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UPSKILLING FOR COMPETITIVENESS AND EMPLOYABILITY

Keep the pace and invest in the skills of the future

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FEATURED - 4 ITEMS


A STRATEGIST’S GUIDE TO UPSKILLING

Companies and local governments can unlock opportunity by working together to
raise the quality of talent.


THE LOST WORKFORCE

Upskilling for the Future


OUR SKILLS EXPANDER SOLUTION

Discover more


BACK TO WORK

Explore more




OUR STORY

PWC LUXEMBOURG DEVELOPED THE FIRST OPERATIONAL UPSKILLING SOLUTION AND
SUPPORTING PLATFORM.

IT ALLOWS FOR THE STRATEGISING, ASSESSING, GUIDING AND TRAINING OF EMPLOYEES OF
COMPANIES OF ALL SIZES WHOSE ACTIVITIES ARE TRANSFORMING
TOWARDS A NEW ORGANISATION, NEW FUNCTIONS AND NEW JOBS.

OUR SOLUTION IS HIGHLY INNOVATIVE, TACKLING THE CHALLENGING MATCH OF JOB
TRANSFORMATION AT COMPANY, EMPLOYEE AND MARKET LEVEL.

WE SUPPORT A MARKET-DRIVEN APPROACH IN WHICH THE FINAL OBJECTIVE IS TO PLACE
THE RIGHT PERSON IN THE RIGHT POSITION, EQUIPPED WITH THE RIGHT TRAINING IN
A COMPRESSED PERIOD OF TIME. 

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SKILLS EXPANDER. A 6 STEPS SOLUTION

 * Analyse & define
   Upskilling initiative
 * Define the future
   workforce
 * Assess current
   competencies
 * Match jobs and trainings to
   engage workers
 * Train the
   new competencies
 * Monitor,
   evaluate &
   improve policy

01 - ANALYSE & DEFINE THE UPSKILLING INITIATIVE - ENGAGE THE ECOSYSTEM

Objective: Define the upskilling strategy and, with it, the relevant execution
plans and resources.

Approach: The design thinking methodology allows stakeholders to conceptualise,
co-create and prototype new products, services, strategies and business models
and to prepare best the upskilling initiative.

Outcome: A precise scope, a defined budget, a defined implementation and
execution strategy and a stakeholder engagement plan.

02 - DEFINE THE FUTURE WORKFORCE TAKING INTO ACCOUNT THE IMPACT OF THE
DIGITALISATION AND AUTOMATION.

Objective: Analyse the organisation’s future workforce needs and align them with
its digital strategy and its vision of the business development in the upcoming
years.

Approach: By using our toolbox (workforce planning) and analysing the
organization’s employee data, we will be able to share insights on the risk of
automation of your most impacted roles and departments. We will also be able to
identify the future suitable or transformed positions for these most impacted
roles.



Outcome:

 * - Identification of the impacted departments and the number of impacted
   employees
 * - Definition of job corridors for the most impacted roles taking into account
   skills proximity, salary proximity and lower risk of automation



03 - ASSESS CURRENT COMPETENCIES

Assess current competencies of impacted employees. Accompaniment by a personal
advisor, evaluation with AI-tools.

Objective: Understand the full potential of each employee and prepare a
successful job matching and identification of a potential skills gap.

Approach: Each participating employee will be accompanied by a certified
personal advisor or coach throughout the upskilling process. Together with this
personal advisor as well as our upskilling toolbox, the current skills of each
employee will be assessed and documented. The personal advisor receives the
transversal, professional and digital skills assessment results, which will be
debriefed in a face-to-face meeting with the participating employee.

Outcome: Strengths of the employee will be emphasised and be a good base for
career or job transformation plan identified with coach. The organisation will
receive regular reports. Due to confidentiality, the organisation will not
receive access to the questionnaire reports.

04 - MATCH JOBS AND TRAININGS TO ENGAGE WORKERS

Find the best possible job and training match for the impacted employees, either
internally or externally. Accompanied Job & training matching and job-suggestion
tools taking into account vacancies and the skills gap towards new job

Objective: Find the right future job for the participating employees - this job
can be an internal job or an external job according to the scenario. The
employee will build a job transition scenario with his personal advisor
confidentially.

Approach: Our toolbox provides job matching opportunities for real-time vacant
positions (either internal or external). The tool is fed with vacancies either
from job boards, career websites or data from the unemployment agency. The CV
and skills assessment of the employee is uploaded in the tool. The job matching
shows the employee’s profile and improvement potential, the potential real-time
job opportunities and the skills gap. Moreover, the tool can show up the best
fitting trainings to cover the skills gap.

Outcome: Personalised job matching and individual skills development plan for
each participating employee.

05 - TRAIN THE NEW COMPETENCIES

Train the new competencies to be best prepared for the new challenge: Definition
of technical, transversal and digital training needs and elaboration of a
training plan for each employee

Objective: Organise and follow-up on the trainings of the employees; provide
e-learnings and training content via the platform.

Approach: Our toolbox can provide the organisation with a learning management
system, which allows to follow the progress of each employee and see future and
past upskilling trainings. The toolbox can also integrate existing training
platforms - internal or external to the organisation.

Outcome: The employee will have an overview of his/her progress and trainings,
he/she can evaluate the trainings and take e-learning classes. The personal
advisor can also see the progress of each employee to catch up and motivate when
progress drops down.

06 - MONITOR, EVALUATE & IMPROVE POLICY

Objective: The Skills Expander foresees a strong and regular collaboration
between the board, the HR department, the operator and other stakeholders. We
also recommend regular monitoring, evaluation and detection of transversal
improvement areas.

Approach: Communication is key in a transformation project, which impacts and
changes the workforce. We therefore provide the organisation with

 * - Communication guidelines for internal and external communication of the
   project and impacts
 * - An e-collaborative solutions platform to exchange data and information
   securely with the stakeholders (incl. employees, operator, …)



Outcome: By integrating the end-to-end solution and continuously monitoring it,
a streamlined programme administration will be installed. Moreover, market
alignment and a clear ROI will result.

> A comprehensive solution supported by an integrated platform

We have developed an integrated platform with a set of flexible modules that can
be easily tailored to your specific needs. The modules support the
implementation of the Skills Expander process and support each step defined
above (e.g. workforce planning, skills assessment, job and training matching,
integrated data protection & communication). Each participant can enter the
platform through a single point of entry. Depending on their individual Skills
Expander journey, they can access the modules relevant to their personal
development. 




Get in touch and register for a one day workshop

> Upskilling has become, more than ever, the indispensable response to the
> ongoing technological and economic transformation. It is an essential element
> of a new ‘social contract’ which the new technological changes require if we
> want them to represent an opportunity for all.
> 
> Nicolas Schmit, former Minister of Labour, Employment and the Social and
> Solidarity Economy Luxembourg


OUR EXPERTS

LAURENT PROBST, PARTNER, PWC LUXEMBOURG, GOVERNMENT DIGITAL TRANSFORMATION &
INNOVATION LEADER

Laurent Probst is a Partner at PwC Luxembourg and leads the Government Digital
Transformation and Innovation activities. He is the founder and partner of PwC’s
Accelerator Network, building the export capacities of thousands of innovative
EU companies. Laurent works with governments and international institutions,
leading strategic projects focused on the adoption of digital transformation for
sustained economic development. His focus is to remedy the increasing skills gap
that limits economic growth potential through two major projects: EU 2030
High-tech Skills Vision and Strategy Development for the EU manufacturing
industry, and the development and implementation of a national upskilling
solution (www.skillsbridge.lu) for the Luxembourg government. Laurent created
two coding schools to upskill and enable employment of workers in tech-related,
sustainable jobs. Additionally, he was appointed as an advisor to the UNDP for
the development of the Global Knowledge Index and has recently produced the
Future of Knowledge Report for UNDP and MBRF (www.knowledge4all.org).



CHRISTIAN SCHARFF, PARTNER, PWC LUXEMBOURG PEOPLE & ORGANISATION HR TECHNOLOGY
LEADER 

Christian Scharff is a Partner at PwC Luxembourg, leading the People &
Organisation practice. He coordinates EMEA HR Technology activities and advises
companies in Europe on technology and its consequence to human resource
management. He is a recognised expert in the deployment of major HR ERP systems
like Workday and SuccessFactors, and has worked on projects related to Rifkin’s
3rd Industrial Revolution (Luxembourg government (www.tirlux.lu), revamping
university business plans (Advisory Board Member, National Research Nuclear
University MEPhI [Moscow Engineering Physics Institute]), and supporting
organisational CSR journeys (Inspiring More Sustainability Luxembourg
(www.imslux.lu) & Luxembourg Diversity Charter (www.chartediversite.lu/en). With
his colleague Laurent, he created the Luxembourg upskilling programme and
co-leads its international deployment. Christian holds a degree in HR Management
from HEC Saint Louis (Brussels) and a postgraduate degree in management from the
Solvay (Brussels) Business School. He attended the Advanced Management Programme
(INSEAD, Fontainebleau). 




> Christian and Laurent are supported by a team of +20 experts from the
> technology, People & Organisation and Public Sector departments in PwC.

For governments struggling with the unemployable, businesses suffering from a
dearth of skilled workers and markets trapped by languishing revenue, this book
provides a roadmap to an exciting and bright future. Intellectual Capital is
very dependent upon our deeper understanding of how to effectively design and
implement upskilling initiatives.

Laurent Probst & Christian Scharff have cracked the code. Instrumental in the
development and implementation of SkillsBridge (www.skillsbridge.lu) for the
Luxembourg government, they now implement this sustainable solution throughout
the world.

This book looks at the impact of technological growth and purposeful action. It
provides a solution to one of the most critical but soft infrastructure issues
faced by society today; the life cycle of practical skills and the sustainable
span of professional knowledge. Upskill 6 Steps to Unlock Economic Opportunity
for All, outlines strategies, actions and policies that enable government,
business and society to work together, in lockstep, to ensure a sustainable and
prosperous future.



Order the book now!


MEDIA CORNER

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View Transcript

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THE POWER OF SKILLS: A VIEW ON EUROPE AND LUXEMBOURG’S WORKFORCE

This year has been (and still is) a big challenge for everyone, Covid-19 has
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it...

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THE UPSKILLING IMPERATIVE FOR FINANCIAL SERVICES FIRMS

Even before COVID-19, CEOs at FS firms faced a rapidly changing industry.
Developing their people with the right skills is critical for them to compete in
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03/06/20

HOW THE COVID EXPERIENCE OPENED THE DOOR TO FUTURE WAYS OF WORKING

Cécile Mazourine (Senior Manager, PwC Luxembourg) tells us more about the impact
of Covid-19 on the ways of working.

21/01/20

UPSKILL NOW TO ACCELERATE COMPETITIVENESS AND GROWTH IN THE INSURANCE INDUSTRY

Insurance companies should be very much aware of the impact that the FinTech
revolution might have on the industry.

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CONTACT US

Christian Scharff

Partner, People, Experience and Change, PwC Luxembourg

Tel: +352 49 48 48 2051

Email

Laurent Probst

Partner, PwC Luxembourg

Tel: +352 49 48 48 2199

Email



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