Upskilling and reskilling: Ways of reinventing laboralmente

The rhythm of the technology and the automation, do that professionals owe form constantly. So much is thus, that in the study Jobs lost, jobs gained: worforce transitions in to swindles of automation, elaborated by the consultancy McKinsey Overall Institute, it is concluded that between the 3 and 14% of the overall work force, he owe change excellent professional in 2030 because of the automation, the digitisation and the artificial intelligence (IA).

Here you can consult the study. It is, in this context in which the half life of the abilities is being reduced, in which catch force two concepts related to the labour world: reskilling and upskilling.

The upskilling looks for to teach to an employed new skills and abilities to optimise its performance in its work area. The objective of this, therefore, is to avoid that the job skills of the employee are obsolete.

Furthermore, the reskilling looks for to form to a hard-working person to adapt it to a new position in the company. That is, the employee learns new tricks in order to be able to do a different work in the same company.

Therefore, the difference between both is that whereas in the upskilling which is expected is the growth of the person worker within the same department in which is already found, in the case of the reskilling which is done is to form to the professionals for other work positions.

Between advantages find:

• They fight the digital gap, despite the speed to that which moves forward the technology, with these trainings professionals are able to update and to adapt its abilities.
• They allow the mobility internal, specifically in the case of the
• Provide the retention of the talent, maintaining in staff to trained practioners for daily challenges.
• They motivate to the team since they allow the professional growth.
• They promote the culture of learning, since the hard-working people still learn throughout its professional life, without its knowledge are obsolete.
• It generates reputation, since the company chooses to form to its own employees and employees in staff instead of firing and choosing other profiles.