The rapid development and release of technology forced many companies to quickly upskill their workforce. As noted in a recent article by University of Phoenix, quoting a PWC survey, 4 out of 5 CEOs worry about skills shortages. The onset of the COVID-19 pandemic created obstacles for getting critical training, even as the pandemic accelerated these technologies.

The rapid advancement of technology access coupled with an already growing skills gap has companies scrambling for access to well-trained employees or programs that advance employee skills.

There’s no doubt that employees need access to these advanced skills. To do so, they may need to earn industry recognition such as certificates and college credits in areas including PMI, HIMSS and SHRM. Obtaining microcerts is another way to earn qualifications in an industry specialized area.

Employers need agile solutions to meet this urgent demand for skilled workers. Skill validation and badging are popular ways for employers looking to upskill. It can also prove to be a faster approach.

Changing the Way Employees Achieve Skills

Prior to the onset of COVID-19, many companies followed the learning and development (L&D) method of upskilling. The organization curates this information and builds a curriculum. While effective in some situations, it is too slow in the fast-past environment common in today’s COVID-19 world. With the traditional model of upskilling proving to be less effective, employers need a new fast solution.

Identifying and incorporating professional development programs lends itself to creating upskilling opportunities. Organizations can create certificates that specifically meet the company’s immediate needs. At the same time, these certificates may also help employees work through a degree-bearing program that allows them to carry those skills forward. When the employee benefits in this way, they are more likely to willingly engage in their education.

Traditionally, L&D cannot provide a holistic approach to development and growth like upskilling can. To achieve those benefits, employers need to work with educational allies such as University of Phoenix to create rich curriculum opportunities in specialized industries.

Finding the Right Way Forward

Companies focusing on upskilling can access professional development programs catering to in-demand skills. Content can focus on areas that clearly meet the needs of the organization. This follows the same overall development path for earning college credits.

Employees are more likely to engage in training when they can earn certificates or learn content that is applicable beyond their current job. At the same time, these in-demand opportunities create a way for employers to get employees up to speed with advanced training and skills essential to the company’s success. In most cases, this becomes a win-win situation for companies and their staff. This method of upskilling can be applied beyond tech positions in areas such as leadership development and team building. This kind of employee growth helps the organization to expand its own growth without working within the constraints of the traditional L&D method.

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