How HR Can Bridge Skills Gaps in the Age of Adaptability
In today’s fast-evolving job market, businesses face an urgent challenge: bridging the widening skills gap. According to ManpowerGroup’s Talent Shortage report, 75% of employers report difficulty in filling roles. This growing gap isn’t just a talent issue; it’s a business-critical imperative. To stay competitive, organizations must adopt innovative and adaptable strategies to build the workforce they need. Here are key ways HR can play a pivotal role in bridging these gaps:
Conduct Comprehensive Skills Audits
The first step in addressing skills gaps is identifying them. HR teams should conduct regular assessments to evaluate employees’ current capabilities against the organization’s strategic goals. By leveraging workforce analytics, HR can pinpoint specific gaps in technical, digital, and soft skills—aligning hiring and training efforts with business objectives.
Invest in Upskilling and Reskilling Programs
In WEF’s 2023 Future of Jobs research, companies estimated that 41% of workers had completed training that bridged skills gaps. While most organizations recognize the need for workforce-wide upskilling and reskilling initiatives, the reality is that few have undertaken this mammoth task on their own. HR departments must design robust training programs to elevate employees’ skill sets. Reskilling prepares employees for entirely new roles, while upskilling deepens expertise in existing ones. Blended learning approaches—combining e-learning, on-the-job training, and workshops—can maximize effectiveness.
Leverage Technology to Drive Learning
Incorporating digital learning platforms and AI-driven tools can create personalized and flexible training experiences. Adaptive learning technologies tailor content to individual needs, making it easier for employees to build competencies in areas like data analysis, coding, or leadership—all critical in an increasingly digital world.
Focus on Soft Skills Development
The World Economic Forum estimates 60% of the workforce needs additional training, but only 41% of respondents had received training in the past six months. One in five blue-collar workers (22%) believe their employer does not offer adequate opportunities to learn new skills. As HR, you can integrate soft skills training into development programs to ensure employees are equipped to navigate complex, dynamic work environments.
Build a Culture of Lifelong Learning
Fostering a growth mindset within the organization encourages employees to continuously seek development opportunities. This culture starts with leadership, as managers play a crucial role in supporting ongoing learning and recognizing achievements. Cross-training programs can enable Gen Z and seasoned employees to transfer institutional knowledge. Offering mentorships, stretch assignments, and new learning opportunities helpsretain mature workers. Enabling mid-career talent to reskill for adjacent roles sustains organizational productivity.
Promote Internal Mobility
HR can bridge skills gaps by creating pathways for employees to transition into new roles within the organization. Talent mapping and career pathing help employees understand how they can grow while addressing the company’s evolving needs. In the Global Talent Barometer report, Millennial and Gen Z men were the most confident about career development opportunities.
Collaborate with External Partners
Strong partnerships with educational institutions and training providers can ensure that learning programs align with industry demands. HR can also work with government initiatives and apprenticeship programs to access a broader talent pool. HR can introduce employees to Upskill where they search and apply for skills development programmes offered by the Malaysian Government.
Recruit for Potential, Not Perfection
The traditional approach of hiring candidates who check every box on a job description is no longer sustainable. Instead, HR should focus on candidates with high potential and a willingness to learn. With the right training and development, these individuals can excel in their roles.
Utilize Workforce Analytics for Predictive Insights
Data-driven decision-making is a game-changer for HR. Workforce analytics can forecast future skills needs, identify at-risk roles, and track the effectiveness of training programs—allowing HR to stay ahead of workforce trends.
Align Strategies with Business Goals
Finally, HR must ensure that all efforts to bridge skills gaps are closely aligned with the company’s strategic vision. This requires collaboration with leadership to prioritize skills development initiatives that deliver measurable business impact. In the Age of Adaptability report, to fill gaps, organizations must leverage untapped talent pools, including:
Seasoned Employees: Offer reskilling and flexible schedules to retain and re-engage mature workers
Returners/Career Changers: Enable transition reskilling through rapid upskilling programs
Employees with Less Traditional Experience: Consider candidates with high potential and transferable soft skills
Conclusion
Bridging skills gaps isn’t just about solving today’s talent challenges; it’s about preparing for the future of work. By adopting these strategies, HR can create an adaptable, future-ready workforce that drives innovation and resilience. The Age of Adaptability is here, and HR’s role has never been more critical.
To learn more about talent strategies for the modern workforce, explore the latest insights from ManpowerGroup’s Talent Shortage, The Age of Adaptability, and Talent Barometer.