Upskilling in the Construction Industry = Workforce Development.

London & District Construction Association, January 2024

The construction industry is one of the most dynamic and diverse sectors in the world. It employs millions of people and contributes to the economic and social development of many countries. However, it also faces challenges, such as skilled workforce shortages, environmental regulations, dealing with new technology, and expanding competition. To overcome these challenges and stay ahead of the curve, our industry needs to invest in upskilling its workforce.

Upskilling is the process of acquiring new or improved skills and competencies that are relevant to the current and future needs of the industry. Upskilling can benefit both employers and employees in various ways, such as:

• Improving productivity and quality: Upskilling helps workers perform tasks more efficiently and effectively, resulting in higher output and lower costs. It can also enhance the quality of work and reduce errors, defects, and rework.
• Increasing innovation and competitiveness: Upskilling fosters creativity and problem-solving skills among workers, enabling them to come up with new ideas and solutions that can improve the performance and profitability of the industry. It can also help workers adapt to changing customer demands and market conditions, giving you a competitive edge over the competition.
• Enhancing career prospects and job satisfaction: Upskilling can open up new opportunities for career advancement and personal growth for workers, increasing their employability and income potential. It can also boost their confidence and motivation, making them more satisfied with their work and loyal to their employers.

The benefits of upskilling for employees in the construction industry

Upskilling is the process of acquiring new or improved skills and knowledge that are relevant to one's current or future job role. It can take various forms, such as formal training, online courses, mentoring, coaching, self-study, or on-the-job learning.

Upskilling can benefit employees in the construction industry in several ways, such as:

• Enhancing their performance and productivity. By learning new techniques, tools, methods and best practices, employees can improve the quality and efficiency of their work, reduce errors, and waste, and deliver better results for their clients and employers.
• Increasing their employability and mobility. By expanding their skill set and qualifications, employees can increase their chances of finding new job opportunities within their current organization. They can also access higher-level positions that require more specialized or advanced skills.
• Boosting their confidence and job satisfaction. By developing new competencies and achieving new goals, employees can feel more confident and capable in their work. They can also enjoy more variety, challenge, and creativity in their tasks, which can increase their motivation and engagement.
• Preparing for the future. By keeping up with the latest trends and innovations in the construction industry, employees can anticipate and adapt to the changing needs and demands of the market. They can also prepare for the emergence of new roles and functions that may require new skills or knowledge.

Great examples of upskilling in the construction industry are:

• Learning how to use new tools and equipment, such as drones, robots, 3D printers, etc.
• Acquiring new certifications and licenses, such as LEED, BIM, OSHA, etc.
• Developing new skills and knowledge, such as project management, digital literacy, or sustainability and green building practices.

Taking a strategic approach benefits the employer, employee, and the industry.

To achieve these benefits, the construction industry needs to adopt a strategic approach to upskilling its workforce. This involves:

• Identifying the current and future skills gaps and needs of the industry, based on market research, customer feedback, industry standards, and best practices.
• Developing a comprehensive upskilling plan that outlines the objectives, targets, methods, resources, and timelines for upskilling the workforce.
• Implementing the upskilling plan through various channels, such as formal training programs, on-the-job coaching, mentoring, online courses, workshops, seminars, webinars, podcasts, etc.
• Evaluating the impact and outcomes of the upskilling plan, using quantitative and qualitative indicators, such as productivity levels, quality measures, customer satisfaction ratings, employee retention rates, etc.

Upskilling is not a one-time event but a continuous process that requires constant monitoring and improvement. The construction industry should regularly review its upskilling plan and update it according to the changing needs and expectations of the industry. By doing so, the construction industry can ensure that its workforce is always ready to face the challenges and opportunities of the future.

Upskilling is a win-win for all stakeholders.

Upskilling is not only beneficial for employees, but also for employers and the industry as a whole. By investing in the development of their workforce, employers can gain a competitive edge, improve their reputation and customer loyalty, reduce turnover and recruitment costs, and foster a culture of learning and innovation. The industry can also benefit from having a more skilled, diverse, and adaptable talent pool that can meet the current and future challenges of the sector.

LDCA members can find courses to help them upskill, including Health and Safety as well as soft skills and technical training, on the LDCA website at www.ldca.on.ca .