The Importance of Skills Retention

The Importance of Skills Retention

Skills retention is one of the biggest issues in the employment industry. The steady loss of skilled people through retirement, turnover and changes in training demographics has created a big hole in the availability of skilled workers. There are fewer skilled people in many areas, and training isn't making up the deficit. So the concept of skills retention has been created to deal with the need for holding on to skilled employees.

This has been a major change in concepts of employment. HR training and the basic perspective of employment have been altered as industries try to cope with massive losses of skilled workers. Employers are now being trained to understand the skills retentions issues, and to plan for covering their skills requirements in advance.

Skills retention programs and initiatives are created in-house by employers. They selectively retain staff who have the core knowledge and skills for their businesses. These are the people who can't be replaced by outsourcing, and they're also on the trainers and fixers in the workplace. Their skills are literally irreplaceable, and they add a lot to workplace efficiency.

Skills retention programs are really incentive packages. They're designed to give the skilled staff a reason to remain in the workplace. They can include better pay, benefits, and cover the scope of packages. In return, the skilled workers knowledge base and skills are passed on, and a new generation of staff is better able to replace people when they leave.

Issues in staff retention programs


The experience issue is the really big one. Experienced people can effortlessly do work that less experienced people can't handle. They know the business, the industry, and the history of dealing with situations. That experience saves employers time and money on a daily basis. Retaining skilled workers includes that valuable aspect, and in combination with training, passes those skills on.


Skilled, experienced workers are inevitably better trainers in the workplace. Some less experienced people are qualified, but not to the extent of being able to train others well. Training people on the job is an art form. On the job training also includes risk management with trainees, preventing any damage and making sure they understand the objects and pitfalls of their jobs.

That situation extends to skills development and equal opportunity issues in the workplace. Experienced supervisors, senior staff and managers know the issues and laws, and know how to handle a systematic approach to this essential process. They can give guidance, check performances, and evaluate staff properly. Employers need to know this area is covered, because they can wind up with poorly trained, semi-skilled people doing important jobs if not.

Even one skilled worker can do a lot to make sure this is all done properly. With a skills retention program, the whole business can be covered. In upscale jobs, it's quite common for skilled people to be employed as consultants, doing very much the same job, but also adding their valuable knowledge to other areas of expertise.

Skills retention programs are priceless to employers in their capacity to create a structured approach to these issues. Skilled workers and experienced people looking for jobs are strongly advised to ask employers, HR and recruiters about any opportunities created by skills retention programs, because their skills are very much in demand.