How To Achieve Workforce Readiness

Workforce readiness is having a certain number of employees in your organization know exactly what the task is and how to do it. They have the right skill set to get the task done or the project delivered with the given deadline. For example, if a company has 100 employees and there comes a new project that has to be delivered. If only 50 people know what to do in order to deliver it on time and are overall involved in the project along with the right skills. Then it can be said that this organization has 50% workforce readiness.

This workforce readiness does not just happen organizations plan their resources and keep their employees skill up to date in order to achieve this. Along with this, companies go out of their way to maintain workforce readiness by implementing some key strategies and exercises in their employees daily routine. So that the employees can handle any kind of task that you throw at them. Because project-oriented organizations are always getting a different and unique type of clients, so to cater to every new client’s individual needs workforce readiness is a must.

More and more companies are starting to realize the true potential of workforce readiness and are trying their best to implement a strategy that fits their organizational needs as well as the client’s requirements. Although higher workforce readiness matter more in client or project-driven organizations but even in the organizations where there is no third party client and the whole company is based on one particular product. Workforce readiness matters here also. As you never know when which technology becomes obsolete and you might have to change the whole structure of the company or the product because of some massive loophole in the technology.

So, Companies aim to achieve workforce readiness regardless of their organizational structure. As it is quite important to achieve higher workforce readiness, organizations have a number of different ways to achieve this.

Ways to achieve workforce readiness

  • Constant training
    Constant IT training helps the employees pick up new skills at a fast pace. This IT training can be conducted with a group of employees with similar job positions so that they learn more rapidly as a team. It is always better to have employees learn a new skill even if they don’t really have to use it for a while in the long run it really comes handy to have that extra skill. Even for an individual outside any organization, it is critical to get constant training in whatever their field of interest is. So, that with time the overall skills are enhanced not diminished.
  • Maintaining a can-do attitude
    Employees who lack the ability to take up new tasks without the fear of failure damage an organizations position in the long run. If an employee or any individual is eager to jump into a new technology without any prior knowledge and without the idea of failure in mind, only then in reality there is a chance of success along with learning opportunity. But if the person dreads learning and doesn’t have a can-do attitude then the overall workforce readiness gets impacted negatively on a bigger scale. Having a can-do attitude is a state of mind, one can achieve this simply by having a strong self-trust. That no matter even if things don’t make sense right now, after some time learning they will.
  • Hiring the right HR representatives (in organizations)
    HR representatives play a large role in maintaining workforce readiness. For instance, if a good HR representative overhears some employees talking eagerly about learning something new, he/she quickly decides to arrange a workshop or training class for that. Overhearing, in this case, is not really necessary as people will most likely come up to the HR and ask for training budget or resources themselves. In this case, the HR rep only has to agree to their demands not deeming this as useless. The right kind of HR representative knows the difference between useless demands and company beneficial demands. Also if the HR has a pleasing and friendly personality, only then will people approach the HR with these demands.
  • Better time management
    Time management skills affect all aspects of life not just your work. Having better time management in place inside an organization helps a lot and boost workforce readiness. Time management includes the deadlines that are set, the time that will be taken to learn new skills, and the time that will be required for testing after completion of the project. In an organization, it is a project manager’s job to implement better time management strategies that show results as most work is done in the least time and also giving the employees enough time to relax so that they don’t feel too much stressed out.
  • A reward system
    If you keep asking someone to do better, chances are they won’t. Employees or human beings, in general, need some type of reward system that appreciates them, and which acknowledges their good work. Many companies have a bonus or an employee of the month system in place. This kind of reward instantly gratifies the employee that performed well and also encourages others to perform better. Having any kind of reward system in places increases the workforce readiness because people understand right on the spot that this is a critical and time-consuming task and if they get it done, they will be rewarded and their work will be acknowledged.

Conclusion

Having higher workforce readiness on an organizational level or on a personal level is an achievement in itself. Many aspects of your work get affected by having workforce readiness in a positive way. Workforce readiness is not something that you achieve once and forget. Rather it is a continuous task that keeps increasing with time as long as it is maintained.

To achieve workforce readiness continuous hard work is required by everyone involved. Ignorance of any one of the above-mentioned points can result in a massive dent in workforce readiness of an organization overcoming which might be really time-consuming or even fatal for the organization.

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