Reskilling and upskilling in business practice : an analysis of needs, barriers, and directions for competency development from the perspective of employers

Abstract

PURPOSE: To identify reskilling and upskilling practices in enterprises, diagnose current competency needs, identify barriers to development programs, and determine the directions of future competency development from the employers' perspective.

DESIGN/METHODOLOGY/APPROACH: A mixed-methods research design was used, combining a quantitative survey among 383 employers from the Podkarpackie Voivodeship (using CATI/CAWI techniques and non-parametric statistical tests) with qualitative individual indepth interviews (IDI) subjected to thematic analysis.

FINDINGS: Significant competency gaps were identified across all analyzed skill groups, with the largest deficiencies found in digital, analytical, and green competencies. The dominant workforce development model remains reactive, heavily relying on traditional internal training. Furthermore, four key directions for competency development were identified: technological-adaptive, specialist, pro-environmental, and hybrid.

PRACTICAL IMPLICATIONS: The results demonstrate a critical need for a strategic shift from reactive training to long-term competency development. Organizations should place greater emphasis on practical methods such as mentoring and learning-by-doing, while regional stakeholders need to improve the availability of specialized training programs within the region.

ORIGINALITY/VALUE: The study offers an empirical, multi-dimensional analysis of reskilling and upskilling within a regional ecosystem characterized by smart specializations (aviation, automotive, and IT). It uniquely reveals a structural tension between employers' high awareness of competency needs and their limited organizational capacity to implement systemic, forward-looking development strategies.