UNDERSTANDING THE SIGNIFICANCE OF UPSKILLING, RESKILLING AND DESKILLING IN THE IT/ITES ORGANIZATIONS AND ITS IMPACT ON BUSINESS EXCELLENCE

DOI: https://doie.org/10.10399/ES.2025731237

Preeja Sreedhar, Dr.Seema

Keywords:

Business excellence, Upskilling, Re-skilling, Deskilling, Learning &development and Industry5.0

Abstract:

The contemporary world and the industry 4.0 is being referred to as “Human Centric” despite the technological disruptions that has propelled across globally. This era of 21st century believes in “Perform or Perish” subsequently we have seen the flourish of Organizations that has excelled and the burst of the others who have stagnated over a period of time. This paper is a systematic process of investigating into the impact of upskilling, reskilling and deskilling preferably in the IT/ITES Organizations and its repercussions of the business excellence in today’s economy. The study is based out of Urban Bengaluru with a sample frame of IT industry where a FGD with L&D Team was  conducted using a structured questionnaire. This paper addresses the specific area of learning and improvement to keep pace in the fast-moving changing ecosystem. The organizations today are on the cusp of change and it is very critical for the beneficiaries to inculcate a learning curve so as to sustain in the long run. The literature survey  connects with the existing frameworks of learning model . The independent variable is upskilling, reskilling, deskilling and the dependent variable is the business excellence followed the moderating variable which is the processes involved. Thus, there is a direct relevance to the proposed research (Hart 2003) . A narrative literature review approach was adopted in this study by also looking into inclusion and exclusion criteria. The limitation of this study was the time constraint and the population gap apart from the scope for future empirical research. Apart from the findings, analysis and the recommendation. There is also the four-competency cluster model and skill adjacencies for skilling which is discussed. The author tries to introduce “future-skill reusable framework  with skill grids, assessment tools and learning  outcomes which can be used as a blue print to set  decision criteria, to prioritize essential skills and to build a structural approach to evaluate and select training courses. This will help in capability building and immersion learning thus enabling upskilling, reskilling and deskilling approaches in the industry.

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