Self-paced course · One-time payment
Enroll now — $97Secure checkout by Stripe. Course access is added to the account for the email you use at checkout.
Workplace Reskilling is a self-paced course for managers, HR and learning professionals responsible for helping employees build new skills as roles change. Eight lessons cover the business case, skills gap analysis, designing learning pathways, choosing learning methods, on-the-job learning and mentoring, supporting employees through change, internal mobility and measuring results, so you can run a practical reskilling programme in your team or organisation.
What you will learn
- Build a business case for reskilling rather than hiring or restructuring
- Run a skills gap analysis using a simple skills framework
- Design learning pathways that combine formal learning with on-the-job practice
- Support employees through the personal side of changing roles
- Measure the results of a reskilling programme and improve it
Lessons
- The Business Case for Workplace Reskilling
- Running a Skills Gap Analysis
- Designing Learning Pathways
- Choosing Learning Methods and Resources
- On-the-Job Learning, Mentoring and Coaching
- Supporting People Through Role Change
- Internal Mobility and Career Paths
- Measuring Results and Building a Learning Culture
Self-paced course from Skills Learning Hub. Educational content only. Completing the course earns a Certificate of Completion, not an accredited qualification, licence or credential.
Lessons
The Business Case for Workplace Reskilling
Free PreviewRunning a Skills Gap Analysis
You cannot plan reskilling without knowing which skills the organisation needs, which it already has and where the gaps are. A skills gap analysis provides that picture. It does not need to be a large consulting exercise; a focused analysis of one team or job family is often enough to start. Define future needs Begin […]
Designing Learning Pathways
A learning pathway is a structured sequence of learning experiences that takes someone from their current skill level to the level a target role requires. Good pathways are clear, realistic and connected to real work. They help employees see where they are going and help managers plan time and resources. Start from the target role […]
Choosing Learning Methods and Resources
Organisations have more learning options than ever: online courses, workshops, coaching, simulations, communities of practice, apprenticeships and more. Choosing well means matching the method to the skill, the learners and the constraints, rather than defaulting to whatever is cheapest or most familiar. Match method to skill type Different skills develop in different ways. Knowledge, such […]
On-the-Job Learning, Mentoring and Coaching
Most of the capability people build comes from doing real work with good support. Formal courses introduce ideas; practice in the workplace turns them into reliable skill. Managers, mentors and coaches make that practice effective by structuring it, giving feedback and helping people reflect. Structured on-the-job learning On-the-job learning works best when it is planned […]
Supporting People Through Role Change
Reskilling is not only a technical exercise. Changing roles affects people's identity, confidence, relationships and sense of security. Employees who feel anxious or unsupported learn less effectively and are more likely to leave. Attending to the human side of change is therefore essential to any reskilling programme. Understanding the emotional response People respond to role […]
Internal Mobility and Career Paths
Reskilling only pays off if people can actually move into new roles. Internal mobility, the movement of employees into different roles inside the organisation, connects learning to opportunity. Without it, newly skilled employees may take their skills to another employer. Barriers to internal mobility Common barriers include managers reluctant to release good performers, internal vacancies […]
Measuring Results and Building a Learning Culture
A reskilling programme should be judged by whether it changes capability and business results, not by how many courses were completed. Measuring the right things helps you improve the programme, justify continued investment and build a culture in which learning is part of normal work. Levels of evaluation A common way to structure evaluation looks […]
Self-paced course · One-time payment
Enroll now — $97Secure checkout by Stripe. Course access is added to the account for the email you use at checkout.