Skills development is not a one-time event; it's a continuous process implemented throughout the entire employee lifecycle. Here, Elliot Gowans of Access Learning outlines how to plan and implement an effective upskilling strategy - from onboarding to a culture of continuous learning.

There is plenty of industry discussion surrounding upskilling, spearheaded by a recent Fosway Group report revealing that upskilling and reskilling is the top strategic priority for L&D professionals. As the skills gap widens, the function must invest in both role-specific skills and career development.

Upskilling and reskilling are powerful tools that go beyond merely filling skill gaps. They are catalysts for both employee growth and organisational success. This investment should begin on day one of a new employee's journey, with effective onboarding ensuring they have the essential skills for a strong start. This commitment to development should continue through their time with an organisation.

By prioritising employee development, companies can create a culture of continuous learning, innovation, and adaptability. This not only boosts job satisfaction and engagement but also nurtures a talent pipeline poised to embrace new challenges and drive business forward.

Moreover, the link between upskilling and career progression is undeniable. The People Profession 2023 report found that professionals who have upskilled are significantly more likely to say their career progression has exceeded their expectations. Additionally, PwC's latest Global Workforce Hopes and Fears Survey shows that employees who say they are likely to switch employers in the next 12 months are nearly twice as likely to strongly consider opportunities to learn new skills in such decisions.

Skills mapping across your organisation is necessary for a successful upskilling strategy.

A strategic approach to upskilling should:

Engaging in skills mapping across your organisation is necessary for a successful upskilling strategy. This process entails a detailed analysis of roles critical for business operations, ensuring a clear understanding of evolving skill requirements. Regular updates to these mappings are vital to reflect the dynamic nature of skills.

Upskilling employees (and offering training opportunities at any level) can't work with a one-size-fits all approach. Tailoring upskilling initiatives on both a departmental and individual basis ensures that training aligns with specific job requirements, maximising its impact.

From your initial roles and skills mapping, along with the current organisational level priorities and objectives, look at what departments or functions could most benefit from more support with their upskilling initiatives.

All employees should be given the opportunity to complete skills surveys or assessments and Individual Development Plans, or IDP's. This document is a personalised resource which helps employees to grow professionally. It will include specific steps which should be taken for them to meet the goals set out within the document. When an organisation utlitises personal development planning in this way, it helps to embed a culture of learning as an ongoing process and not just as and when it is necessary to review.

Prepare your workforce for change by anticipating future skill requirements based on industry trends and technological advancements.

Once you have established how you are going to approach upskilling within your organisation, you can work to introduce a framework in which upskilling individual employees can be integrated into your organisation's culture and operations. This section will guide you through a six-step process introduced by the L&D leader that can then be rolled out with supervision by line managers.