Debate - Who should be responsible for re-skilling of employees?

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The approach to Re-skilling is context and need based

Mukul Chopra

Designation : -   Director HR - India Device Business

Organization : -  Huawei Telecommunications (INDIA) Co. Pvt. Ltd.,Gurgaon


The approach to Re-skilling is context and need based

Businesses today thrive on innovation and disruption. Organizations or employees which are not prepared to embrace this constant change are sure to lose considerable opportunities. According to me, there is no straight jacket approach to re-skilling, it is totally context & need based as to who should actually carry the onus of re-skilling & up-skilling.

To combat this increasing need to unlearn old skills & learn new skills, organizations & employees both need to take the responsibility at one point or the other. Employees should hone their skills when preparing themselves for next level of delivery within or outside the organization. Employee has to up-skill himself/herself if the need is specific or niche. Up-skilling will not only help you do your task better but also open new avenues & build confidence.

However, organizations should engage in re-skilling employees when the impact is high. For instance, any new disruptive technology which is industry specific should be carried by the organization for the employees. Agile organizations can lessen some of the financial cost of attracting & re-hiring by investing in re-skilling/up-skilling tenured employees. This helps the employees to move into bigger and better jobs within the organization. Investing in up-skilling employees pays off in the long run, as the company saves money on hiring new resources and builds confidence in old employees at the same time. Employees with high morale and productivity can be hard to come by and organizations understand the benefits of finding ways to retain such individuals. An updated & skilled employee will definitely perform its tasks in a much quicker, more productive manner than an employee who has not acquired the new norms. This also helps in reducing the time invested in completing a certain tasks, allowing for more time to execute other priorities, getting more done, increasing overall productivity and possibly impacting the top line. Up-skilling exercise benefits organizations as a whole, not just individuals.

Moreover, the bottom line of re-skilling is to stay relevant - both organization & individual.