The labour market is changing at breakneck speed. Jobs are disappearing, new roles are emerging, and the skills that were valuable yesterday may no longer be sufficient tomorrow. Many employees find themselves at a crossroads, wondering: should I expand my knowledge, or is it time to take a completely new direction? The terms ‘reskilling’ and ‘upskilling’ are often used interchangeably, but they actually mean something quite different. In this article, we clearly explain the difference, so that you can make an informed choice about your career.
Whether you’re finding that your current role is changing, you’re looking for a greater challenge, or you simply want to develop: understanding the right type of training is the first step towards a strong, future-proof career.
What exactly do ‘reskilling’ and ‘further training’ mean?
Further training involves deepening or updating your existing knowledge and skills within your current field. Retraining involves learning a completely new profession or field, which takes you beyond your current role or sector. Both forms are aimed at professional development, but the starting point and scope differ significantly.
Continuing professional development builds on what you already know. Think of a marketer taking a course in data analysis, or a nurse specialising in a new treatment method. The core of the job remains the same, but you add new skills. Retraining goes a step further: you switch to a different profession or sector, which requires a more intensive learning period and sometimes a different mindset as well.
What is the difference between retraining and further training?
The main difference between retraining and further training lies in the scope of the change. Further training is an extension of your current professional profile. Retraining is a transformation in which you embark on a new career path. Further training is usually shorter and builds on existing experience, whilst retraining requires more time and investment.
Further training: developing your skills within your field
Continuing professional development focuses on keeping your knowledge up to date or deepening your understanding in a way that is relevant to your current role. This could involve a short course, a certification programme or a training course lasting a few days. The barrier to entry is relatively low, as you are building on an existing foundation of knowledge and experience.
Retraining: choosing a new direction
Retraining requires a fundamental reorientation. You learn a new trade, sometimes from scratch. This may mean undertaking a course lasting several months or even years. Retraining is therefore a conscious, strategic choice that often involves a deeper reflection on your career – on who you are, what you want and what the labour market demands.
When should you opt for a career change rather than further training?
You might opt for a career change if your current profession or sector is undergoing structural change, if your role is at risk of being phased out, or if you find that your work no longer fulfils you and you genuinely want to do something different. Further training is sufficient if you are essentially happy with the direction you’re taking, but want to update or refine your knowledge.
Clear indications that retraining is the better option:
- Your role is being automated or made redundant as a result of technological developments
- You feel that you’ve outgrown your current role
- You want to work in a sector with better prospects for the future
- Following a reorganisation or redundancy, you want to make a fresh start
Further training is the logical choice when your field is evolving and you want to keep up with the changes, when a promotion or new responsibility requires specific knowledge, or when you simply want to stay on top of your game in your current role.
How does a retraining or further training programme work in practice?
A retraining or upskilling programme always begins with a clear understanding of your current situation, your talents and your goals. This is followed by a learning programme tailored to your chosen direction. The format, duration and intensity vary greatly depending on the situation and the individual.
In practice, a programme might look like this:
- Self-awareness and career exploration: What are your strengths, what drives you, and what does the job market require?
- Choice of training format: An online course, a vocational or higher vocational qualification, an accredited certification or a practical training course?
- Guidance and coaching: Particularly when it comes to retraining, personalised support is invaluable for assessing options and maintaining motivation.
- Gaining practical experience: Work placements, projects or voluntary work help you to put new knowledge into practice straight away.
A personalised approach plays a major role here. What works for one person does not necessarily work for another. A good programme takes into account your pace, your background and your specific goals.
Who pays for retraining or further training?
The costs of retraining or further training may be borne by the employer, the employee themselves, the government, or a combination of these three. In the Netherlands, there are various schemes that make training financially accessible, such as the STAP budget (subject to current regulations), sectoral funds and grants via the UWV.
Employers are increasingly investing in the development of their staff, as long-term employability is also in their own interests. Particularly when a role changes or is made redundant, the employer can contribute to retraining as part of a social plan or a ‘second track’ programme. It is always a good idea to discuss this with your line manager or HR department, so that you know what options are available to you.
How can you ensure your long-term employability by choosing the right training?
Sustainable employability means remaining valuable and employable in the labour market, both now and in the future. Choosing the right training programme – whether it involves retraining or further training – plays a key role in this. It is not just about taking a course, but about developing a proactive attitude towards your own development.
Anyone who wants to remain employable in the long term would do well to regularly reflect on the following questions:
- Do my current skills still match what the labour market is looking for?
- What trends are emerging in my sector, and what do they mean for my role?
- Am I making the most of my talents, or am I missing out on opportunities?
Self-awareness is the starting point. If you know who you are, what you’re capable of and what drives you, you’ll make more informed choices about your education and career. Want to find out more about how you can work on this? Then take a look at our programme for sustainable employability for employees.
How Nieuwkans helps with retraining and further training
At Nieuwkans, we believe that everyone can shape their own future. Whether you want to undertake further training to stay at the top of your game in your field, or are ready to embark on a completely new career path through retraining, we’ll support you with an approach that’s tailored entirely to you.
What we can do for you:
- Developing self-awareness using scientifically proven methods, including the BrainsFirst approach, which identifies your natural talents and cognitive behavioural preferences
- Career exploration and guidance that suits your personal circumstances and ambitions
- Tailor-made programmes for both further training and retraining, tailored to your pace and goals
- Practical support when identifying training opportunities and funding options
Not a one-size-fits-all programme, but personalised support that really makes a difference. Would you like to know which step is right for you? Contact us and join us in discovering which path suits you best.