It's a digital world and digital advancements are set to proceed at the same phenomenal pace that they have done in the last decade. There will be no slowdown, so global employees who are not currently up to speed with the latest digital technologies need to focus their attention on upskilling to cover any skills gap.
At many global companies, the responsibility for digitally upscaling initiatives for the wider global workforce falls to the human resources team. They are often tasked with implementing training programs and online learning to ensure that a globally dispersed workforce have the tools they need to develop digital skill sets that the wider organization is currently implementing or aims to do so in the future.
This is a challenging project for many HR leaders and human resources professionals-the global workforce is very diverse-the younger, more digital savvy generation might be very engaged and open to this kind of training, but another generation may struggle for engagement when it comes to the rapid pace of change with the technology they work with.
In this article, we are going to look at some of the ways that HR leaders can make a digital upskilling and engaging process for employees and one that delivers long term benefits. It is of crucial importance to get this right as digital transformation and capabilities can have a direct impact on company performance, culture and revenue streams.
Start with the why of digital upskilling
Effective communication is important with any human resources initiative and a digital upskilling project is no different. It will help them understand fully why there is a requirement for digital upscaling and how it relates to their roles as well as the wider business objectives.
The communication has to be done with real clarity as well as urgency-outlining the need for digital upscaling and explaining clearly how the global workforce will be in a much stronger position when the training has been complete. The message needs to convey how upskilling programs are here to empower learners with core competencies in new technology.
It is important to get C-Suite and business leaders to buy in from the start-many members of the global workforce will value hearing from them. A clear, concise and carefully planned communications strategy could be a strong starting point in any project to roll out digital upskilling training across a global workforce.
If you explain the why, and everybody fully understands what is happening, when and for what specific reason-then you have a better chance of working with an engaged audience who will be open and interested in these new skills they are about to learn. It is also important during this communication rollout to highlight the fact that your global workforce already has a significant amount of skills-the digital upskilling program is not about disregarding prior skills or even replacing them-it is more a case of making them more relevant for the digital economy that we all live in and there is value in highlighting this to all participants so that they don't feel marginalized or lacking.
Upgrade your L&D software
Internal learning and development programs and software will be the go-to option for rolling out a digital training program at most multinational companies. It makes sense, these interactive online portals allow people to work at their own pace and complete mandatory and voluntary training programs for important skills development and new ways of working.
For engagement levels to be at their highest, this learning and development software needs to have a sleek design and offer an intuitive, user-friendly experience. Some people will inevitably be resistant to the new training and legacy software, or outdated systems will do little to improve engagement rates here.
It is also a good idea to make this software is easily accessible in any location and ensure that it is optimized for mobile use-this will help any training to reach as wide an audience as possible. Some people like to learn on their own time at home when things are quiet-the ability to log in externally on their preferred mobile device and quietly catch up on a bit of training is something that is likely to be very appealing. The software should help them track their progress and enable them to immediately pick up where they left off, even if several weeks have passed since they last logged in.
Align training to strategy for more employee engagement
There is nothing more dispiriting than the feeling that you are learning something that you won't be able to use on a practical level in the future and that your time is perhaps not being put to the best of use.
It is the responsibility of the leadership team to ensure that all digital upskilling and training are aligned to the overall business strategy. This is about ensuring the core purpose behind the training has a clear and defined goal. When global employees feel that the training they are receiving will help them become better at their jobs and make them more marketable as employees in the future, then you are far more likely to see a corresponding rise in engagement levels. It is motivating to know your upskilling efforts have a clear connection to your world of work
Employees are more likely to be engaged also when they feel that the new level of digital upskilling they are receiving can help them climb the career ladder inside the organization. If the training they are receiving is very much connected to the go to market business plan and aligned with the wider strategy of the organization, then they will feel that the new skills they are learning are going to be put to use very quickly. Engagement and motivation will follow, especially amongst those employees with strong career growth ambitions.
Make training and upskilling part of the culture
If employees feel that there is a culture of continuous learning and development as well as digital upskilling that is clearly widespread within the organization, then it becomes something of an accepted norm as opposed to something open to scrutiny and question.
They will want to fit in with the culture of the company, and HR or leadership teams can communicate and advocate from an early stage that lifelong learning and development is part of the identity of the organization. In these situations, it becomes less of a task to be completed and more of a way of life inside a company. Digital upskilling initiatives are likely to be adopted by a higher number of people if it is something that is ingrained in the company culture and spoken about consistently.
If you promote a company culture that focuses on creating a global employee base that is resilient and adaptable to change, then you can embed a mindset where regular and ongoing digital upskilling and training is simply a natural consequence of company culture that's something to be expected. With this type of culture in place, you will find that you are less likely to receive questions like “ how long will this training take or when will I have completed my upskilling project”- instead, people will accept it as a way of life and understand that there really isn't any finishing line-learning is simply something that is a way of life and those who fail to get on board with it are the ones who will be acting outside of the company culture.
Many global employees of course are diligent and hardworking professionals who are keen to learn and develop new skills, particularly in the digital arena, which they fully acknowledged is the future of business. They want to grow, learn and adapt-providing them with the best and most engaging learning experience possible, can even become a valuable retention tool.
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