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The rapidly changing face of technology is causing a requirement for new skills at a quicker pace. New technologies are managing a large majority of mundane & manual tasks as well as undertaking complex knowledge-based work— like research, coding, and writing — the ones protected from interference so far. The median life of skills is around 5 years, and in the tech industry, it’s a terrible 2 years or so. Not everyone working in the knowledge sector be it Best Salesforce Partners or otherwise, will be out of work but they will soon realise that tech tools like AI are going to alter the nature of what they do. As a result, they will be working in brand new lines of work. Wow, isn’t it?
The way forward to keep our millions of people employed is to upskill or cross-skill the staff such as those working with Salesforce Global Partners. It’s the only way to keep people from being given the red slip. Companies have an important role in ensuring that their employees ride the big bump, and it's crucial that they start working on the same right away. Unfortunately, the efforts have been ineffectual, half-hearted, and not planned. Hence the results have not been encouraging say Salesforce platinum partners.
The task of reskilling / upskilling staff is not the sole responsibility of the human resources and/or training department in Salesforce platinum partners. It is the collective responsibility of all levels of management beginning with the C-suite leadership. They educate the staff in salesforce platinum partners about the link between reskilling & strategy. They also educate repeatedly all levels of management on their participation in these reskilling efforts as vital for the success of the company. Each team head is accountable for designing & providing reskilling plans or strategies to enable the business to meet its objectives, and this task is linked to their performance assessments. Big brands have put this into action in their offices.
The below factors are important in the reskilling strategy of a business state Salesforce Global Partners:
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Comprehending supply and demand. For a successful reskilling program, businesses require a detailed comprehension of the supply (skills present internally and externally) and demand (skills that are going to be trending) of skills.
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Recruiting and testing. Reskilling programs succeed when businesses have a clear set of enrolment parameters for staff, as some of the staff may not possess the combo of motivation and personality traits to be eligible for reskilling.
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The middle management must be onboard. In many companies, middle managers are reluctant, disinterested, and so on. They may not be keen to onboard reskilled personnel on their team or feel that staff won’t be able to devote time to their present role while being reskilled. By putting the onus on the middle management, reskilling works confirm Salesforce platinum partners.
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Build skills within workflows and processes. The sophisticated approach for reskilling is to provide maximum training/skilling in the form of shadowing seniors, internal apprenticeships, and so on.
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Matching profiles and reskilled personnel. Reskilling works when the reskilled workers are employed/matched in profiles that have a future and are in demand. It motivates them to confirm Best Salesforce Partners. Once positioned in their new roles, the reskilled staff require support in the initial phase to succeed for themselves and the reskilling strategy.
Also Read: FUTURE ROLE OF AI IN SALESFORCE
About the Author
Mohit Sharma
Mohit is Practice Lead, 15x Certified Salesforce Consultant, Salesforce trainer, blogger, writer, and full-time husband. With over 8 years of experience implementing Salesforce, and an obsession for innovation, ready to tackle any new project that comes his way.
