According to a Goldman Sachs study, artificial intelligence could replace over 300 million jobs worldwide (according to inc.com), and thought leaders emphasize that reskilling has become a strategic imperative today (according to hbr.org). In this context, HR managers and L&D specialists must develop learning plans that anticipate and respond to technological changes, ensuring that teams remain competitive. To do this, it is essential to clearly distinguish between the two key approaches:

The Distinction Between Reskilling and Upskilling

Upskilling and reskilling are two complementary concepts in employee development, but they have different objectives. Essentially:

• Upskilling: Improving an employee’s existing skills to enhance their performance in the current role and offer opportunities for internal advancement.

• Reskilling: Learning completely new skills, often to take on a different role within the company. These new skills can be adjacent to the current function or open the path to entirely different careers.

Thus, upskilling focuses on continuous development within current roles, while reskilling involves a "pivot" to new skills where market demands radically change them. In practice, successful companies apply both strategies: for example, they reorganize internal resources for new positions (reskilling) and, at the same time, deepen employees’ expertise in their existing fields (upskilling).

Identifying Skill Gaps

The first step in any effective training program is to assess current skills against those needed in the short and long term. This process, called skill gap analysis, involves defining critical skills for organizational goals and comparing them with the actual employee profiles. Such analyses typically involve self-assessments, standardized skill evaluations, job description reviews, and performance reports. Experts commonly identify skills "at risk" of becoming obsolete (e.g., due to automation or AI) and determine what new skills will be needed in the future (according to inc.com).

Typical methods to identify skill gaps include:

• Periodic questionnaires and interviews with employees and managers to assess current skills and development interests.

• Skill tests or technical simulations that reveal actual knowledge levels.

• Reports and statistics from training platforms (LMS) showing courses completed and learning performance.

• 360° feedback and performance evaluations highlighting areas where employees do not meet objectives.

• Consultation with business teams and market trend analysis to anticipate future skill requirements.

The results of these analyses enable the creation of personalized training plans aimed both at upskilling (developing existing skills) and reskilling (acquiring new skills for alternative roles).

Training Plans Adaptable to Technological Changes

An effective training plan must be flexible and aligned with business strategy. It should include these essential elements:

• Alignment with organizational strategy: Key skills supporting growth and innovation goals are prioritized. Trainings are thus prioritized based on their impact on business outcomes.

• Management involvement: Each manager is responsible for their team’s learning plan. Regular meetings between managers and employees help adjust courses as needed.

• Access to diverse learning resources: The company provides a wide range of resources (e-learning platforms, online courses – MOOCs, classroom training, practical sessions) adapted to different learning styles. Encouraging participation in certifications and specialized programs strengthens relevant skill acquisition.

• Development of soft skills: Alongside technical skills (e.g., programming, data analysis), social and cognitive skills (adaptability, creativity, communication, critical thinking) must be cultivated. In the dynamic digital transformation environment, these soft skills are crucial for the success of any reskilling/upskilling program.

• Continuous feedback and measurement: Progress is constantly evaluated through surveys, periodic tests, and performance indicators. Reporting systems (e.g., LMS reporting modules) allow quick adjustment of training programs based on results.

• Rewards and recognition: Motivating employees who learn and develop can be done through promotions, bonuses, or other benefits. Public recognition of newly acquired skills encourages a culture of continuous learning.

Through this set of measures—from clearly defining target skills and involving leaders to using a mix of training methods and continuous feedback—training plans become dynamic and quickly adaptable to new technological challenges. Additionally, companies can leverage dedicated digital solutions to implement these plans.

Ascendia’s Digital Solutions for Reskilling and Upskilling

To manage training processes and create tailored content, Ascendia offers the following tools:

• CoffeeLMS: A comprehensive Learning Management System platform developed in-house by Ascendia. It enables administration of e-learning courses (online or face-to-face, synchronous or asynchronous), automation of training processes, and synchronization with existing HR systems. CoffeeLMS offers advanced reports to monitor employee performance (tracking completed courses and progress evaluation), ensuring visibility on training effectiveness.

• LIVRESQ: An intuitive and easy-to-use web tool for creating e-learning content. Companies can develop interactive lessons and customized courses internally without programming knowledge. LIVRESQ exports materials in SCORM format compatible with over 400 LMS platforms (including CoffeeLMS), facilitating uniform course distribution on any learning platform.

• eJourneys: An "off-the-shelf" collection of microlearning modules and ready-to-deploy courses created by Ascendia in partnership with local experts. The eJourneys library contains 295 modules (140 hours of content), taught by over 15 specialized Romanian trainers, covering technical and soft skills relevant to the local business environment. These standardized courses can be quickly integrated into LMS platforms (e.g., CoffeeLMS) and offer a simple way to launch large-scale training programs.

By combining these solutions—CoffeeLMS for administration and reporting, LIVRESQ for internal content development, and eJourneys for predefined content—companies can build a comprehensive learning ecosystem adaptable to any upskilling or reskilling plan.

Proactive Employee Development and Organizational Competitiveness

In conclusion, proactive skill development strategies are essential for maintaining competitiveness. A culture of continuous learning—where employees are actively encouraged to acquire new skills—not only improves their career prospects but also enhances organizational efficiency.

Providing the necessary resources and support for learning leads to higher talent retention and better overall company performance. From our experience, companies that invest early in upskilling and reskilling become more innovative and are able to maintain their competitive edge over the long term.