A recent McKinsey report found that 87% of employers anticipate or are currently encountering shortages in necessary skill sets. Add to that, artificial intelligence (AI) and machine learning are rendering certain human capabilities obsolete, and we’re experiencing a concerning number of job losses across industries.
These changes have created a disparity between the required skills and the available workforce, highlighting significant skills gaps. To address this, employers are seeking partnerships whereby organizations collaborate with training providers to deliver scalable, high-quality learning opportunities.
Understanding Training Partnerships
The first step to addressing any organization’s skills gaps is identifying the areas where its employees lack proficiency. To achieve this, organizations can use training partnerships to conduct comprehensive skills assessments, which can involve analyzing job roles, evaluating performance metrics, and gathering feedback from employees. By obtaining a clear understanding of the specific skills and lack thereof, organizations can then align their initiatives to address and bridge those gaps.
Advantages of Training Partnerships
By using training programs, organizations gain access to outside expertise and valuable resources. Collaborating with established providers gives organizations access to a wealth of knowledge, industry best practices, and specialized programs. These partnerships present a cost-effective and efficient approach to skill development on a large scale. By leveraging the experience and infrastructure of providers, organizations can improve the delivery of learning experiences that enhance their workforce’s capabilities.
How to Ensure Effectiveness
To bridge skills gaps effectively and maximize the impact of their training program, organizations should focus on the following techniques:
- Customization: Focus on developing customized training programs that will help organizations achieve specific goals tailored to their unique needs. By working closely with training providers, organizations can design and implement modules that align with their unique requirements. This customization ensures the program directly targets the identified skills gaps, which, in turn, maximizes its impact on the development of the organization’s success.
- Blended learning: Training partnerships can leverage blended learning approaches to enhance the effectiveness of skill development programs. Blended learning integrates conventional classroom-style instruction with online learning platforms, eLearning modules, virtual simulations, and interactive tools. This combination allows employees to access materials at their own pace and convenience while providing opportunities for hands-on practice and real-world application.
- Continuous learning: Building a culture of continuous learning is essential to sustain the impact of training partnerships. Organizations should encourage employees to embrace collaborative learning and provide ongoing support for their skill development journeys. This may include implementing mentorship programs, creating communities of practice, and facilitating opportunities for employees to exchange knowledge and experiences.
- Measuring success: To evaluate the effectiveness of training partnerships in closing skills gaps, organizations must establish reliable methods of measurement. By consistently measuring the program’s impact, organizations can make informed decisions based on data to refine and enhance their initiatives, ensuring the best-possible outcomes in addressing skills gaps. By prioritizing the measurement of effectiveness, organizations can continuously improve their initiatives, creating a workforce that’s skilled, adaptable, and well prepared to excel in the future.
In an environment of constant change and evolving skill requirements, training partnerships offer a scalable and efficient approach to bridge skills gaps within organizations. By collaborating with external providers, organizations can access specialized expertise and resources to develop customized programs. The use of blended learning strategies and the cultivation of a continuous learning culture further amplify the benefits of these partnerships.
Chris Pender is an accomplished professional who has built an impressive career in the finance and governance sectors. After graduating from Mansfield University of Pennsylvania in 2010 with a degree in Human Resources, he spent 4 years working in the finance industry, specializing in mutual funds.
Driven by a passion for nonprofit and volunteer work, Pender transitioned to the governance space, where he has spent the past 8 years advancing his career. He began his journey with BoardEffect, starting as a customer support specialist and later advancing to the role of client advocate.
Currently, Pender is the site lead for Diligent Academy, where he oversees the operations and facilitation of the learning and development program offered by the Academy. In addition, he serves as the retention director, focusing on strategies to retain clients and foster long-term partnerships.