{"id":3018,"date":"2026-01-20T08:00:00","date_gmt":"2026-01-20T08:00:00","guid":{"rendered":"https:\/\/www.klarahr.com\/blog\/?p=3018"},"modified":"2025-12-31T10:03:36","modified_gmt":"2025-12-31T10:03:36","slug":"safety-frontline-know-how-productivity-everything-starts-with-building-skills","status":"publish","type":"post","link":"https:\/\/www.klarahr.com\/blog\/safety-frontline-know-how-productivity-everything-starts-with-building-skills\/","title":{"rendered":"Safety, Frontline Know-How, Productivity: Everything Starts With Building Skills"},"content":{"rendered":"\n[et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]

The acquisition of new skills is a major challenge for both employees and organisations at a time when skills are becoming obsolete faster than ever. Across the OECD, around two in five adults participate in formal or non-formal learning, with skills development remaining a primary driver of engagement in professional training.<\/span><\/p>\n

This creates a dual challenge for managers and leadership teams: anticipating future needs while organising delivery at scale. Here, we explain the value of training in core operational skills and technical know-how to secure operations and improve productivity.<\/span><\/p>[\/et_pb_text][et_pb_heading title=\u00a0\u00bbSkills development: what does it involve?\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_level=\u00a0\u00bbh2″ title_text_color=\u00a0\u00bb#001F45″ custom_margin=\u00a0\u00bb50px||10px||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][\/et_pb_heading][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]

Morgan Philips Group identifies skills shortages as the leading challenge facing organisations in its <\/span>HR Trends & Recruitment Forecasts 2025<\/span><\/i>. This makes it even more important to strengthen employees\u2019 capabilities through a skills development plan aligned with your operational needs and business objectives.<\/span><\/p>\n

Skills development<\/span><\/a> is the process of learning and acquiring new capabilities. It may take place within an employee\u2019s existing area of expertise, to refresh or deepen technical knowledge, or in a new field of activity.<\/span><\/p>\n

This approach relies on the implementation of a continuous learning programme that strengthens the technical and role-specific capabilities of your teams (hard skills). It also encompasses employees\u2019 ability to take on new responsibilities and roles, through the development of behavioural and relational capabilities (soft skills).<\/span><\/p>[\/et_pb_text][et_pb_divider color=\u00a0\u00bb#F79699″ divider_weight=\u00a0\u00bb3px\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bbRGBA(255,255,255,0)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb][et_pb_heading title=\u00a0\u00bbCareer development: how can you build employees\u2019 skills?\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_level=\u00a0\u00bbh2″ title_text_color=\u00a0\u00bb#001F45″ custom_margin=\u00a0\u00bb0px||10px||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][\/et_pb_heading][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]

The annual appraisal helps to identify new skills that need to be developed, but it is not sufficient on its own to address the gaps identified. The role of the L&D function is to close these skills gaps in line with the workforce planning requirements.<\/span><\/p>\n

Here is an example of a skills development plan for field-based roles, designed to secure operations and optimise team productivity.<\/span><\/p>[\/et_pb_text][et_pb_heading title=\u00a0\u00bbIdentify your teams\u2019 skills\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_level=\u00a0\u00bbh3″ custom_margin=\u00a0\u00bb50px||10px||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][\/et_pb_heading][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]

Identifying needs helps HR leaders refine training initiatives. Assess each employee\u2019s situation through an individual professional review. Skills assessments can also be used to gather reliable data on your employees\u2019 capabilities.<\/span><\/p>\n

You then need to <\/span>map the skills of each profile<\/span><\/a> in order to identify which operational competencies need to be acquired or strengthened. Finally, appoint a designated mentor with strong managerial capabilities to support employees throughout the journey.<\/span><\/p>[\/et_pb_text][et_pb_heading title=\u00a0\u00bbSet clear objectives to support skills development\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_level=\u00a0\u00bbh3″ custom_margin=\u00a0\u00bb50px||10px||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][\/et_pb_heading][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbet_body_layout\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]

Clear, realistic objectives over the short and medium term maximise the effectiveness of any skills development process. Be explicit about:<\/span><\/p>\n