The key steps in increasing business skills

In today's professional world, increasing skills is not just a competitive advantage, but an absolute necessity. For training teams and business decision makers, it is crucial to understand the mechanisms behind this process in order to optimize skills development programs. In the digital age, e-learning and new technologies open up new perspectives to accelerate and refine this increase in skills. But beyond buzzwords, what does this mean in concrete terms for companies and their employees? This article offers you a detailed exploration of the essential stages of skills development, from initial learning to automation, while offering keys to measure and evaluate the effectiveness of the actions put in place. In the end, a well-orchestrated upskilling process doesn't just improve individual performance; it directly contributes to a company's return on investment (ROI) by increasing productivity and optimizing human resources.

Understanding the rise in skills

The rise in skills in business represents a strategic process where employees develop new skills or reinforce existing ones. This process is essential for businesses to adapt to a constantly changing environment and to remain competitive in the marketplace. But what exactly does “upskilling” mean and why is it so crucial for modern organizations?

Definition: What is skills development?

Skills development refers to the process by which an individual Acquire, strengthen or adapt skills, often in response to changes in their professional environment or to changes in their responsibilities. In a business context, this may include learning new technologies, developing soft skills, or acquiring specialized knowledge in a given field. This process is all the more relevant in a world where technological innovations and market dynamics are changing rapidly.

The corporate learning process

Traditionally, corporate apprenticeships were limited to one-off training sessions. Today, it is part of a continuous logic, where the acquisition of skills becomes a career path. For example, a software developer may start with online training on new programming languages, followed by practical workshops and application projects. This continuous approach is not only more flexible, but it also makes it possible to better adapt to individual learning rhythms and the specific needs of the company.

Learning management platforms (or LMS) like Didask of course, play a key role in this process by facilitating access to varied educational resources adapted to the different skill levels of employees, but also by facilitating internal design, all the more so with the arrival of AI (which we are talking about in our article). LMS, AI and cognitive sciences, the winning e-learning jackpot).

Differentiating skill levels

Recognizing and differentiating the skill levels of employees is crucial to effectively structure training programs. These levels, ranging from beginner to expert, make it possible to target training courses and adapt content according to individual needs. For example, in a sales team, a novice could focus on the basics of the sales process, while an experienced collaborator could benefit from training in advanced negotiation strategies.

By using tools such as the LMS Didask, companies can not only offer personalized training courses but also measure progress and adjust programs accordingly. This level of personalization is essential to maximize the effectiveness of upskilling programs and to ensure that each employee can reach their full potential.

Thus, understanding and structuring the rise in skills within the company is not only beneficial for employees, but also strategic for the organization. This makes it possible to align the skills of employees with the company's goals, while ensuring continuous adaptation to market changes.

Key phases of skills development

Business skills development generally takes place in several distinct phases, each of which is essential to turn a novice into an expert. Understanding these steps allows training managers to structure programs to maximize learning effectiveness. Here is an overview of the key phases of skills development, illustrated by concrete examples.

1. Discovery phase

The discovery phase is the starting point where employees are exposed to new skills or knowledge. This phase is crucial to generate interest and lay the foundations for future learning. For example, in a technology company, a new collaborator could be introduced to basic cybersecurity concepts, such as common threats and data protection best practices. This introduction can be done through a variety of media, such as explanatory videos, reading materials or interactive sessions. At this stage, putting employees in a situation and testing them is not necessarily adequate, they would respond randomly or would find themselves in cognitive overload.

2. Initial learning phase

After discovery, collaborators enter an initial learning phase where they begin to deepen their understanding of the topics covered. This phase requires varied teaching methods to maintain engagement and facilitate information retention. For example, an employee learning to use new software could follow a series of video tutorials, participate in hands-on training sessions, and receive regular quizzes to reinforce their knowledge. The use of techniques like Learning spacing and active repetition is particularly effective at this stage. Likewise, role plays are also useful, the fact of testing yourself being in itself a learning tool, which we explain in our article. The testing effect: training by testing yourself to learn sustainably.

The Didask LMS can be a valuable tool in this phase because its educational AI automatically recommends the most appropriate teaching methods according to your challenges.
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3. Remediation and improvement phase

The remediation phase is a stage where employees train and challenge their performance and have the opportunity to correct their mistakes. It is in part here that the scenarios are precious and highly effective, plunging the collaborator into dilemmas such as those experienced in these missions, where he can freely make mistakes and then receive corrective feedback that will guarantee its progress. This phase is essential to consolidate the knowledge and skills acquired. For example, if an employee encounters difficulties with certain software functionalities, they can benefit from additional training sessions or targeted tutorials to fill the identified gaps. Personalized mentoring, possibly supported by educational AI tools such as Didask's, can also guide employees in a specific and effective way with ever more personalized and relevant feedback. To explore the subject of feedback in more detail, I recommend our article Learning by trial and error: unleash the potential of feedback.

4. Consolidation phase

Consolidation is the phase whereThe skills acquired are solidified through practice and repeated application.. At this stage, employees are encouraged to use their new skills in real or simulated contexts to strengthen their confidence and expertise. For example, a collaborator trained in new project management techniques could be awarded a pilot project to apply the methods learned. This ongoing practice is essential for transforming theoretical knowledge into practical and sustainable skills.

5. Automation phase

Finally, the automation phase is reached when skills become instinctive and that the collaborator can apply them with little conscious effort. This phase is characterized by smooth and effective performance, often crucial in work environments requiring rapid responsiveness or advanced expertise. For example, an experienced financial analyst can quickly assess the viability of an investment without going through a comprehensive formal analysis, thanks to years of practice and skills consolidation.

Measuring and evaluating skills development

Assessing skills development is essential to verify the effectiveness of training courses and to adjust learning strategies. This step allows you to ensure that employees really acquire the skills they need to meet the requirements of their position.

Performance indicators

Performance indicators play a crucial role in assessing competencies. They include pre- and post-training tests, practical evaluations, and employee feedback. For example, measuring project management skills before specific training and comparing post-training results can reveal the impact of learning on employee performance.

Assessment tools and methods

Assessment tools must be adapted to the competencies targeted. For technical skills, simulations and practical exercises are particularly useful. The Didask blog article on pedagogical effectiveness explores various assessment methods and their relevance to different competencies.

E-learning technologies, such as those offered by The LMS Didask, make it possible to collect accurate data on the learning of employees, thus facilitating a rigorous evaluation of the skills acquired. For example, the Didask LMS uses data analytics to provide recommendations for improvement, which helps training managers refine their programs and maximize the impact of training.

Conclusion

Skills development is therefore a complex but essential process for companies seeking to remain competitive in a constantly changing environment. Understanding the different phases, from discovery to automation, makes it possible to effectively structure training programs and ensure sustainable skills acquisition. Measuring and evaluating this process, through performance indicators and adapted tools, is crucial to validate the effectiveness of the strategies put in place and to make the necessary adjustments.

This not only guarantees the individual development of employees but also a strategic alignment with the company's goals. Let's keep in mind that a well-orchestrated increase in skills contributes directly to the return on investment (ROI) of the company by improving productivity, reducing errors and increasing employee satisfaction.
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