Why Skills Development & Training is important in the technology space?

The rapid rise of new technologies provides the world with multiple opportunities yet also creates a need for individuals to constantly upskill, learn and adapt to new and more modern solutions.


This has made many companies seriously think about ways by which they can nurture and motivate their people to constantly improve their skills to retain their competitive advantage in this fast-changing world.

This rate of rapid progress has created a huge skill gap in the current global workforce, where the traditional skills offered by the employees do not match the skills required by employers to function effectively in this world driven by the technological revolution.

However, there has always been a need for a workforce culture with a ready-to-learn mindset. It’s not only about skills it also depends on a clear understanding of current trends and insights, ultimately anticipating the needs of the future and building them now.

Training and development should mean that it involves learning through experience along with integrated self-directed learning (such as research). It may also involve training courses made available by external organizations or specialists who provide deep knowledge in a specific subject to rapidly speed up and guide the process.

Skill development should become a perennial exercise, regular workforce audits should be made to ensure that people are not left behind. As new technologies and tools emerge, they must be effectively integrated and also made sure the work culture is set such that knowledge transfer happens organically.


We should focus on:

  • Cognitive Skills
  • Technical Skills
  • Digital Skills
  • Soft Skills

By providing them with the appropriate support, resources, opportunities, and encouragement to help them reach their goals, skill development programs seek to understand the potential of every individual based on specified goals and extend their assistance.

We can bring the methods and process that should be structured for determining the skill gap in the workforce, especially with the new intakes, and to bridge the motivation along insights that can benefit the employee and thus in turn benefit the organization as a whole.