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Reskilling,Upskilling, and Outskilling: How they differ

In January 2020, the World Economic Forum issued an alert, stating, “The world is facing a reskilling emergency.”

By 2030, we will need to reskill over 1 billion people with massive learning and development programs.

The overarching point was that organizations, states, and cultures must collaborate to ensure that no one is left behind across the world.


Upskilling is a process that ensures workers’ skill sets do not become redundant, demonstrating that their employer cares for their job and potential. Upskilling as part of the corporate learning and development policy improves morale and efficiency.

Employees with access to learning and development programs within their current employer are more satisfied with their jobs and have a more positive view of their future in the organization.


Reskilling is the practice of self-learning or teaching staff to acquire new skills that will allow them to do different work.

Businesses have already been dreaming about re-training their workers for potential positions and skill set needs to narrow the skills gap. These skills have become mandatory due to digital transition, and you can see thousands of workers in businesses with learning and development programs and going through the employee training process.


Outskilling is a last-ditch recruitment option for workers who cannot secure new positions at their current employers.

Companies provide this as a severance payment to departing workers to pursue work outside of their current organizations and remain successful, at least in the environments where they have learned expertise.

Internal learning and development modules and external learning and development companies in the online learning room are used by many renowned firms to make these techniques and training available to their staff.

Almost every online education company that comes to mind when you read this has a portfolio and offerings in the same fields for facilitating learning and development for employees in different high-end businesses.

Tech advancement, an increasing need for new competencies, changing job demands, transforming labor demographics and inclusion/diversity policies, new employment structures, and the emerging market climate with all its legislative shifts have contributed to work disruptions.

More recently, the COVID-19 pandemic has prompted a rethinking of the importance of Learning and Development (L&D) in organizations and how learning can be delivered in the short term.

Many chief learning/transformation officers and learning and development departments have concluded that conventional learning would not be adequate to solve these difficulties and that reskilling, upskilling, and outskilling solutions are required.

Why Transformation is Needed?

Learning and development maximizes production by increased accuracy, quality, and productivity (cost) and extending opportunities that drive employee, team, and organizational success (value). This aids a company’s most significant potential by enhancing technical skills and increasing organizational resilience.

Consider a worker who must input a new customer into a Customer Relationship Management (CRM) system: pre-programmed intelligence exists in an overlay for web-based services that guides them through the process.

When the tool senses that the user is trapped in the loop or enters incorrect information, specific callouts or pop-ups appear on the computer. This type of digital adoption assistance, also known as digital enablement tooling, is often used to assist users in completing technological tasks.

In terms of event prevention, shortened time to perform operations, and increased data consistency, these examples of learning in the workflow provide a promising business scenario.

They demonstrate how consumers are served appropriate, contextualized information based on an interaction enabled by technology or tool. Despite their widespread influence, these examples are only isolated activities in just a few company areas. There is so much more that should be done.

Draup is a reskilling and talent intelligence platform driven by artificial intelligence with extensive knowledge of the talent market. HR teams find it challenging to keep up with evolving skill requirements, identify ways to tap new talent pools, and continue to pursue talent from non-traditional sources due to the rapidly shifting talent landscape.

Ascertain that the organization is ahead of the curve in terms of employee growth. Draup will assist you in developing mechanisms for company-wide reskilling projects that will allow the employees to adapt to changing technology demands.