A Detailed Guide to Skills-Based Training

The pace of change today is relentless, and staying ahead means companies like yours need skill training and skill strategies to be just as fast and focused. As new tools and trends emerge, employees need to continuously build skills to keep up—ensuring your organization is proactive and thriving, rather than just surviving rapid change.

A skills-based training strategy zeroes in on what employees need to excel in their current roles while also preparing them for what lays ahead. A forward-thinking skills-based training strategy also incorporates the skills an employee will need in the future. By focusing on a skills training program, you help your entire company stay ahead.

In this guide, we’ll explore what skill based training means, skills training examples, and common challenges you may face and how to address them.

What is skills training?

Skills-based training, also known as competency-based training or skill training, is a strategic approach to employee development that focuses on enhancing specific skills and competencies directly relevant to employees' roles and responsibilities. Instead of casting a wide net with generic programs, skills-based training hones in on the specific skills and competencies employees need to excel in their roles. It’s a forward-looking, proactive approach to better equip your teams so they can thrive.

As many factors—including emerging trends, innovations, and technologies—continue to evolve, many roles are becoming more and more specialized. It’s so easy for the gap to widen between what employees know and what they need to know. Skills based training bridges that gap by identifying exactly what your company and employees need then delivering targeted talent development initiatives.

Benefits of skills based training

According to McKinsey, there is a growing trend of hiring for skills (rather than qualifications) as a solution to talent acquisition and retention challenges, with evidence suggesting it contributes to a company’s diversity and inclusion plan and a more committed workforce. Companies like Boeing, Walmart, and IBM are adopting skill based training hiring practices, and recently, the state of Maryland removed degree requirements for almost half of its positions.

These organizations see the benefits of skills-based training, including:

• Improved productivity: A skills-based organization makes more competent employees that are better equipped to perform their roles efficiently and confidently, increasing productivity and quality across the board. When people feel capable, they deliver.
• Increased employee engagement: Relevant, role-specific skills based training shows employees their growth matters—one of the key drivers of engagement. This builds trust and improves engagement, making employees more invested in their work and the organization’s success. As a result, they are more likely to be actively engaged in their work while developing core employee competencies.
• Higher retention rates: Learning and growth opportunities are one of the largest retention factors. Employees who see clear growth opportunities are more likely to stick around. Employee skills training not only supports their development but also opens doors to promotions and new challenges.
• Reduced need for supervision: Skills-based talent management empowers competent employees who can work independently, freeing up management to focus on strategy rather than micromanagement.
• Expanded talent pool: When organizations are confident in their skill training, they can hire candidates who may lack certain skills but are otherwise a great fit—making them more attractive employers to top talent.

Challenges in implementing skills-based training

Implementing skills-based training programs in your company can come with some daunting challenges.

Here are some common challenges you may face when building your own skills training program:

• Identifying skill gaps: Pinpointing the specific skill gaps or learning needs within your workforce requires a comprehensive skills gap analysis. Sources such as employee performance evaluations, feedback mechanisms, and industry benchmarks can help.
• Designing relevant training content: Crafting talent development materials that address those skill gaps while also keeping employees engaged is another challenge. Collaborate with subject matter experts to create content that resonates with employees. Use learning management systems (LMS) and other tools to streamline skills based training delivery in many different formats that appeal to unique learner needs. Empower your staff to take charge through employee-led development tailored to their individual skill levels and career aspirations. 
• Measuring effectiveness: To truly gauge the success of your skill based training initiatives, you need clear metrics and evaluation methods. Pre- and post-training assessments, performance metrics, and feedback surveys are your go-to tools for understanding the impact on employee performance. Those same LMS and tech tools typically have reporting functions you can use to track progress and the success of your skills training program.
• Scaling skills-based training: Adapting skills-based training to suit the changing needs of your growing company is a challenge on its own. Strategies such as training roadmaps, scalable technology solutions, and asynchronous training delivery can help you grow skill training initiatives without losing their focus or impact.
• Resistance to change: The skills-based training and recruitment approach is a pretty big shift from traditional practices and not everyone will be on board right away. Anticipate pushback from leadership by aligning skill based training with company goals and priorities. Show them how these efforts address critical needs. For employees, clear communication is your best friend. Explain the purpose and benefits of skills-based training and keep them engaged with 360 feedback and evaluations.

How to design effective skills-based training programs

Designing and delivering effective skills-based training programs requires a thoughtful, strategic approach caters to employees’ unique needs and learning preferences. Here are some things to consider when designing your own skills training program:

1. Personalized learning plans: Start by identifying employees’ strengths, skills gaps, and long term career goals. Use this information to craft tailored learning plans that align with both individual aspirations and organizational goals. Personalizing training makes sure it feels relevant and meaningful to your employees.
2. Actionable feedback and support: Make continuous feedback and communication a normal, acceptable practice in your company. Coach managers to give employees constructive insights on their progress, highlight areas for improvement, and celebrate wins along the way. This keeps employees motivated, focused, and confident in their development journey. ‍
3. Varied delivery methods: One size doesn’t fit all when it comes to skill training. Offer a mix of content delivery methods to suit different preferences and schedules. Blend in-person workshops, online courses, virtual simulations, and on-the-job training experiences. Include self-paced learning options and interactive elements to keep sessions engaging, collaborative, and impactful.

The importance of mentorship in skills-based training

Mentorship programs in the workplace are becoming key elements of many companies’ learning and development strategy, especially when paired with skills-based training. By offering personalized guidance and support, mentorship often amplifies the outcomes of skill based training initiatives, equipping employees with what they need to thrive in their current roles or future ones.

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What role does mentorship play in skills-based training?

Mentorship programs play a crucial role in skills-based training by providing: 

• Personalized guidance: Mentors can offer individualized guidance to mentees, helping employees identify their strengths, areas for improvement, develop personalized learning plans, and navigate challenges they encounter during skills-based training.
• Feedback and support: Mentors provide constructive feedback and support to employees throughout the learning process. They offer performance insights, practical advice to overcome obstacles, and encouragement to help employees stay motivated and focused on their development goals.
• Skill acquisition: A mentorship program accelerates skill acquisition by combining hands-on learning with real-world application. Mentors share their knowledge, expertise, and best practices, making the learning process more effective and efficient than going it alone.
• Confidence building: Mentors are crucial in building mentees' confidence and self-efficacy. By offering encouragement, affirmation, and constructive feedback, mentors help mentees overcome self-doubt and develop the confidence to take on new challenges and succeed in their roles.‍
• Career development: Mentorship contributes to long-term people development by helping employees identify and pursue opportunities for growth, navigating career paths, facilitating internal networking, and providing strategies to help employees reach their mentee goals.

Joan Skelton, Global Director, Diversity & Inclusion at Avison Young, shares how the mentoring program at her company was a resounding success with employees.

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Common challenges of mentoring within skills-based training programs

Managing mentoring relationships within skills-based training programs comes with its fair share of hurdles. Here are some of the most common challenges companies face when integrating mentorship into skill training programs:

• Mentor-mentee matching: Understanding how to match mentors and mentees with complementary skills, experiences, and personalities is essential but challenging.
• Program scalability: As organizations grow or expand their training programs, maintaining the quality and consistency of mentoring relationships can be a significant challenge.
• Accountability: Without clear expectations and accountability measures in place, mentoring relationships can fail.
• Tracking progress: Without clear metrics and evaluation criteria, it can be difficult to assess the impact of mentoring on skill development and overall program success.

How to overcome mentorship challenges in skill based training

Companies like yours can tackle these challenges with strategic planning and thoughtful program design. Here’s how to proactively mitigate challenges when integrating a mentorship program into your skills based training initiatives:

• Effective program design: Learn how to structure a mentorship program with clear objectives, guidelines, and expectations for mentors and mentees. Develop structured mentorship plans that outline goals, meeting schedules, and progress-tracking mechanisms to keep participants on track.
• Leadership support: Gain support from your leadership team to prioritize and champion corporate mentorship programs. Leadership buy-in can help secure resources, allocate funding, and build a culture that values mentoring as a critical component of skills-based training programs.
• Mentoring software: Simplify program creation, management, and measurement with a mentoring platform like Together to streamline mentor-mentee matching, communication and collaboration, and track progress. ‍
• Training and development: Provide ongoing training and support for both mentors and mentees to ensure they have the skills, knowledge, and resources needed to participate effectively in mentoring relationships.

Using technology to enhance and scale mentorship within skill training programs

A well-designed mentoring program can be a powerful tool for fostering knowledge sharing and skill development within organizations. By focusing on individual skills and competencies, mentorship programs can help your company adapt to changing market demands while improving job satisfaction and a culture of continuous learning.

Using software specifically designed for mentorship program management—like Together—can make all the difference.

Here are some key features to look for when looking for a mentorship platform to support skills-based training initiatives:

• Mentor matching: A good mentee and mentor match is at the core of a successful mentorship relationship. Matching based on shared goals, interests, and expertise makes sure connections are meaningful and effective.
• Easy scheduling: Integrating mentoring into daily workflows with tools like shared calendars and built-in communication tools simplifies coordination, making it easier for mentors and mentees to stay connected.
• Tracking and reporting: Data-driven insights can help you monitor the impact of both your mentorship program and skill training initiatives. Tracking metrics such as participation levels, skill development, and program outcomes provides valuable feedback to help you improve skills training programs in the future.
• Structured communication channels: Dedicated spaces for mentors and mentees to connect—whether through direct messaging or group discussion—ensure focused conversations about skill development, challenges, and progress. It also helps foster a sense of community where your employees are comfortable discussing specific topics, sharing best practices, and addressing common questions.
• Resource sharing: Look for a platform where mentors and administrators can easily upload relevant resources such as training materials, case studies, and guides to a centralized training library. A shared knowledge base makes sure both mentors and mentees have the tools they need to succeed.
• Goal setting and progress tracking: Some mentoring platforms cater to individualized learning plans, allowing mentees to set personalized learning goals. Mentors guide them toward achieving these objectives through regular check-ins to help track progress. The platforms should also offer skill assessment tools so you know how your employees are progressing.
• Peer learning opportunities: The right mentoring platform should allow participants to learn from each other through peer mentoring sessions which allow them to share insights, experiences, and tips.
• Program and individual feedback: Look for a platform that has feedback mechanisms built in—whether it’s small surveys after mentoring sessions, or broader program feedback.
• Event management: Some platforms allow users to host webinars, workshops, and virtual events. These sessions allow mentors to share expertise and mentees to learn from industry leaders or internal experts.
• Recognition and appreciation: Celebrating achievement—whether through virtual certificates, badges, or public recognition—is a great motivator. Look for a platform that helps you celebrate individual and company-wide successes.
• Integrations: Make sure you choose a mentorship platform that integrates with your existing tools such as your LMS, HRIS, or communication tools like Teams or Slack. This ensures mentorship is fully embedded into your workflows and skills training programs.

By choosing the right mentorship software, you can avoid many of the common pitfalls of integrating mentoring into your skill based training program and your company as a whole.

Tips for integrating mentorship into skills-based training programs

Successfully weaving mentorship into skills-based training programs requires you to focus on alignment, structure, and ongoing feedback loops. To make sure mentorship is an impactful part of your skills-based training initiatives, make sure you keep these tips in mind:

• Match with purpose: pair mentors and mentees based on specific skill development needs and goals. Go beyond surface-level compatibility by considering factors like personality, communication styles, and career aspirations to create meaningful, productive connections.
• Structure for success: Design mentorship programs with structured frameworks. Establish the frequency and duration of mentoring sessions and encourage structured, skills-focused mentor meeting agendas to keep conversations purposeful.
• Set clear goals: Define expectations and mentorship goals that align with both the mentee’s skill development needs and career objectives, while also supporting your company’s strategic priorities. Regularly review and adjust these goals to ensure progress stays on track.
• Encourage open communication: Build a culture of honest, constructive dialogue. Foster open communication channels where mentees feel comfortable seeking feedback and mentors are equipped to provide it effectively and with empathy. Offer training and other resources to help both mentors and mentees provide and receive feedback the right way.

Building a future-ready workforce through skills based training

As the skills needed to do our jobs continue to change, your company needs to prioritize skills-based training to make sure you remain agile, competitive, and ready for whatever the world throws at you. By focusing on personalized guidance and support, your company can empower employees to achieve meaningful professional growth with supporting the company’s growth at the same time. When paired with the right tools and strategies, skill based training becomes the basis for a learning culture, essentially becoming the foundation for long term success.

Tools like Together can help you take your employee skill training to the next level, helping you create a sustainable and scalable program. Investing in skills-based training and mentorship not only equips employees with the skills they need to navigate change but makes them more resilient.

Learn how Together can support your skills training program—book a demo with one of our experts!