Skills Obsolescence: Strategies for Remaining Competitive

Faced with a rapid evolution of the labor market, the obsolescence of skills is becoming a major challenge. A study by Dell and the Institute of the Future in 2018 reveals that 85% of jobs in 2030 do not yet exist, highlighting the speed of change in professional requirements.

This transformation is largely driven by technological advances, such as artificial intelligence, which is redefining the jobs and skills needed. In fact, the establishment ofan upskilling and reskilling strategy has become crucial, as the lifespan of a skill has increased from 30 years to only 12 to 18 months, with an even more frequent need to be updated in areas such as IT.

Understanding the obsolescence of skills

What is skills obsolescence?

Defined by Josh Kaufman in 1974, skills obsolescence refers to the situation where a worker's knowledge or skills are no longer sufficiently up to date to allow him to remain efficient in his current or future professional activity. This concept highlights the potential gap between the skills acquired by an individual and those required by their position or sector of activity. To deal with it, a effective talent management becomes indispensable.

Factors contributing to obsolescence

Among the main factors of skills obsolescence, rapid technological change occupies a prominent position, especially in areas such as computing and digital technology, where technical skills can become outdated in just a few months. This problem is particularly sensitive in companies with a volume recruitment process important.

Impact on businesses and careers

Skills obsolescence has a significant impact both on businesses and on individual careers. For businesses, it can limit productivity and competitiveness. For retain its employees and maintain their commitment, it is crucial to invest in their professional development. According to a McKinsey study, between 75 and 375 million workers may need to retrain by 2030.

Proactive skills management strategies

Regular assessment of required skills

For reduce turnover in companies and keeping skills up to date, it is essential to conduct a regular assessment of the skills that are essential within the organization. This approach requires:

• A complete map of current skills
• Anticipating future needs
• A predictive management of jobs and skills (GPEC) approach

Development of adaptive training plans

Developing adaptive training plans is an essential strategy to prevent skills obsolescence. These plans should be:

• Flexible and adjustable to changing needs
• Continus to allow regular updating of knowledge
• Motivating to encourage employee participation

Creating a culture of continuous learning

Building a culture of continuous learning is critical to keeping employee skills up to date. This involves:

• The promotion of a mindset oriented towards lifelong learning
• The use of modern HR management tools
• The establishment of mentoring and coaching programs

Techniques and tools for competent renewal

Mentoring and coaching

Mentoring and coaching are key methods for developing and renewing skills within teams. These approaches allow:

• Customized and effective learning
• A transfer of know-how between generations
• Personalized skills development

Use of digital learning technologies

Digital learning solutions offer:

• Flexible and accessible training
• Personalized content
• Precise monitoring of progress

Partnerships with educational institutions

Educational partnerships make it possible to:

• Create custom programs
• Preparing future talent
• Strengthen the qualification of the workforce

To remember

Competence management is a fundamental pillar for the success and sustainability of businesses in a world that is constantly changing. By implementing these strategies, companies not only keep the skills of their employees up to date; they also boost their autonomy and productivity, while ensuring a constant ability to adapt to technological and organizational changes.

FAQS

What is skills obsolescence and how is it defined?

THEObsolescence of skills refers to the situation where a worker's knowledge or skills are no longer sufficient to maintain an optimal level of performance in his current or future job. Introduced by Kaufman in 1974, this concept highlights the gap between the skills possessed by the individual and those required by his position or sector, a gap often compounded by the rapid progress of technologies and the evolution of working methods.

What are the main factors that contribute to the obsolescence of skills in companies?

Several key factors promote the obsolescence of business skills, including advances technological and digital, changes in working methods, the revolution in professions, the age of technical skills, and the lack of continuing training. Added to this are the atrophy of skills through non-use, unfavorable economic conditions, and the organizational neglect of certain skills essential to the business.

How can businesses rethink their training strategies to fight skills obsolescence?

To combat skills obsolescence, businesses must reinvent their training strategies by giving priority to digital technology and short courses, anticipate their training needs and promote Soft Skills. It is essential to develop continuing education plans, to exploit digital technologies to facilitate distance learning, and to promote knowledge sharing between employees. Identifying vulnerable skills and offering targeted training is also essential to maintain the employability and competitiveness of employees.

What role do soft skills play in the prevention and management of skills obsolescence?

Les Soft Skills are decisive in the prevention and management of skills obsolescence, as they allow employees to adapt quickly to changes in the labor market. These skills, such asadaptability, the communication, the creativity, and teamwork, are less likely to be replaced by machines and remain relevant despite technological advances. They also promote lifelong learning, motivation, commitment, and allow workers to take charge of their ongoing professional development.