Why do we talk so much about upskilling and reskilling? On one side, because the business models have gone through deep transformation in the last years. On the other, because the speed of job evolution and change has dramatically increased. The skills needed to perform today are definitely not the same as 10 or 20
“We did it”! From training centres to corporate universities, from project managers to trainers, many of us noticed how considerably 2020 speeded up the digital transformation of training, i.e. the switch to distance learning. In actual fact, everything changed at once: our course designs, our working tools, and our approaches and teaching practices. So what
At a time of profound change in business models organizations, “upskilling” and “reskilling” are key in HR practices. But what do they actually mean and what is their impact?
Since the lockdown that we’ve seen in almost all countries, we hear the word virtual classroom very often. Face-to-face training has become distant. We as trainers need to be good architects to design attractive, robust, and effective systems that fulfill the original mission of developing skills.
Most statistics we read today about post-pandemic learning strategies concur with this statement: companies will keep increasing their virtual class training offering for their employees.
What’s happened so far ? In the previous blog post we have already stated that learning is a lifelong process and a necessity. We also argued for more positive learning experiences to be created.