Скачать или смотреть Importance of up-skilling & re-skilling of employees - Part 2

Up-skilling & Re-skilling of Employees

To boost employees' performance, the organization’s output, and competitive, up-skilling of its employees is the most efficient strategy to date. Because of if every chair performs in an organization then the entire organization will perform better. Similarly, if an organization performs better then it will be more competitive than the others. Thus up-skilling can play a vital role in increasing organizational performance and becoming more efficient.

On the other hand, it’s a natural phenomenon that, over the passage of time few occupations in our organizations will be absolute. Newer techniques and technologies will come up. We must re-skill our employees to remain them productive in the age of newer technology. Otherwise, those old-fashioned employees will remain idle and non-productive due to changes in technologies which they are not used to.

Ms. Sheryl Stella Barretto, Founder & Director, Freshly Simple Snd Bhd, Malaysia thinks up-skilling and re-skilling is a continuous process, therefore professionals have to be cautious enough to identify self-up-skilling opportunities and training to remain competitive in the profession. Employers have a great role to ensure the up-skilling & re-skilling of employees to remain his employees productive. It is more costly to keep your employees unskilled than the cost of up-skill or re-skilled them for greater performance.

Not only the employees or employers are responsible for up-skilling & re-skilling of employees of a country. It is the government of the country that has a great stake in re-skilling & up-skilling mass people of a society to remain productive instead of idle retired life leading. Otherwise, they will be a burden to the society in long run. It's better to undertake up-skilling & re-skilling projects to ensure optimum output from the old-fashioned workers of certain industries.

Ms. Sheryl Stella Barretto answered the following questions here in this interview:
1. How would you like to define skills development? What do you mean by up-skilling & re-skilling?
2. What is the difference between upskilling and Reskilling?
3. How does one’s up-skilling start?
4. What is the significance of re-skilling?
5. What are the benefits of up-skilling and re-skilling?
6. When re-skilling is a must?
7. How do I get leadership buy-in for my re-skilling?
8. How do I up-skill and re-skill for digital transformation?
9. Who should bear the cost of up-skilling & re-skilling? Employer, Employee, or Government?
10. Why an organization should bear the cost of its employee’s up-skilling or re-skilling?
11. Why an Employee should take up-skilling & re-skilling seriously?
12. Why & when government should undertake massive up-skilling & re-skilling drives throughout the country?
13. Do you think up-skilling or re-skilling is age sensitive matter?
14. When up-skilling is not recommended?
15. Do you think upskilling could increase employee turnover?
16. How do you make sure re-skilled people succeed in new roles?
17. What is the future of Up-skilling and re-skilling?
18. What will help me develop a competitive advantage outside my job?
19. Do you believe training and coaching can help in this process?
20. Finally …how important is it for Leaders & Organizations to take this seriously?

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