How to Leverage Competency-Based Learning to Upskill Employees for Skills of the Future

Thursday, April 2, 2020

If the words “upskill” and “reskill” are bantered about by executives in your organization, there’s a big opportunity for you to demonstrate your value. And if they’re not, they should be. According to LinkedIn Learning’s Workplace Learning report, L&D leaders’ abilities to identify, assess, and close skills gaps topped the learning and development priority list. Here are some fast facts: • The World Economic Forum predicts that employees will need an average of 101 days of reskilling and upskilling in the period leading up to 2022. That’s less than two years away. • On average, the shelf life of a skill is less than five years. • Soft skills have been identified as the skills of the future and are growing in importance. They transcend individual jobs and cannot be replaced by automation, digitization, and artificial intelligence. How can you leverage this situation to demonstrate your value? Competency models identify what organizations need people in particular roles to do for the organizations to succeed and create competitive advantage. These models intrinsically motivate people to mastery, ensure people remain relevant as skills change, and provide people with road maps for how to be great. If the competency models define the required skills, then you need to make sure you have or create competency-based learning to close the gaps. In this webcast, you’ll learn how to: • Create a thriving competency-based learning initiative. • Identify, assess, and close skill gaps. • Recognize what type of competency-based learning works to build skills of the future. • Help employees learn how to learn.

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