13 Ways HR Leaders Are Reskilling For a New Future of Work

What is one way you are reskilling for a new future of work? What area of HR are you reskilling?

To help HR professionals consider what skills to update, we asked HR leaders, recruiting specialists, and business professionals this question for their insights. From reinventing job postings to using people analytics models, there are several ways HR professionals can reskill for the business world’s ever-changing landscape.

Here are 13 ways HR leaders are reskilling for a new future of work:

  • Optimize Decision-Making With Analytics
  • Align With Hybrid Work Models
  • Conduct Performance Reviews
  • Meet the Demand for Next-Level Soft Skills
  • Balance Quantitative and Qualitative Data
  • Reinvent Job Posting
  • Prioritize Continuous Education
  • Incorporate a New Skills Development Platforms
  • Reskill for Virtual Collaboration
  • Design Research-Based Employee Experiences
  • Network With Other Professionals
  • Reskill With WFX Models in Mind
  • Learning to Manage Remotely


Optimize Decision-Making With Analytics

Using data analytics to improve decision-making and processes and increase employee engagement. The labor market has drastically changed, and although employees want the flexibility to work remote it does impact the culture. How we keep employees connected and engaged in this new environment is something all HR professionals are trying to tackle. 

Joanne Del Signore, eMoney Advisor, LLC

Align With Hybrid Work Models

From political divisions to polarized views on masks and vaccines to lack of face-to-face interaction, company cultures have suffered during the pandemic. As HR professionals, we have an opportunity to reskill under the new hybrid work model. 

At our company, we are revising processes so they align with a hybrid workforce and providing tools to help leaders set a tone for inclusivity that brings culture back to life.

Jeanette Coleman, Axcet HR Solutions

Conduct Performance Reviews

Performance reviews can be an excellent opportunity for reskilling. Some talents and passions can go unnoticed, and some of your best and brightest team members may be working positions that aren’t best suited for them. 

I’ve seen team members start as customer support agents and end up as lead developers. I find it best not to force reskilling on team members that aren’t necessarily a good fit for those new duties, but rather have an open mind and listen to feedback. 

You may end up with happier employees who are working harder in roles that they are passionate about.

Andrew Greenberg, ContractRecruiter.com

Meet the Demand for Next-Level Soft Skills

At our company, a key area of focus is meeting the growing demand for next-level soft skills, including leadership, communication, innovative thinking, and social and emotional intelligence, and the critical role they play in the changing landscape of future work models. 

Our proactive emphasis on adapting and improving employees’ skills can be an advantage for sourcing and hiring motivated applicants and retaining current employees. The benefits of a reskilling culture also fortify our culture and brand and is reflected when they speak highly of their work experiences. 

Such positive feedback can result in attracting and referring desirable candidates to apply for our open positions.

Amanda Gonzalez, KnowledgeCity

Balance Quantitative and Qualitative Data

With several COEs in HR, it is important that we keep track of the progress of our initiatives and work, especially when we have companies that are growing fast or are above 5,000 employees. 

People Analytics helps you to understand the progress and helps you make informed decisions for budgeting and resource planning for HR teams in a timely manner. 

However, this should always be balanced with qualitative data that is received during employee engagement surveys and other types of internal platforms of the organization.

Shveta Miglani, Micron Technology

Reinvent Job Posting

Gone are the days of post and prayer. Posting a job description on a job board and waiting for qualified candidates to go to that site and apply just doesn’t cut it in today’s labor market. 

Strategic job advertising is the way of the future. A job posting must sell the opportunity and company versus being a laundry list of requirements — and it needs to align with how your ideal candidate is searching for their next opportunity. 

This requires HR and recruiting to see the job through the lens of the individual doing the job and what appeals to them and then presenting the opportunity accordingly.

Jenna Hinrichsen, Advanced RPO

Prioritize Continuous Education

At our company, we push hard for continuous education – not just specific skills, but working to better understand what the future of work looks like, so we can ensure we’re successful in this new, ever-changing future.

More than ever, we’re seeing people jump from company to company for better opportunities – something that wasn’t prevalent in our parents’ generation. So, whether your job changes as you progress in your current organization or you move to another employer, it’s highly unlikely that you’ll be doing what you’re doing now for the rest of your career. So every professional needs to take steps to grow their skill set to keep up with how the rest of the world is evolving.

We’re doing this by maintaining a culture that cultivates and inspires growth, and we're proud to offer employees a $1,000 non-taxable annual training and development benefit budget. No matter where you start, the mentality of continuous learning, having options, and the opportunity to improve is invaluable.

Bilal Aijazi, Polly

Incorporate a New Skills Development Platform

We are fortunate to have the ability to use our own tools and solutions internally to quickly create individualized learning paths for employees. Our new skills development platform is one-of-a-kind as it maps relevant, vetted, content with the specific skills needed for each role. 

This automatically allows organizations to reskill and upskill their workforces with ease. Our HR team is refining our "human skills" to include active listening, emotional intelligence, empathy, and self-awareness through the application. 

The platform allows our organization and others to retain and grow the members of each team, which is more critical than ever, as the trend in career shifts takes off. Our robust digital onboarding program helps new employees feel a sense of belonging, and the continued implementation of our skills development platform is what maintains the momentum in building an engaged, empowered, and successful workforce that lasts.

Libby Mullen-Eaves, BizLibrary

Reskill for Virtual Collaboration

We are reskilling around communication and collaboration. We know that remote-first is what most employees want and we’re excited to be a remote-first organization. However, this does create a new set of challenges around teaming when you’re not in the office with each other every day. 

Beyond the tech tools (MS Team, Slido, etc.) we need to arm employees with the skills to navigate the nuances of collaborating virtually. For HR, we need to think about how the future of work has transformed the employee experience and what matters to them most has evolved. 

We need to reevaluate benefits and programs to ensure they’re aligned to what employees need and want that has the most ROI. Old policies and programs might not make sense now or have the impact they once had when we’re all in the office today or all working and living in the same geographic area.

Kimberly Nerpouni, JustAnswer

Design Research-Based Employee Experiences

I'm reskilling and learning more about the world of behavioral science. I believe that in order to sustain the new future of work, HR should emphasize relational factors instead of the most widely used transactional factors (perks, incentives, and rewards) to motivate and retain employees.

I'm looking to design employee experiences that are rooted in self-determination theory, which tells us that people are motivated to grow and change by three innate and universal psychological needs.

1) Competence: People need to gain mastery of tasks and learn different skills. People feel they have the skills necessary and tend to take action to meet their goals.

2) Autonomy: People need to feel in control of their own behaviors and goals. This sense of being able to take direct action that will result in real change plays a major part in helping people feel self-determined.

3) Relatedness: People need to experience a sense of belonging and attachment to other people.

Melissa Bruno, Chief People Officer Consultant

Network With Other Professionals

I always believe that in order for HR to remain relevant, practitioners need to evolve through the recognition of the ever-changing world of what matters most to employees.  

Currently, I participate in an HR Contribution Community made up of HR professionals and related professionals throughout the country who first came together to discuss the notion of moving from fear-based policies to love-based practices. 

The community meets once a week via Zoom to discuss related topics, share experiences and host special guests to present new ideas related to people's practices in the workplace.

Chris Sierra, NTS

Reskill With WFX Models in Mind

The world of work has transformed dramatically over the past 19 months. One major paradigm shift in the industry has been the work from anywhere model (WFX). With this expectation for increased flexibility, we recognized the need to reskill our team on how to absorb knowledge effectively in a remote environment. 

We’ve lost the ability to turn around in our office chairs and ask how or why. We no longer have the opportunity to pick up powerful insight via osmosis. Because of this, our firm created a robust intranet that allows our team to access the latest market trends at their own pace. 

Training ranges from contract staffing, diversity and inclusion, and new business development strategies such as personal branding to build client relationships.

Hadley Gayles, Govig & Associates

Learn to Manage Remotely

From onboarding to training, to daily managing, the current largest challenge is maintaining all these processes efficiently while working remotely. Every person has had to become better with technology. This was something that was already happening in the market as new technology pushed out employees who were unable to change. COVID-19 has expedited the rollout of new tech.

Chad Bean, Ignite Recruitment


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