forecast so as to ensure that apart from 90 day plan there is a great motivation running in the employee as the communication will give clear thoughts and side away the smoke coming in front of the employee in case of no understanding about their existence at the workplace.

You should talk to your employees about their career goals and aspirations. Understanding where they see themselves in the future allows you to match their ambitions with the roles that will be most fulfilling for them. When employees are placed in roles that align with their passions and goals, they’re more likely to be motivated, engaged, and committed to their work. This approach not only supports individual growth but also contributes to the overall success of the company.

To effectively reskill your workforce, it's essential to understand your employees' career aspirations. Engage with your team to learn about their personal goals and interests. This insight will allow you to align their aspirations with the company's needs, creating a win-win situation. By motivating employees to learn and grow into roles they are passionate about, you'll increase retention and job satisfaction. This approach not only benefits your employees but also contributes to the overall success of your organization.

Once you have a clear understanding of both the skills inventory and employee aspirations, design roles that meet the needs of the company while also fulfilling your team’s potential. Create positions that utilise existing strengths and challenge employees to develop new skills. Well-designed roles should be clear in their purpose, offer opportunities for growth, and align with the company’s strategic goals. By thoughtfully crafting these roles, you set the stage for a successful reskilling process that benefits both the employees and the organization.

Leveraging the insights from your skills inventory and gap analysis, design new roles that are both future-proof and aligned with employee strengths and aspirations. These roles should challenge your employees to grow while contributing to the company's strategic objectives. Effective role design considers not only the technical requirements of a position but also the soft skills and adaptability needed in a rapidly changing business environment. By creating roles that are engaging and meaningful, you'll foster a motivated and skilled workforce.

Develop targeted training programs that address the skill gaps identified in your gap analysis. These programs should be flexible to accommodate different learning styles and paces, and they must be relevant to the new roles you're aiming to fill. By investing in robust training programs, you're not only preparing your employees for new roles but also demonstrating your commitment to their growth and development. This investment will contribute to a motivated and skilled workforce, ultimately benefiting your organization's success.

Desenvolver programas de treinamento direcionados é essencial para preencher as lacunas de habilidades identificadas. Esses programas devem ser flexíveis, atendendo a diferentes estilos e ritmos de aprendizagem, além de serem relevantes para as novas funções. Ao investir nesse treinamento, não apenas preparamos os funcionários para novos desafios, mas também reforçamos seu valor dentro da organização, demonstrando que seu crescimento e desenvolvimento são prioridades para a empresa.

To ensure the success of your reskilling efforts, establish a system to monitor progress and provide ongoing support. Set clear milestones, offer regular feedback, and make adjustments to training as needed. By monitoring progress, you can ensure that employees are on track towards their new roles and that there is alignment between their capabilities and the company's needs. This approach will reduce the risk of misalignment and maximize the effectiveness of your reskilling initiatives.

To determine the best new roles for employees during reskilling, conduct a skills gap analysis to identify current capabilities and future needs. Align these insights with strategic goals. Engage employees through assessments and feedback to understand their strengths and interests, ensuring the new roles leverage their potential effectively.