Despite recognizing upskilling’s importance, organizations struggle with implementation, often relying on passive learning methods. The research highlights the necessity of upskilling for organizational resilience, emphasizing the need for L&D professionals to secure buy-in from leaders and align skill development with future needs.

What You’ll learn

• How upskilling is defined and approached in today’s organizations and why it holds such strategic importance. 

• The benefits and challenges commonly associated with upskilling efforts. 

• The areas where upskilling is needed across the majority of organizations. 

why we did the research

Even though upskilling is widely acknowledged to be important, putting successful upskilling programs into place is easier said than done. Training professionals frequently struggle to determine which skills to develop, how to design training programs that are relevant and how to ensure these initiatives align with broader business strategy. These difficulties lead to a discrepancy between upskilling’s intended purpose and its actual implementation. Our research aims to give L&D professionals some clarity on how to approach upskilling programs so they can better build the capabilities their organizations need. 

why it matters

While upskilling has been and continues to be a popular concept in corporate L&D, many organizations may still feel they’re fighting a losing battle to implement effective upskilling programs. This research highlights the need for organizations to move away from traditional, primarily passive learning methods and towards a more learner-focused and hands-on approach that meets the evolving needs of both employees and the business. 

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Table of Contents

• • About Training Industry, Inc. Research
  • Introduction
  • The Current State of Upskilling
  • The Tangible Impacts of Upskilling
  • What Upskilling Looks Like
  • Why We Did the Research
  • Conclusion
  • Terms and Conditions