1、The State of HR Upskilling79%of HR professionals arent equipped to solve the challenges they will face in the next 5 years.79%of HR Professionals dont have the skills required to tackle the people challenges they will face over the next 5 years.In this report:Why the HR skills gap is keeping leaders

2、 up at night Crucial competencies for HR Professionals The key to unlocking strong L&D ROI 3 essential factors for L&D successThe State of HR Upskilling|2The growing HR skills gapEconomic setbacks,talent shortages,and changing employee expectations:the unprecedented pressure on people professionals

3、isnt an HR problem.Its a business problem.One of todays few constants is that a talented and engaged workforce remains your business most crucial advantage and this is reflected in executives assessment of the most important actions needed to transform work.But as it stands,HR is the single biggest

4、bottleneck in this process due to the massive HR skills gap.79%of HR professionals do not have the competencies necessary to solve the people problems organizations will face in the next 5 years.Building workforce capability through upskilling,reskilling&mobilityEstablishing new work practices,polic

5、ies&incentivesRestructuring the organization to support new work outcomesBuilding an organizational culture that celebrates growth,adaptability&resilience45%41%Implementing new technologies35%31%22%What are the most important actions you are taking or willing to take to transform work?Source:Deloitt

6、e Global Human Capital Trends surveyThe HR Skills GapThis is the single biggest bottleneck holding companies back from transforming work.Heres why.The State of HR Upskilling|4HR priorities and competencies do not matchDigging into the data,it soon becomes clear just how disruptive the HR skills gap

7、will be if left unaddressed.To deliver on these priorities,todays people professionals need to develop both functional competencies(such as Comp&Ben or L&D)and four core competencies.While digitalization is the top priority for CHROs,its exactly digital and data skills that HR professionals are lack

8、ing most.However,45%of managers dont feel confident in their ability to develop the skills employees need today.What does this mean for the future of HR?Organizing around EX67%Creating HR practice groups70%Refocusing HRBPs85%Enabling agility and fluidity93%Elevating HR through digitalization95%CHRO

9、prioritiesHR competenciesPeople AdvocacyBusiness AcumenData LiteracyDigital Dexterity63.8%45.3%41.3%41.0%Source:McKinseySource:AIHRThe digital HR paradoxWhile we are used to flawless digital experiences in our day-to day life,our experiences at work are often different,with many employees having to

10、use fragmented and outdated internal tools for HR services.This is especially painful as the rise of hybrid and remote work have made digital-first the new normal.Only 41%of HR professionals have the competency to keep up with HRs digital transformation.This is a massive hurdle on the CHROs path to

11、elevate HR through digitalization.But it doesnt have to stay that way.Its now up to HR leaders to build the bridge across the massive HR skills gap.Or the business will face the consequences.The skills gap is daunting but employees are eager to learn41%74%of employees have the digital competencies t

12、o keep up,howeversay they are eager to re-train and learn the skills they lackThe State of HR Upskilling|5Sources:AIHR and PwCThe HR skills gap is keeping leaders up at night For years now,the pace of technological advancement has been radically higher than the pace of upskilling among most HR profe

13、ssionals,creating a chasm between what the business needs and what HR can offer.Employees are already feeling the effects of this misalignment.But unless the rate of HR upskilling is adjusted,todays inconveniences will spiral into insurmountable employee experience blockers.As more of HRs functional

14、 areas go fully digital,many HR professionals will be rendered obsolete.The HR skills gap threatening to become a critical EX blocker State of Upskilling|6Business needsHR skillsBridging the GapHR professionals are willing to put in the work to upskill,but may need guidance on the right learning jou

15、rney.T-shaped HR professionals combine competencies Functional competency alone isnt enough for todays HR professionals to envision and deliver on CHROs top priorities.By combining functional competency with four core competencies,HR professionals can deliver effective solutions that engage and empo

16、wer your employees.But why should we have already overtaxed HR professionals invest time in developing four competencies in addition to their main specialization?The combination of Core Skills and Functional Skills makes HR professionals an asset for any businessThe State of HR Upskilling|8Business

17、acumenThe ability to understand external trends,apply insights to business strategy and align HR in an impactful,customer-focused way.Data literacyThe ability to read,apply,create,translate,and communicate data to influence decision-making and actions.People advocacyThe ability to create workplaces

18、where people belong,facilitate open communication,navigate change,and safeguard ethicsDigital agilityThe ability to adopt digital HR solutions,create memorable employee experiences,and leverage technology to drive value at scale.Functional competenciesSpecialism in at least one functional competency

19、,such as Compensation&Benefits or DEIB.T-shaped professionals have a competitive advantageCombining deep HR specialization with the four core competencies eliminates the barriers holding HR back from becoming a true strategic partner to the business.Lets take a look at four examples.Driving digital

20、transformationEnhancing HR expertise with digital and analytics capabilities ensures HR teams can design and deliver the solutions needed to keep up with changing employee expectations.Creating efficiencies without compromiseEnhancing deep specialization with more comprehensive competencies means th

21、at your HR professionals can do more themselves without having to call in external help.Adding cross-functional valueThanks to a broader and more comprehensive understanding of HR and business,T-shaped HR professionals are the perfect candidates to tackle more complex and challenging projects.Effect

22、ive and empathetic communicationT-shaped HR professionals better understand the interests and needs of their audience,as well as speak their language to ensure HRs message is heard loud and clear.The State of HR Upskilling|9Competencies that will propel the business forwardHR professionals are motiv

23、ated to upskill59.1%almost two thirds of HR professionals enroll to achieve a career goal in their current role and organization:they recognize that in order to add value,they need to realign their skill set with current organizational needs.A less flashy but perhaps more compelling datapoint is the

24、 11.5%of learners who recognize that even if they dont want to make a big step in their career,continuous learning is crucial to remaining effective in their domain.The world of work is changing,and their skill set needs to keep up.Its clear:HR professionals are eager to learn for all the right reas

25、ons.So why is the HR skills gap so grave?HR professionals are willing to upskill and retrainGrow in my current roleFind(and prepare for)a new jobGet a promotion at my current companyJust keeping up to dateI am new to HR and want to find a job in the fieldOther46.1%23.3%13%11.5%0.6%5.4%DigitalAnalyti

26、csBusinessPeopleAdvocacyFunctional12.33%27.06%25.08%10.70%22.46%HR early adopters learning interests align with CHRO prioritiesThe State of HR Upskilling|10Source:AIHREffective UpskillingOrganizations wont see a return on their L&D investments without these three essentials.1.Learning methodology de

27、termines ROIAccording to HBR,only 12%of employees apply new skills learned in L&D programs to their jobs.And just 25%believe that training measurably improved their performance.At AIHR,we believe that if training only incorporates Tell and Show elements,you should not spend money on it.It is a waste

28、 of company money and employee time.And this isnt hyperbole its science.If learners do not apply new information,they will forget approximately 75%of it within six days.However,with the right learning methodology,learners can retain up to 80%of new information after 60 days.Retention rate after 30 d

29、ays without applying the knowledge is 25%Retention rate after 60 days and applying the knowledge is 80%Tell:The instructor explains a concept to learners.Show:The instructor demonstrates the new knowledge in action.Do:The learner puts their new knowledge/skill into practice.Apply:The learner plans o

30、r envisions how they will use this new knowledge/skill on the job.The right learning methodology is crucial for effective trainingThe State of HR Upskilling|12Source:HBR2.Personalization boosts learning engagement The most important way to engage employees is to provide them with opportunities to le

31、arn and develop new competencies,according to McKinsey.The key here is new there is no faster way to have your employees disengage with your L&D initiatives by having them invest time in going over material they have already mastered.For optimal results,you need to offer learning journeys with perso

32、nalized topics,levels,and experiences so that your employees are fully engaged and able to apply(and therefore retain)their new skills.1 in 3 skills required in 2018 are no longer needed in 2022Learning journeys must be new and personalSource:GartnerThe State of HR Upskilling|133.Time and mandate to

33、 learn is essential98%of HR professionals are burned out after guiding organizations through years of uncertainty and navigating a jobs market in upheaval.HR is at a breaking point with its current workload so how can they make more time for learning?To remedy this,its crucial that HR leaders not on

34、ly create dedicated time for teams to invest in upskilling,but lead by example.Only by making learning a priority for your HR organization will you create an environment where HR professionals have the opportunity and ability to gain the skills that will make a difference for your employees and wide

35、r organization.A difference that cannot be understated.The right time to learn is crucial to avoid burnoutOnly 3.8%of learners upskill exclusively during working hoursSource:AIHRThe State of HR Upskilling|13Great culture is only possible with great learningEmployees who learn are employees who stay.

36、Its impossible to predict what developments will radically reshape work overnight.Since 2020,weve seen the sudden shift to remote work and a historically tight job market while also seeing a big wave of tech layoffs.Who can predict where we will be in 2024?But regardless of the challenge,a workforce

37、 with in-depth knowledge of both their domain and your business is the most powerful advantage you can have.And this is exactly why upskilling is so crucial.Retain more talent through upskillingThe right reward strategy and a strong employer brand will attract the talent that will move your organiza

38、tion forward.Learning and growth opportunities have rapidly become the top drivers of great company culture,moving from 8th and 9th place respectively in surveys conducted by Glint and LinkedIn.of talent will stay at their organization thanks to upskilling investments94%The most important elements f

39、or great cultureOpportunities to learn and growBelonging1Organizational valuesSupport for well-beingCollaboration2345The State of HR Upskilling|14Source:LinkedInThe bottom lineThe last few years have pushed HR teams to their limit,making the need for upskilling more urgent than ever and all the more

40、 difficult to fit into daily operations.That is exactly why HR leaders need to not only create time for their people to bridge the massive skills gap HR is facing,but ensure the L&D initiatives on offer align with the needs of their learners,the organization,and the market as a whole.A talented and

41、engaged workforce remains the most durable and crucial advantage a business can have.“HR teams are only as successful as their skills are relevant.With engaging in-depth training and resources,AIHR helps HR teams become better at what they do and drive more business value.Learn more at AIHR.comAIHR|Academy to Innovate HRCOPYRIGHT 2022 AIHR.All rights reserved.This publication may not be reproduced or transmitted in any form by any means,electronic,mechanical,photocopying,recording,or otherwise,without the prior written permission of AIHR.