Context: Corporates spend approx. 1 billion US$ every year on training the six million frontline workers employed in their organizations. But the Return on Investment (RoI) on training has...
Many industries face a mismatch between the skills that job seekers possess and those that employers need. By supporting skilling initiatives, corporates ensure a steady pipeline of talent that is equipped with relevant and up-to-date skills.
As technology and industries evolve, the demand for new skills increases. Corporate support for continuous skilling helps to future-proof the workforce, ensuring that employees remain competitive in a rapidly changing job market.
Companies that invest in the skilling and development of their employees often see higher levels of job satisfaction and retention. This reduces turnover costs and builds a more committed workforce.
A skilled workforce drives innovation and competitiveness within a company. By supporting skilling as a CSR cause, companies can ensure they have access to the talent needed to stay ahead in their industry.
Skilling initiatives can lead to the development of more self-reliant communities. When individuals are equipped with the skills to secure meaningful employment, they contribute more effectively to the local economy and society.
By providing people with the skills they need to succeed in the workforce, companies can help reduce social issues such as poverty, crime, and dependency on welfare.
Skilling programs often target underserved and marginalized communities, providing them with opportunities for economic empowerment. This promotes inclusive growth and reduces inequality.
Corporate-supported skilling initiatives can focus on promoting gender equality and diversity by encouraging the participation of women and underrepresented groups in high-demand sectors.
Supporting skilling initiatives demonstrates a company’s commitment to social responsibility and community development. This can enhance the company’s reputation, making it more attractive to customers, investors, and potential employees.
Consumers are increasingly favoring brands that demonstrate social responsibility. Companies that invest in skilling as a CSR cause are likely to build stronger brand loyalty and customer trust.
By investing in skilling programs, companies help create a more skilled and capable workforce. This contributes to overall economic growth by improving productivity and innovation within the industry.
Skilling initiatives can reduce unemployment rates by equipping individuals with the necessary skills to secure jobs, particularly in industries facing skill shortages.
One-time training interventions lead to poor retention in the frontline.
A Continuous Learning Journey combines digital learning with trainer support, providing ongoing, personalized development. This model uses multiple touchpoints to address individual performance gaps, ensuring continuous skill improvement and real-time application. By focusing on personalized learning paths, it drives long-term growth and measurable results, empowering employees to adapt and excel.
Large companies with large frontline workforces require extensive trainer teams.
Trainer Augmentation offers a scalable solution by outsourcing your trainer capacity. This model allows you to quickly scale your training efforts without overburdening your internal resources. By bringing in experienced, external trainers, you ensure consistent, high-quality training delivery while freeing up internal teams to focus on strategic priorities. It’s an ideal solution when you need to meet growing training demands or launch new initiatives without compromising on quality or capacity.
Uniform training for all employees fails to address performance disparities.
Analytics-driven, cohort-based training identifies skill gaps using performance data. By segmenting employees into cohorts based on performance, organizations can tailor training to address specific needs, driving higher engagement and measurable improvements. This targeted approach ensures that training is effective, efficient, and aligned with actual performance challenges.
Supervisors prioritize high performers, leaving low performers unsupported and underdeveloped.
Sustenance Training offers a blended, on-the-job approach to skill development, addressing gaps in supervisor bandwidth and ensuring consistent employee growth. By combining structured learning modules with real-time support, this program provides targeted training for all employees, including those who need additional guidance. It empowers the workforce to build skills, improve productivity, and thrive, fostering balanced development across teams.
L&D teams cut induction training due to limited capacity/expertise.
Role Induction Training delivers a structured onboarding experience during the first 7-10 days. Combining company culture, policies, and values with tailored role-specific training, it equips new hires with the skills to contribute effectively from day one. This program bridges gaps in training capacity, ensuring a seamless and productive induction process..
