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L&D's Role in Closing the Soft Skills Gap
The document discusses strategies for addressing the soft skills gap within organizations, highlighting common mistakes and effective training methods. Key points include the importance of conducting proper assessments, identifying necessary skills, and prioritizing employee upskilling over hiring. It emphasizes the need for engaging training content and various delivery methods to maximize learning and effectiveness.
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L&D's Role in Closing the Soft Skills Gap
- 2. Presenting Today Katie Miller MarketingEvents Strategist BizLibrary
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- 5. Poll Question What method/shave you tried to fill the soft skills gap at your organization? A. Hiring sprees B. Brought in outside help (consultants) C. Administered pre-hire assessments D. All (A-C) E. Other (type in the chat)
- 6. Poll Question Were yousuccessful in closing the soft skills gap at your organization with the method/s you chose? A. Yes, our soft skill gaps are filled! B. Somewhat, but we still have work to do. C. Not at all.
- 7. During the webinartoday, you’ll learn: • The common mistakes companies make when trying to close their soft skills gap. • How to conduct assessments of current soft skills and bring your whole company on board with training. • Ways to implement training strategies that will help close your soft skills gap.
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- 10. 83% HR PROFESSIONALS REPORTEDHAVING DIFFICULTY RECRUITING SUITABLE JOB CANDIDATES IN THE PAST 12 MONTHS 75% HR PROFESSIONALS SAID THERE ARE SKILLS GAPS IN JOB CANDIDATES SHRM 2019, The Global Skills Shortage https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%20Skills%20Gap%202019.pdf
- 11. What are SoftSkills? Emotional Intelligence Critical Thinking Creativity People Management Decision Making Soft Skills Soft skills are the competencies that allow your employees to interact effectively and productively with others, no matter the role or the setting.
- 12. 12 25% of aperson’s long-term career success was attributed to technical skills. Soft skills training in five different factories yielded a 250% ROI in just eight months
- 13. Common Mistakes Companiesare Making o Blaming Others o Not Focusing On The Right Skills o Not Doing A Proper Assessment o Not Upskilling Fast Enough o Poor Training Strategies
- 14. Blaming Others bizlibrary.com |YOUR ONLINE LEARNING PARTNER 14
- 15. Not Focusing onthe Right Skills 75%of 2,000 full-time workers plan to learn new skills because they want to advance in their careers. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/employers-need-to-broaden-strategies-to-close-skills-gap.aspx
- 16. bizlibrary.com | YOURONLINE LEARNING PARTNER 16 FEEDBACK FREEDOM TO FAIL • 1:1’s • Company-wide surveys • Intranet • Nobody likes feeling incompetent • Managers and supervisors are important in achieving a “Freedom to Fail” culture
- 17. Not Doing aProper Assessment bizlibrary.com | YOUR ONLINE LEARNING PARTNER 17 • Make it easy to understand, not too long • Keep it consistent (Scale 1-5) • Know your audience
- 18. Plan Identify important skills Measurecurrent skills Analyze the data Create a plan The Soft Skills Gap Analysis Sources: derived from workable.com and peoplemattersglobal.com
- 19. STEP 1: PLAN TWOGROUPS YOU CAN CONDUCT THE ANALYSIS ON: Individual Scope Who is in charge of the process When to conduct a soft skills gap analysis How to respond to soft skill gaps Individual level Team/company level Manager Manager HR/L&D Directors/C-suite - Changes in employee’s duties - Poor performance review - Need for new skills for a promotion or new project - Problems meeting business goals - Strategy shifts - New technologies - When a team is exceeding their goals Training Succession planning Mentoring initiatives Hiring Training programs Mentoring initiatives Team/company
- 20. STEP 2: IDENTIFYIMPORTANT SKILLS TWO QUESTIONS: What skills do you value as a company? What soft skills do our employees need to do their jobs well now and in the future? Importance Leadership High Excellent Skill level required Low Average Presenting Moderate Good Initiative
- 21. STEP 3: MEASURECURRENT SKILLS THREE WAYS TO MEASURE: Surveys and assessments Interviews with employees Feedback Importance Creativity High 5 Required level Moderate 4 Collaboration High 3 Persuasion 4 Actual level 2 3
- 22. STEP 3: MEASURECURRENT SKILLS Skill Type Functional Business Leadership Skills Site Leadership Middle Management Frontline Supervisor Health, Safety, & Environment Six Sigma Competencies Computer-Aided Design Functional Specification Decision Making Customer Orientation Adaptability Time Management People Management Effective Communication Creativity & Innovation Digital Vision More improvement required Improvement required Less improvement required
- 23. COMPARE The established IDEALstate The analyzed CURRENT state STEP 4: ANALYZE THE DATA
- 24. STEP 5: CREATEA PLAN UPSKILLING YOUR EMPLOYEES HIRING TWO WAYS TO ACT
- 25. Training vs. Hiring Morerespondents lean toward training than toward hiring Given the choice between accessing new talent and training existing employees, where are you leaning? Strongly toward training Moderately toward training Moderately toward new talent Strongly toward new talent 31% 46% 17% 7% Source: Deloitte‘s 2019 Global Human Capital Trends Report
- 26. By 2030, asmany as 375 million workers – or roughly 14 percent of the global workforce – may need to switch occupational categories… - McKinsey Global Institute
- 27. Not Upskilling FastEnough bizlibrary.com | YOUR ONLINE LEARNING PARTNER 27 1. Show your importance 2. Obtain leadership buy-in by showing them ROI 3. Produce a plan and START! The time is NOW L&D professionals must step up!
- 28. bizlibrary.com | YOURONLINE LEARNING PARTNER 28 How did you convince your boss/executives to see the benefits of upskilling your employees? GROUP CHAT QUESTION
- 29. Poor Training Strategies bizlibrary.com| YOUR ONLINE LEARNING PARTNER 29 If your training content is boring, presenters are monotone, and the content is not interesting to the audience – it’s time to rethink your strategy. Not Engaging Your company is spending good time and money on employee learning and development all to forget everything after a few days. No Reinforcement of Learning If you’re sending the same content to everyone, the topics are not what your audience are looking for, or the content is outdated. Not Relevant There are so many ways to train your employees, but if you are only offering in-person- mandatory training, you could be hurting the productivity of your employees and the company. Not Easily Accessible
- 30. Training Strategies thatWill Help Close Your Soft Skills Gap bizlibrary.com | YOUR ONLINE LEARNING PARTNER 30 Online Classroom Coaching 1. Multiple Modalities 3. Interactive Gamification Reinforcements 4. Find a Supportive Partner Microlearning Accessibility Variety Diversity 2. Engaging and Relevant Client Success
- 31. Key Takeaways bizlibrary.com |YOUR ONLINE LEARNING PARTNER 31 • The common mistakes companies make when trying to close their soft skills gap. • How to conduct assessments of current soft skills and bring your whole company on board with training. • Ways to implement training strategies that will help close your soft skills gap.
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- 33. Thank you forattending! Katie Miller Marketing Events Strategist BizLibrary