Here’s an inconvenient truth about the composition of corporate workforces across the world. Not everyone is a super star or even an above average performer. As a matter of fact majority of our workforces are just about average. Why should you focus on how to reskill mediocre employees in your firm? Well, let’s check out some numbers first. 

As the Fourth Industrial Revolution’s technologies alter jobs, we’ll need to reskill more than 1 billion people by 2030. 42 percent of essential skills required to execute existing professions are likely to change in the coming two years. Aside from high-tech talents, specialized interpersonal skills, such as sales, human resources, care, and education, will be in high demand.

The world is in desperate need of reskilling. According to OECD projections, more than 1 billion employment, or about one-third of all jobs worldwide, will be altered by technology during the next decade. According to the World Economic Forum, 133 million new jobs will be produced in major economies by 2022 to fulfill the demands of the Fourth Industrial Revolution. [Source]

Simultaneously, economic and demographic trends further strain today’s workforce. As we enter a new decade, dubbed the “decade of delivery” by the UN and others for significant transitions to a more sustainable world, we must also focus on ensuring equitable, inclusive progress to equip and allow the world’s people to succeed in the future occupations.

How do we ensure that no one is left behind around the world? Many of the latest upskilling programs are in the form of “radical reskilling,” which entails assisting workers in gaining the skills needed to enter occupations other than their current ones. With the rise of the coding Bootcamp over the last decade, many programs now educate workers for the tech industry. Some have shown promising results, and corporations are becoming more involved as companies such as Amazon and Walmart invest in their reskilling programs for existing employees.

These new models appear to have promise as a component of our economic recovery, and they have received plenty of media attention. Are they, however, in line with the goals and ambitions of employees?

Six Corporate Training Example Use Cases Made for Mobile Learning

In this blog, we'll dive into six examples of corporate training topics and approaches you should consider for mobile learning. We'll also lay out the reasons mLearning will enhance training in that area.

How to create eLearning courses for new learners?

In order to effectively train, we have to evaluate how we present information and make it easily accessible to both novice and expert learners. The trick is though; we can’t dumb down information to the point that it sounds condescending. Remember, at one point there was a time even you didn’t understand the techniques you are now training, keeping that in mind will help direct your training style.

The Cognitive Science of Corporate Training: Massed Practice vs. Spaced Practice

Crammed or typical learning (learning in a hurry and all at once) does not aid retention. But when learning is both spaced out and repeated, you remember more. As an instructional designer, it is imperative that you know the difference between the two learning methods, so you can design courses that stick.

Getting more from your training programs

Given how important skilled workers are, companies must do better at creating them. When senior leaders focus on making training work and get personally involved, improvement can come rapidly. The content of the training itself is not the biggest issue, though many companies could certainly improve it.The most significant improvements lie in rethinking the mindsets that employees and their leaders bring to training, as well as the environment they come back to afterward. These are tasks only senior leaders can take on.