In today’s rapidly evolving workplace, ensuring employees have comprehensive skill sets is increasingly critical for companies that want to remain competitive. However, this is challenging in the current landscape. Skill gaps are pervasive, so recruiting candidates with the missing capabilities is only sometimes practical. Fortunately, learning and development (L&D) initiatives can be used to fill learning gaps in the workplace.
A robust L&D program can provide employees with the capabilities and knowledge they need to keep up with changing business demands. As a result, it can allow companies to address shortcomings in their workforce proactively. Here is a look at some ways L&D initiatives can be used to fill learning gaps in the workplace.
New Hire Training Programs
When many companies think about new hire training, they focus on broad onboarding needs. That usually includes basic introductions to the workplace, required safety training, mandatory cybersecurity courses, and similar topics that need to be covered with every incoming employee.
However, expanding new hire training to address skill gaps is wise. By introducing L&D opportunities at this stage, incoming employees get a stronger foundation, leading to better performance in their roles. Plus, it creates opportunities to close learning gaps within their team as they become a member, allowing them to support their department more easily or assist with training others in the chosen area.
Upskilling for Existing Employees
Upskilling is a pillar of many L&D programs that focus on future-proofing. The concept revolves around identifying existing learning gaps within teams, identifying top talent with the ability to close those gaps, and offering targeted training to give them the needed skills or knowledge.
Ideally, upskilling is an ongoing practice. Companies can consider their current and future requirements regarding workforce capabilities and then create suitable training to ensure the correct employees acquire the needed skills. By doing so, skill gaps are handled before those capabilities are technically required, making it a far more proactive strategy.
Training for Rehires
Many companies are increasingly open to rehiring former employees, particularly those who performed well. While these returning workers are usually at least generally familiar with the environment, they’re often unaware of any changes that occurred since their exit.
By adding training for rehires to your L&D plan, you can ensure that the returning employees don’t have any problematic learning gaps. Along with refamiliarizing them with aspects of the role that haven’t changed, they can be introduced to any adjustments since they left. As a result, they won’t default to practices that have since been abandoned, increasing the speed at which they’ll reach total productivity.
At Clarity, we have over 30 years of experience in L&D, giving us the knowledge and expertise to assist companies that want to harness training to address learning gaps quickly and efficiently. Plus, if you’re trying to expand your internal L&D team, Clarity can be your candidate search ally, connecting you with top talent when needed.
Contact us today.
