Anticipating the impact of change and enhancing employee employability: Reskilling and Upskilling
In the current climate of rapid changes in the job market, an employee’s employability, (i.e., their ability to find and keep a job, as well as to develop professionally within the company) is a key issue
That’s why the concepts of reskilling and upskilling are so highly valued by companies, to maintain their competitiveness and prepare employees for future challenges.
Working alongside corporate HR teams, Alixio Mobilité develops operational solutions to anticipate tomorrow’s employment models and enhance employees’ skills and know-how.
Implementing GPEC (job and skills forecasting) or GEPP (jobs and professional careers management) approaches enables companies to anticipate their skills needs in order to maintain and develop their performance.
The Stakes for the Company
- Competitiveness: By developing employees’ skills, companies can remain competitive in the face of rapidly changing markets and technologies.
- Jobs Forecasting: Anticipating skills needs enables better career management by drawing up mobility plans for employees.
- Reducing Skills Obsolescence: Reskilling and upskilling, through training, help prevent skills obsolescence by keeping employees up to date with new trends and technologies.
The Benefits
For employees:
- Career Development: Training and skills development open up new prospects
- Job Security: By adapting to change, employees increase their employability on the job market.
- Internal Mobility: Reskilling and upskilling programmes facilitate internal mobility, offering employees the chance to move to new positions within the company.
For the company:
- Adapting to Change: Ongoing training programmes will enable employees to acquire the new skills they need.
- Employee Engagement: Skills development plans, and the associated training initiatives, strengthen employee engagement and their sense of belonging to the company.
How to increase Employability?
- Identifying Skills Needs to anticipate change.
- Implementation of a Skills Development Plan adapted to market trends and the company’s strategic objectives.
- Skills-based Training Initiatives, with targeted training programmes for reskilling and upskilling employees.
- Career Management: Support employees in their career development through proactive management of their skills and career ambitions.
What Tools are Available?
Internal and External Training
to develop company-specific skills and acquire new ones.
Mentoring Programmes
to support employees in their professional development.
Skills Assessments
to identify development needs and opportunities for reskilling and upskilling.
Talent Management Tools
to track and measure the development of employee skills.
How to Measure Employability?
- Skills Acquisition: Measure the acquisition of new skills through certification and testing.
- Internal Mobility: Monitor internal mobility and career development.
- Employer and employee satisfaction: Conduct satisfaction surveys to gather feedback from employers and employees on reskilling and upskilling schemes.
For more information, contact us to find out how we can help you optimise your skills management and prepare your company for the future.
