Addressing Skill Gaps in the Workplace

This is a time of rapidly evolving technology and shifting consumer expectations. With technology changing the way we work, the workforce is constantly required to adapt and upskill.

Understanding these skills gaps and how employers can address them is vital, not only for the success of individual companies but also for the economy as a whole. Recent research discovered that 56.1% of Canadian employers across all industries identified skills gaps in their workforce.

Addressing these skill gaps is essential for businesses to remain competitive and for employees to stay relevant in the job market.

What can companies do to address skills gaps in the workplace?

Addressing the skills gap in the workplace will take a multi-faceted approach. This will include:

Identifying Skills Gaps

Before a skills gap can be addressed, it first needs to be identified. Data analytics can help by providing insight into the skills required. This data can be from within a particular industry, or from the wider economy, with government and professional organizations providing valuable research and insight. By identifying particular gaps both within the organization and across the wider economy, companies can then tailor their own training and development programs to plug those gaps.

Training & Development

Training and development programs are essential for any organization looking to ensure a pipeline of skilled talent in key roles. By providing training opportunities, businesses can help their employees to upskill and acquire new competencies. Training programs can be delivered through various mediums including workshops, online courses, and on-the-job training. Training will increase employee engagement, job satisfaction, and productivity, leading to better business outcomes.

Cultural Shift

Addressing skill gaps will often require a shift in the mindset of both employers and employees. Employees must be willing to adapt to new technologies and upskill, while employers must be willing to invest in the development of employees. This requires a culture of learning and development to be fostered within the organization, where employees are encouraged to learn and grow continuously. Employers can also incentivize learning and development by providing career advancement opportunities and recognition for upskilling and reskilling. The aim should be to get ahead of the skills curve, giving your company a competitive advantage.

Build Partnerships

Employers can collaborate with educational institutions and training organizations to create targeted education and training programs that align with the skills needed in the industry. Such partnerships can also help employers create a pipeline of skilled workers to draw from in the future.

Recruitment Practices

Recruitment practices will always play an important part in addressing workplace skill gaps. Employers can target candidates with the right skill sets or those who have the potential to acquire them quickly. However, if a sector skills drought isn’t addressed through training and development, employers will be competing for an increasingly small pool of talent.

As technology advances, new job roles emerge, and existing ones require new skills. During this period of rapid change, employers will need to be proactive, helping talented people make the transition.