Oktober 16-2025
By: Marisa
In the midst of massive automation and technological disruption, the business landscape is changing faster than we could have imagined. For those in supervisory or managerial roles, the challenge is no longer just about keeping up with trends — it’s about ensuring that your organization’s Human Capital remains relevant, competent, and a strategic asset, not a liability.
Today, two major pillars dominate talent development discussions: Upskilling and Reskilling. Understanding when and how to apply each is the key to building a resilient workforce in the digital era.
Upskilling: Sharpening the Axe for a New Battle
Upskilling is the process of enhancing employees’ skills for their current roles. It’s not about replacing tasks but about adding new layers of competence so they can perform their existing jobs to higher standards, more efficiently, and with the latest digital tools.
Why Upskilling Matters for Your Organization:
- Boosts Efficiency and Productivity:
When your team masters new AI tools, data analytics, or digital collaboration platforms, they complete tasks faster and more accurately. - Retains Key Talents:
Employees who see that the company invests in their growth tend to be more loyal. They perceive a clear career path within your organization. - Seamless Technology Integration:
A sales team upskilled in AI-based Customer Relationship Management (CRM) or a finance team proficient in big data software are prime examples of how upskilling accelerates effective tech adoption.
Real-Life Example:
A Marketing Manager upskilled from traditional marketing to mastering Performance Marketing and Data Analytics to optimize digital budgets.
Reskilling: Building a New Ship to Explore a Different Ocean
If upskilling is evolution, then reskilling is revolution.
Reskilling means training employees to take on entirely new roles within the company. This often happens when their current roles are at risk of automation or no longer needed.
When Reskilling Becomes a Strategic Choice:
- Filling New Role Gaps:
Automation may eliminate clerical or routine jobs, but it also creates urgent demand for new roles like Data Scientist, Cloud Engineer, or AI Ethicist. Reskilling allows you to fill these roles internally. - Mitigating the Risk of Mass Layoffs:
Instead of resorting to layoffs in disrupted divisions, reskilling offers a more ethical and sustainable way to repurpose institutional experience into new roles. - Maximizing Institutional Knowledge:
Senior employees hold deep understanding of company culture, history, and internal processes. Reskilling helps preserve this “memory” while transitioning them into future high-value roles.
Real-Life Example:
A Call Center staff member whose role is being replaced by Chatbots and Voice AI is reskilled to become a UX Writer or Customer Journey Specialist—roles requiring a deep understanding of customer interactions.
Choosing the Right Strategy: A Business Decision
The decision to upskill or reskill is not merely an HR matter, but a strategic business decision that must align with your company’s 5–10 year vision.
Consideration | Upskilling (Evolution) | Reskilling (Revolution) |
Goal | Improve performance in the current role | Replace outdated roles with new ones |
Implementation Time | Relatively quick (weeks to months) | Longer and intensive (months to a year) |
Target Employees | Key employees needing digital upgrades | Employees at risk of automation |
Risk Level | Low, quick results | Higher, requires significant time and cost commitment |
Strategic Steps for Leaders:
- Conduct a Skills Audit:
Identify which roles are most vulnerable to automation and which new roles are emerging. This determines the scale of reskilling needed. - Personalize Learning Pathways:
Don’t treat all employees the same. Create Personalized Development Plans based on identified skill gaps. - Foster a Culture of Continuous Learning:
Make upskilling part of the job description—not just an annual program. Encourage a growth mindset throughout the organization. - Measure Human Capital ROI:
Track the impact of upskilling and reskilling programs on key business metrics—Is efficiency improving? Are key talent retention rates increasing?
Investing in Human Capital through upskilling and reskilling is no longer an operational expense—it is a strategic investment that ensures the sustainability, competitiveness, and innovation of your organization in a data-driven and digital-first era.
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Let’s move forward together toward a Greater Indonesia!
