Re-skilling
IR 4.0 is expected to result in many job displacements to a certain extent. Companies should
have to make the investment in the re-skilling of the labor force to prepare for this expected shift.
Equipping an employee to learn new skills to perform in a new position that requires a different
skill set from those needed in their previous position. Reskilling refers to training employees in
brand new skillsets, often replacing either outdated or less in-demand skills with new or more
relevant skills better suited to a changing industry. An example would be retraining manual
laborer in digital skills such as coding. Recruiting, interviewing, vetting and hiring new
employees is expensive and time-consuming, even before you get to onboarding. And even with
a solid hiring process, there’s always a chance that a hire might not work out.
When you reskill your current employees, you avoid the costs and the long timeline of hiring and
onboarding a new person. That frees your resources to help your existing people get up to speed
for their next role in company.
How workers up-skilling in garments ?
Encourage associates to build a Personal Development Plan that includes competencies that they
want to improve upon and skills they want to gain. Empowering Garments & textile industries
employees to come up with their own plan is key to the success of the upskilling training
program. Employees can identify new skills and competencies that resonate with them as
opposed to being told what they need to learn.
Conclusion
Securing employability and social progress means giving more people better skills
to compete, collaborate, and connect in ways that drive our societies forward. It
requires putting the premium on skills-oriented learning throughout life instead of
qualifications-focused education upfront. The social partners can make an important contribution
to developing curricula that include broader, transferable skills and ensuring that good quality
training is available to all. Quality career guidance is essential: People who have the latest labor
market information at their fingertips can help steer individuals to the education or training that
would best prepare them for their prospective careers. Coherent and easy-to-understand
qualifications are important to help employers identify potential employees who are suitable for
the jobs they offer. Not least, helping employers make better use of their talents is key.
None of this is easy; none is done overnight. But the world is indifferent to tradition and past
reputations, unforgiving of frailty, and ignorant of custom or practice. Success will go to those
individuals and nations that are swift to adapt, slow to complain, and open to change. The task of
governments is to help citizens rise to the challenges
Part 2 ----
Employee perspective
New technology is implemented frequently in the workplace, placing new demands on
employees that may cause stress and anxiety in the process. In addition, many people now
engage in virtual work with few human interactions and an increased possibility of frustration
with new, complicated technology. Employee attitudes toward new technology are important
because attitudes influence behavior. Thus, manager behavior that impacts employee attitudes
toward new technology may, in turn, influence employee work behaviors that are necessary for
efficiency and productivity.
Keep employees up on technology by tying training to job requirements. By doing so, new skills
can lead to a promotion or even a pay increase. In a past job, we did this every day. It was great
to be able to award employees with an increase for every new skill.
Take small steps when introducing new technology to employees and be patient. Some
employees may pick up on it quickly, but others will need some extra training and time. Invest in
the extra training sessions for the less tech-savvy employees
Win hearts and minds by emphasizing how the new technology benefits the organization and
makes employees’ lives easier. Encourage adoption by rewarding employees in ways that are
most meaningful to them. Build the new technology into the routines and rhythms of the
workday as soon as possible
Reskilling: What Is It And Why Is It Important? - Insperity
