For many employees, retraining is a big step, but it’s also an opportunity to take your career in a new direction. Whether you’re facing changes within your organisation, realise that your current role isn’t quite the right fit for you, or are simply curious about what other possibilities are out there: retraining could be exactly the solution you’re looking for. In this article, we answer the most frequently asked questions about retraining in practice, so that you know exactly what to expect.
What is reskilling, and when is it necessary?
Reskilling is the process of acquiring new knowledge, skills and competences in order to take on a different role or pursue a different career. It differs from further training, which involves deepening your existing knowledge within your current field. Retraining involves a broader transition, sometimes into a completely new professional field.
Reskilling is relevant when your current role changes due to technological developments, organisational changes or shifts in the labour market. But it can also be a conscious, positive choice: you may want to enjoy your work more, find a role that better suits your talents, or realise that you have outgrown your current role. In all these situations, retraining offers a clear way forward.
The good news is that retraining is becoming increasingly accessible. There are more opportunities than ever to develop your skills, both through formal training programmes and through practical courses that fit in with your pace and circumstances.
What is the step-by-step process for a retraining programme?
A retraining programme always begins with self-awareness: who are you, what are your talents and what do you want to achieve? This is followed by an orientation phase, then the actual course or training, and finally support in finding a new role or workplace.
In practice, a retraining programme often takes the following form:
- Self-awareness and self-exploration: You identify your own qualities, motivations and ambitions. This forms the basis for all the choices that follow.
- Career Orientation: You’ll explore which field suits you best and what opportunities the job market offers in that field.
- Choice of course or programme: Based on your interests, you can choose a suitable degree programme, course or practical programme.
- Education and practical experience: You will follow your chosen course, possibly combined with work placements, projects or work experience in your new field.
- Support with finding work: During or after the course, you’ll work on your job application strategy and your network to help you make the move to a new role.
The order and intensity of these steps vary from person to person and from situation to situation. A tailored approach is essential, as no two reskilling programmes are the same.
Who pays for a retraining programme?
The costs of a retraining programme may be covered by the employer, the employee themselves, the UWV, an industry-specific Training and Development Fund (O&O-fonds), or a combination of these. Which party pays depends on your situation and the reason for the retraining.
Where retraining takes place as part of a reorganisation or redundancy, the employer is in many cases obliged or willing to contribute. Schemes are available through the UWV for people who are unemployed or at risk of becoming unemployed. In addition, many sectors offer grants or allowances for training and development through their training and development funds.
Are you still in employment and would you like to retrain proactively? If so, it makes sense to discuss this with your employer. More and more organisations view retraining as an investment in the long-term employability of their staff and are willing to contribute financially towards it. The individual learning budget or the STAP scheme (where available) can also play a part in funding this.
What is the difference between retraining and outplacement?
The main difference is that reskilling focuses on acquiring new skills for a different role, whilst outplacement is a support programme that helps you find a new job, whether or not this is combined with training. Reskilling is a means to an end; outplacement is a broader process.
Outplacement focuses on supporting the employee: from coming to terms with the transition to actively seeking a new job. Retraining may form part of an outplacement programme, but this is not always the case. Sometimes a person is already well-suited to the labour market and does not need further training, but does require support in their job search.
Reskilling and outplacement can therefore coexist and reinforce one another. When someone wishes to embark on a new career path and requires additional knowledge to do so, a combination of both approaches is often the most effective.
How long does a retraining programme take on average?
The average duration of a retraining programme varies considerably: from a few months for a targeted refresher course to two years or more for a complete retraining programme leading to a new profession. The duration depends on the complexity of the new field, the chosen course and the time available.
A short-term programme lasting three to six months is feasible if you switch to a related profession where you can make good use of your existing knowledge and experience. If you want to take a completely new direction – for example, from administration to healthcare or from engineering to IT – this will require more time and effort.
Practical programmes, where you learn by doing and quickly get to work in a new environment, can significantly reduce the time it takes to complete the process. The key is a realistic plan that suits your situation, pace and goals.
How do you know if a career change is the right choice for you?
A career change is the right choice if you realise that your current role no longer suits you, if the job market demands skills other than those you currently possess, or if you consciously want to take a new direction that better matches your talents and motivations. It always starts with honest self-reflection.
Ask yourself the following questions to work out whether a career change is right for you:
- Do I still get enough energy and enjoyment from my current job?
- Does my current role still match my talents and ambitions?
- Are there any developments in my sector that will radically change my role in the coming years?
- Do I have a clear idea of what I would actually like to do?
- Am I prepared to invest time and energy in a new direction?
If you answer ‘yes’ wholeheartedly to several of these questions, a career change is certainly worth considering. A chat with a career coach can help you organise your thoughts and get a clear picture of the options available. Through our programme for sustainable employability for employees you’ll gain an understanding of your own talents and the opportunities available in the job market, so that you can make an informed choice.
How Nieuwkans helps with retraining and career progression
We support employees who are at a crossroads in their careers, offering personalised attention and an approach that is fully tailored to your situation. Not a one-size-fits-all programme, but a bespoke solution that reflects who you are and what you want to achieve. This is what we offer:
- Self-awareness as a starting point: Using scientifically proven methods, such as the BrainsFirst approach, we identify your natural talents and cognitive behavioural preferences.
- Career guidance and direction: We’ll help you find out which career path suits you best and how to link that to realistic opportunities in the job market.
- Step-by-step guidance: From the initial interview right through to the next concrete step towards a new role or course, we’ll be right by your side throughout the whole process.
- Lasting results: Our aim is not only to help you find a new direction, but also to enable you to move forward in your career with confidence and enjoyment.
Want to know what we can do for you? Contact us and we will discuss together which step suits you best.