Table of Content
Introduction
The world is going through a rapid digital transformation in 2023, which will continue to 2024 and beyond. Newer technologies like AI, ML, AR, VR, XR, and blockchain will continue to revamp how anyone shows up at work. Employers are demanding more employees and in the highly brittle, non-linear, and anxious world of work, employees need to skill up fast. So, read the role of HR tech in upskilling employees below.
If you’re an HR person, this can be a helpful post for you. Lead the talent management and development wing of your HRD easily when you implement manpower and succession planning processes in your firm.
More than that, trust a solution that is highly customisable, personalised, and scalable to allow your team members to upskill constantly and add value like a pro.
Also read: The Future of Employee Training and Development
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What is the role of HR tech in upskilling employees?
Employees need this technology in their working ecosystem to grow and upskill fast. They need to adapt to the changing world of work and be more flexible when it comes to project management and leading with a drive to bring necessary change in their teams, work profile, mindset, and the desired outputs from their deliverables.
All that and more is easily possible when they have the right tech tools to automate their work with digital smarts and increase their hour-wise productivity like never before. Read below all such references in detail:
- Automating daily tasks at a click
Recruiters, managers, and leaders can automate their daily tasks like follow-up emails, workflow engines to set up, event reminders, and instant notifications to clear approvals.
When leaders invest in such intelligent workforce management systems, they can create a better rapport with their employees. They know what the real issue is and can mentor their staff to plan their workdays accordingly to meet both professional and personal commitments without roadblocks.
That way, keeping a mental check on your teams’ well-being becomes a priority. So you no longer focus your energy, time, and efforts on mundane tasks when AI tech is there to assist you with that. It improves your productivity as a leader, manager, or recruiter. This creates a ripple effect on your subordinates as well.
- Enrolling in the latest courses uploaded in the eLMS
Learning new courses, chapters, and skills is of paramount importance for the workforce to remain employable. It helps them to earn a new stream of transferable knowledge and skills. This empowers them to take on difficult projects and tasks.
So, the eLMS function, which employers enable in uKnowva, enables the course content creators to upload new sessions, training modules, and chapters there. Each group of employees can enrol in these courses as granted or permitted by the reporting manager or the super admin.
Reporting managers get insights into the courses at the backend. They know which employee is enrolling in the maximum number of courses and which of those are completing the courses at a faster rate.
Also, managers can make the course downloadable so that employees can upskill themselves whenever required.
- Self-rating oneself for the performances genuinely
Self-rating is a disciplinary action and practise for employees. They become more self-aware about their achievements when they rate themselves and leave remarks. After leaving the remark, they know the areas where they need to improve.
Managers can then create a roadmap to help them scale up their performances and become more indispensable in the times ahead.
- Endorsing one another for the skills you’re known for
Peers can endorse each other for the skills they think others are good at. At times, employees are not sure what kind of skills they are excellent at. However, when they work with others, they will know.
uKnowva allows each employee to endorse one another on a different skill set. It helps the reporting and project manager know which one to assign to the new and challenging role with minimum effort later on.
These skill endorsements from other subordinates or members from other departments help the reporting manager know if their team members are ready for a job promotion.
- Create a KRA template with AI Suggest before evaluating performances
Managers must create KRA templates in a fast-growing company at a rapid speed. This saves 15 hours of their manual work and revamps their efficiency within seconds. They won’t then need to depend on manual research work or can easily refrain from changing the team’s KPIs frequently.
Such a tool is AI Suggest, which generates the core competencies and KRA attributes for the manager within seconds. These managers get a fair estimation of which skills and projects they should be expecting from their team according to their job role and skill sets required.
Then, they design and execute a succession planning process accordingly to promote each one of them on time.
Conclusion
From the above 5 points, I hope it’s clear that smart HR tech is here to drastically change the way reporting managers focus on developing their talented individuals. The career path takes a favourable, purposeful, and value-driven shape while upskilling employees. For that, they need tools, tech, and provisions to allow them to own up to their workdays and make sure that they know what the organisation is expecting out of them on any day.
FAQs
What strategies can organisations implement to ensure a smooth transition to a tech-driven upskilling approach?
Explore best practices for introducing future-ready HR Tech into upskilling initiatives, considering factors such as employee acceptance, training methods, and change management to ensure a successful transition.
Can HR Tech help in measuring the effectiveness of upskilling programs?
Leverage the interactive and live analytics integrated with our software that tracks employee progress, assesses learning outcomes, and provides valuable data for continuous improvement.
How can HR tech contribute to personalised upskilling plans for employees?
Analyse individual skill gaps and recommend tailored learning paths for each employee. Use the eLMS function and ensure each employee has fair opportunity and access to upskill and reskill themselves on time.
