While talent is upskilling and reskilling to become more talented and eligible for more and better-paying jobs, companies are offering their inhouse talent opportunities to upskill and reskill in order to retain them! So, these propositions, as the ‘Upskilling and reskilling for future jobs’ report by HRKatha in association with HeroVired rightly points out, are no longer just ‘nice to have’ but ‘must haves’.
The survey was conducted among HR and learning professionals to gauge and formulate the trends in business across sectors.
As many as 119 HR professionals participated in this survey, of which 53 per cent were senior managers and function heads, while 36 per cent held mid-management roles and around 11 per cent were CXOs.
Interestingly, a whopping 83 per cent of senior management professionals feel learning programmes should be a top priority for the CXO community. Additionally, 92 per cent CXOs believe that learning should be a top priority or very important for the senior managers.
For more insights, download the full study
The Survey reveals that a significant 50 per cent of the respondents from the logistics sector feel that learning requirement for HR is top priority. In comparison, in the IT/ITES space, only 45 per cent of the respondents feel the same. In manufacturing, 42 per cent of the respondents feel that learning requirement for HR is a top priority, whereas in BFSI and retail, 33 per cent each shared the same feeling and in healthcare only 29 per cent felt the same way.
Learning and development (L&D) programmes have to be designed with thought. The exercise has to begin rightly, with the right selection of learning partner. This choice is made mostly on the basis of the content offered. As per the survey, comprehensiveness of the course was the most important deciding factor for the IT & ITES sector (90 per cent), followed by BFSI (88 per cent) and hospitality (83 per cent). This wasn’t a top priority for the retail and logistics sectors.
When it comes to co-creating learning programmes with the learning partners, almost all respondents from sectors, such as BFSI, hospitality and retail, revealed that they always or often co-create learning programmes with their learning partners. That means, there is a great deal of involvement in the designing of learning programmes. Only 10-13 per cent respondents from sectors such as manufacturing, IT and retail said that they rarely get involved.
The importance of involvement cannot be stressed enough. After all, it is the level of involvement that will determine the quality and uniqueness of content. And the survey reveals that lack of uniqueness of content tops the list of deterrents that discourage participation. A significant 65 per cent say lack of uniqueness is the no.1 deterrent, while another 24 per cent consider it an important reason for people excusing themselves from learning sessions.
The L&D programmes in organisations are based on either the general business agenda or on the learning needs of the individual. However, the priority varies across sectors. The report reveals that the IT and ITES sectors focus on individual learning needs when it comes to L&D programmes, while in the retail, logistics, hospitality and healthcare sectors the general business agenda takes precedence.
