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Upskilling e reskilling: l'arte di far fronte a un cambiamento continuo

Cornerstone Editors

In un mondo in cui il cambiamento continuo è ormai un dato di fatto, per continuare a crescere le aziende hanno bisogno di resilienza sia per l’organizzazione sia per i dipendenti. Ma come si diventa resilienti? Vincent Belliveau, Chief International Officer di Cornerstone, nel suo keynote “Upskilling your People for Continuous Adaptability” alla Learning Technologies Digital Experience ha sottolineato come le organizzazioni si stiano focalizzando sull’upskilling e sul reskilling delle loro persone per adattarsi al cambiamento continuo.

2020: l'anno in cui è iniziato il cambiamento continuo

Prepararsi al cambiamento continuo è diventata un'esigenza quotidiana per le aziende da quando è scoppiata l'epidemia di COVID-19. Se solo uno anno fa i leader avevano ancora qualche dubbio, oggi nessuno mette più in discussione che questa sia la realtà, perché ormai il fenomeno interessa l'attività quotidiana di tutte le organizzazioni. Le aziende devono quindi reinventarsi per affrontare un mondo colpito da diverse crisi: così facendo, saranno più preparate non solo per superare la tempesta, ma anche per continuare a svilupparsi, adattarsi e prosperare.

La sfida è inevitabile. Negli ultimi mesi, le aziende hanno dovuto digitalizzare rapidamente i loro processi a una velocità senza precedenti e la reattività e l'adattabilità dei dipendenti sono state fondamentali. Resta però ancora molto da fare. È necessario continuare a mettere a disposizione dei team gli strumenti per essere resilienti e far fronte all'incertezza, in modo che tutti gli sforzi sostenuti nell'ultimo anno possano essere mantenuti e potenziati.

In altri termini, sia oggi sia in futuro, la resilienza unita alla capacità di far fronte all'incertezza e all'adattabilità sono competenze essenziali per trasformare il cambiamento in opportunità. Nella sua opera "Lo choc del futuro", Alvin Toffler afferma: "Gli analfabeti del XXI secolo non saranno quelli che non sanno leggere e scrivere, ma quelli che non saranno in grado di imparare, disimparare e reimparare."

La formazione al centro di upskilling e reskilling

È importante capire il ruolo chiave che le competenze svolgono per il successo di un'organizzazione. Pertanto, la funzione HR deve concentrarsi sullo sviluppo di competenze per i ruoli esistenti (upskilling) e sulla creazione di piani di crescita per nuove funzioni (reskilling). Anche se la qualifica professionale non cambia, alcune mansioni svolte da un dipendente diventeranno obsolete nel tempo e saranno sostituite da nuovi compiti. Per restare competitivo, ogni dipendente deve imparare a integrare queste nuove mansioni sia in fase esecutiva sia nella comprensione del proprio ruolo e del business. Al tempo stesso, le organizzazioni hanno bisogno di creare nuove professioni e opportunità di carriera per rispondere ai cambiamenti del mercato e soddisfare le richieste dei clienti. Grazie al reskilling e all’upskilling, le aziende possono sperare di mantenere il loro successo e ottenere un vantaggio competitivo.

Secondo il World Economic Forum, il 54% delle posizioni aziendali richiederà processi di reskilling o upskilling nei prossimi tre anni. Inoltre, il 40% dei dipendenti dovrà aggiornare le proprie competenze nei prossimi sei mesi per operare efficacemente nel proprio ruolo e consentire all'azienda di crescere, segno che la sfida che stiamo affrontando è di portata eccezionale, ma non impossibile. Questo cambiamento sul posto di lavoro e l'esigenza di formazione continua sono infatti al centro delle aspettative dei dipendenti: secondo uno studio pubblicato da PWC nel 2019, il 77% di loro vuole acquisire nuove competenze.

Come rendere più efficiente la gestione delle competenze con l'intelligenza artificiale

Secondo il World Economic Forum, il ritorno sugli investimenti in upskilling e reskilling dovrebbe realizzarsi dopo un solo anno. Per raggiungere questo obiettivo, le aziende devono andare molto più a fondo nell'implementazione e nella gestione della formazione. Oggi i dipendenti non dedicano sufficiente tempo alla formazione, in media meno dell'1% del loro orario lavorativo settimanale! Questa situazione nasce dall'errata convinzione che la formazione non sia "lavoro" e viceversa.

I due aspetti, invece, sono strettamente legati e interdipendenti se un'azienda vuole risparmiare tempo e ottenere:

● maggiore efficienza

● maggiore produttività

● migliore qualità

Osservando più attentamente le pratiche delle aziende leader nei rispettivi segmenti di mercato, si nota come il loro successo nasca in parte dal fatto di avere una strategia di formazione a 360 gradi, che abbraccia tutti i processi HR in ogni fase del ciclo di vita di un dipendente all'interno dell'azienda. L’intelligenza artificiale svolge un ruolo chiave nel monitorare le competenze esistenti e quelle nuove, sia per l'azienda sia per ciascun dipendente.

Questo significa che è necessario sapere, nel modo più preciso possibile, che cosa è in grado di fare attualmente ciascun dipendente, quali skill possiede e quali nuove competenze vuole acquisire. Collegando queste informazioni con le posizioni aperte e i piani di sviluppo, l'azienda saprà quali sono le competenze di cui i candidati avranno bisogno quando verranno assunti, ma conoscerà anche le opportunità di carriera disponibili e le attività di formazione necessarie affinché il team raggiunga i propri obiettivi professionali. L'intelligenza artificiale, quindi, incide non solo sull'efficacia di gestione delle competenze, ma anche su quella delle carriere.

In un periodo in cui la guerra dei talenti continua, la scienza dei dati assume un ruolo decisivo per studiare in dettaglio le nuove competenze e integrare efficacemente upskilling e reskilling. La creazione di accademie o centri di formazione in house, l'attivazione di servizi di formazione sulle normative in linea con la strategia aziendale e la fornitura di risorse ai dipendenti restano iniziative di importanza vitale. Tuttavia, bisogna fare molto di più per colmare l’attuale skill gap e per sviluppare competenze che saranno certamente necessarie domani.

Se non hai seguito il keynote di Vincent Belliveau, non preoccuparti. L'accesso alla piattaforma LT21 è disponibile fino a giugno. Quindi, se non l'hai già fatto, registrati e scopri i fantastici contenuti on demand quando ti è più comodo.

L'articolo originale è stato pubblicato sul blog francese di Cornerstone.

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