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Upskilling y Reskilling: el arte de lidiar con el cambio constante

Cornerstone Editors

En un mundo en el que el cambio constante se ha convertido en una realidad, para prosperar, su negocio necesita resiliencia tanto organizacional como personal. Pero, ¿cómo puede hacerse resiliente? Vincent Belliveau, Director Ejecutivo para EMEA de Cornerstone, destacó en su keynote sobre la experiencia digital de las tecnologías de formación “Upskilling your People for Continuous Adaptability” (Mejorar las habilidades de sus empleados para lograr una adaptabilidad continua) cómo las organizaciones se están centrando en mejorar y reciclar las habilidades de sus empleados para adaptarse al cambio constante.

2020: el año en que empezó el cambio constante

Desde la llegada de la pandemia de COVID-19, preparase para el cambio incesante ha pasado a formar parte de la vida diaria de las empresas. Si hace tan solo un año, los líderes lo ponían en duda, en la situación actual, nadie discute esta realidad, que afecta a la vida cotidiana de todas las organizaciones. Por tanto, su empresa debe reinventarse para hacer frente a un mundo afectado por múltiples crisis. De este modo, estará mejor posicionada para capear el temporal, y al mismo tiempo continuar desarrollándose, adaptándose y prosperando.

El reto es inevitable. En los últimos meses, las organizaciones han tenido que digitalizar procesos rápidamente - a una velocidad sin precedentes, y la capacidad de respuesta y adaptabilidad de los empleados ha sido esencial. No obstante, aún queda mucho por hacer. Debemos continuar proporcionando a nuestros equipos las herramientas necesarias para ser resilientes y poder sobrellevar la incertidumbre, con el fin de poder sostener y ampliar los esfuerzos realizados durante el último año.

En otras palabras, tanto ahora como el en futuro, la resiliencia, combinada con la capacidad de sobrellevar la incertidumbre y la adaptabilidad, son habilidades esenciales para poder convertir el cambio en oportunidades para su empresa. Alvin Toffler afirma en "The Shock of the Future" (El shock del futuro) que "Los analfabetos del siglo XXI no serán aquellos que no sepan leer o escribir, sino aquellos que no sepan aprender, desaprender y reaprender".

La formación en el centro del Upskilling y Reskilling

Debemos ser conscientes de la importancia que han adquirido las habilidades para el éxito de las organizaciones. Por tanto, la función de RRHH debe centrarse en el desarrollo de habilidades para los puestos existentes (mejora de habilidades o Upskilling) y crear planes de desarrollo para nuevas funciones (reciclaje de habilidades o Reskilling). Incluso si el título de un puesto no cambia, algunas de las tareas realizadas por el empleado quedarán obsoletas con el tiempo y serán reemplazadas por otras nuevas. Para seguir siendo competitivo, cada empleado debe aprender a integrar esas nuevas tareas tanto en su ejecución como en su comprensión de su rol y de la empresa. Al mismo tiempo, las organizaciones deben crear nuevas profesiones y oportunidades laborales para responder a los cambios en su mercado a fin de satisfacer plenamente a sus clientes. Para aspirar a seguir teniendo éxito y a obtener una ventaja competitiva, las organizaciones deben combinar de forma simultánea el reciclaje y la mejora de las habilidades de sus empleados.

Según el Foro económico mundial, el 54% de los puestos corporativos requerirán un reciclaje o una mejora significativos de las habilidades en los próximos tres años. Además, el 40% de los empleados necesitarán actualizar sus habilidades en los próximos seis meses para rendir en su trabajo y contribuir a que la empresa prospere - lo cual demuestra que el reto al que hacemos frente es de una magnitud excepcional, pero no imposible. De hecho, este cambio en los lugares de trabajo y la necesidad de una formación regular ocupan un lugar central en las expectativas de los empleados: según un estudio publicado en 2019 por PWC, el 77% de los empleados quieren adquirir nuevas habilidades.

¿Cómo transforma la inteligencia artificial la eficiencia de la gestión de habilidades?

Según el Foro económico mundial, el rendimiento de la inversión en la mejora y el reciclaje de habilidades debería apreciarse en tan solo un año. Para alcanzar esta meta, las organizaciones deben ir mucho más allá en la implementación y la gestión de la formación. Actualmente, los empleados no dedican suficiente tiempo a la formación; de promedio menos del 1% de su semana. Esto se debe a la idea equivocada de que la formación no es "trabajo", y viceversa.

Sin embargo, es todo lo contrario. Ambos están inherentemente relacionados y son interdependientes si una empresa quiere ahorrar tiempo y lograr:

● un aumento de la eficiencia

● mayor productividad

● mejor calidad

Si observamos detalladamente las prácticas de las organizaciones líderes en su segmento de mercado, comprobamos que su éxito proviene en parte del hecho de que tienen implementada una rigurosa estrategia de formación en todos los procesos de RRHH y en todas las etapas del ciclo de vida de los empleados. Para lograrlo, la inteligencia artificial ocupa un lugar clave en la monitorización de las habilidades existentes y nuevas tanto para la empresa como para cada empleado.

Esto significa que debemos saber, con la mayor precisión posible, lo que cada empleado es capaz de hacer actualmente, qué habilidades tiene y qué nuevas habilidades desea adquirir. Al vincular esta información con las descripciones de los puestos de trabajo y los planes de desarrollo, su organización sabrá qué habilidades necesitan los candidatos al seleccionarlos, pero también las oportunidades de desarrollo profesional que se ofrecen a los empleados, así como la formación relevante necesaria para que su equipo alcance sus objetivos profesionales. Por tanto, la inteligencia artificial tiene un impacto positivo no solo en la eficacia de la gestión de habilidades, sino también de las carreras.

En un tiempo en el que la guerra por el talento continúa, la ciencia de datos está demostrando ser decisiva para estudiar en detalle las nuevas habilidades y mejorar y reciclar las habilidades de forma efectiva. La creación de academias o centros de formación internos, la implementación de una formación en materia de cumplimiento normativo en línea con la estrategia de la empresa y el suministro de recursos a los empleados son iniciativas que continúan siendo vitales. No obstante, tenemos que ir mucho más lejos para reducir las brechas de habilidades actuales de los empleados tanto como sea posible y prepararlos para las habilidades que seguro necesitarán el día de mañana.

Este artículo se publicó originalmente en el Blog de Cornerstone en francés.

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