{"id":10675,"date":"2025-10-27T22:56:57","date_gmt":"2025-10-27T20:56:57","guid":{"rendered":"https:\/\/actongroup.com\/upskilling-reskilling-in-the-age-of-data-and-ai\/"},"modified":"2025-10-30T15:16:18","modified_gmt":"2025-10-30T13:16:18","slug":"upskilling-reskilling-in-the-age-of-data-and-ai","status":"publish","type":"post","link":"https:\/\/actongroup.com\/en\/upskilling-reskilling-in-the-age-of-data-and-ai\/","title":{"rendered":"Upskilling &amp; Reskilling: in the age of Data and AI!"},"content":{"rendered":"\n<p><strong>The skills revolution is underway. Faced with digitization, the rise of generative AI and the constant emergence of new professions, companies are faced with a major challenge : how can they adapt their talent to ever-changing needs while respecting their social and regulatory commitments ? <\/strong> <strong>Two structural responses are needed : upskilling and reskilling.  <\/strong><\/p>\n\n\n\n<p><strong>Far from being mere training schemes, these approaches are now real levers for HR, business and social responsibility performance.<\/strong><\/p>\n\n\n\n<p><strong>In a context where the <a href=\"https:\/\/portail-rse.beta.gouv.fr\/csrd\/csrd-comprendre-la-directive-europeenne-et-ses-enjeux-pour-la-durabilite\/\" target=\"_blank\" rel=\"noreferrer noopener\">CSRD<\/a> (Corporate Sustainability Reporting Directive) now requires greater transparency on social indicators, including training and skills development, upskilling and reskilling are becoming strategic pillars with a dual impact : operational performance and <a href=\"https:\/\/fr.wikipedia.org\/wiki\/Crit%C3%A8res_environnementaux,_sociaux_et_de_gouvernance\" target=\"_blank\" rel=\"noreferrer noopener\">ESG<\/a> compliance (environmental, social and governance criteria).<\/strong><\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.773), 1.3rem);\"><strong><strong>WHY UPSKILLING AND RESKILLING HAVE BECOME ESSENTIAL?<\/strong><\/strong><\/h2>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The job market is changing fast :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.lefigaro.fr\/conjoncture\/2017\/07\/17\/20002-20170717ARTFIG00212-une-etude-affirme-que-85-des-emplois-de-2030-n-existent-pas-aujourd-hui.php\" target=\"_blank\" rel=\"noreferrer noopener\">85% of the jobs<\/a> of 2030 do not yet exist, revealing the extent to which <a href=\"https:\/\/actongroup.com\/en\/data-revolution-time-for-digital-architects\/\">skills and roles are changing.<\/a><\/li>\n\n\n\n<li>AI and automation are profoundly transforming low value-added tasks, freeing up time for activities with higher strategic value.<\/li>\n\n\n\n<li>Employees are expressing a growing need to develop their skills<strong> <\/strong>to remain employable and committed in the face of change.<\/li>\n\n\n\n<li>European regulations (CSRD, SFDR) now require companies to measure and publish their investment in training, skills development and professional inclusion in their extra-financial reports.<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\"<em>In this context, it's no longer a question of reacting, but of anticipating,<\/em>\" explains <strong><a href=\"https:\/\/www.linkedin.com\/in\/jean-cl%C3%A9ment-blancher\/\" target=\"_blank\" rel=\"noreferrer noopener\">Jean-Cl\u00e9ment Blancher<\/a><\/strong>, Senior Manager AI &amp; GenAI at ACT-ON DATA. <em>\"Upskilling and reskilling enable companies to prepare their talent for future transformations, while consolidating the social and skills data needed for ESG compliance.\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<p><a href=\"https:\/\/actongroup.com\/en\/data\/\">ACT-ON DATA<\/a> supports organizations in structuring this data and deploying appropriate skills enhancement programs, while guaranteeing the quality and traceability of the information.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.773), 1.3rem);\"><strong><strong><strong><strong>UPSKILLING AND RESKILLING: TWO COMPLEMENTARY DYNAMICS<\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>These two approaches don't conflict, they complement each other :<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><strong>Upskilling<\/strong> : reinforcing existing skills to adapt to changes in a business.<br><strong>Example :<\/strong> A management controller is trained in <a href=\"https:\/\/guides.data.gouv.fr\/reutiliser-des-donnees\/guide-traitement-et-analyse-de-donnees\/visualiser-des-donnees\" target=\"_blank\" rel=\"noreferrer noopener\">data visualization<\/a> tools (Power BI, Tableau) and the principles of ESG financial reporting.<br><br><em>\" Upskilling enables employees to capitalize on their current skills and remain effective in their day-to-day missions.\"<\/em> As Jean-Cl\u00e9ment points out.<br><br><\/li>\n\n\n\n<li><strong>Reskilling<\/strong> <strong>:<\/strong> redirecting an employee towards a new profession by capitalizing on his or her transferable skills.<br><strong>Example :<\/strong> An industrial maintenance technician evolving towards an IoT\/predictive maintenance analyst role, drawing on his or her business knowledge and developing data\/code skills.<br><br><em>\" Reskilling opens up new prospects for employees, while helping the company to secure its know-how and limit external recruitment costs.\"<\/em> He adds.<\/li>\n<\/ul>\n<\/blockquote>\n\n\n\n<p>By combining these two approaches, organizations gain in flexibility and adaptability, while strengthening talent commitment and retention.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.773), 1.3rem);\"><strong>UPSKILLING AND RESKILLING: ESG-CSRD AND RESPONSIBLE PERFORMANCE<\/strong><\/h2>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>The CSRD directive: a turning point for the HR function<\/strong><\/h3>\n\n\n\n<p>Since January 2024, <a href=\"https:\/\/www.drieat.ile-de-france.developpement-durable.gouv.fr\/IMG\/pdf\/l_impact_de_la_directive_csrd_sur_les_pme.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">the European CSRD directive has required companies with more than 250 employees<\/a> to publish a sustainability report including detailed social indicators. This makes the HR function a strategic player in social performance. <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Jean-Cl\u00e9ment explains, <em>\"CSRD requires HR to prove that every training and skills development initiative contributes directly to the company's social and ESG objectives.\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>The \"Social\" component (the \"S\" in ESG) covers in particular :<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Workforce and trends (turnover, internal mobility).<\/li>\n\n\n\n<li>Training and skills development.<\/li>\n\n\n\n<li>Equal treatment (M\/F parity, pay gaps, inclusion).<\/li>\n\n\n\n<li>Health and safety at work.<\/li>\n\n\n\n<li>Social dialogue and employee commitment.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>Consequently, the impact on upskilling and reskilling is direct:<\/strong><\/h3>\n\n\n\n<p>Companies must now measure, trace and publish :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Number of training hours per FTE and by category (management\/non-management, M\/F, age groups).<\/li>\n\n\n\n<li>Training investment as % of payroll<strong>.<\/strong><\/li>\n\n\n\n<li>Rate of access to training and equity of access (combating inequalities).<\/li>\n\n\n\n<li>Effectiveness of systems : internal mobility rate, employability rate maintained.<\/li>\n\n\n\n<li>Align training with climate strategy (e.g. energy transition professions).<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p> <em>\"Without reliable, structured data, it's impossible to demonstrate the effectiveness of skills enhancement paths and compliance with ESG requirements.\"<\/em> Jean-Cl\u00e9ment adds.<\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>The critical role of HR data quality<\/strong>:<\/h3>\n\n\n\n<p>To meet these requirements, HR data quality is becoming a prerequisite for compliance. There are still many obstacles to overcome :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reliability : Scattered training data (LMS, Excel, HRIS, decentralized budgets), source of inconsistencies.<\/li>\n\n\n\n<li>Completeness : Informal training (mentoring, MOOCs, conferences) often untracked.<\/li>\n\n\n\n<li>Granularity : Need for fine segmentation (BU, profession, CSP, gender, age) to demonstrate equity of access.<\/li>\n\n\n\n<li>Auditability : Ability to provide verifiable evidence to external auditors.<\/li>\n\n\n\n<li>Ethics and transparency of AI in HR decisions.<\/li>\n<\/ul>\n\n\n\n<p>The growing use of AI to drive upskilling and reskilling raises<strong> <\/strong>ethical issues now framed by :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/artificialintelligenceact.eu\/fr\/\" target=\"_blank\" rel=\"noreferrer noopener\">European AI Act<\/a> <\/strong>transparency and explicability requirements for high-risk AI systems.<\/li>\n\n\n\n<li>RGPD (General Data Protection Regulation) : right to explanation of automated decisions impacting employees.<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"AI should be used to create opportunities, not reproduce biases. <em>\"<\/em><\/em> Jean-Cl\u00e9ment emphasizes. <em>\"Every recommendation must be transparent and understandable to the employee. <\/em> <\/p>\n<\/blockquote>\n\n\n\n<p>The principles to be respected are :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Non-discrimination.<\/li>\n\n\n\n<li>Transparency.<\/li>\n\n\n\n<li>Right to object.<\/li>\n\n\n\n<li>Privacy by design.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.773), 1.3rem);\"><strong><strong><strong>TOWARDS A PROACTIVE, HIGH-PERFORMANCE HR STRATEGY<\/strong><\/strong><\/strong> !<\/h2>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Upskilling and reskilling are not just HR tools : they are performance gas pedals<strong> <\/strong>with a triple impact :<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>1. Performance Business :<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Build employee loyalty by offering concrete, personalized career prospects.<\/li>\n\n\n\n<li>Reduce turnover and external recruitment costs (savings of \u20ac40-60,000 per executive recruitment avoided).<\/li>\n\n\n\n<li>Align talent skills with the company's global strategy (accelerated time-to-market on new projects).<\/li>\n\n\n\n<li>Make teams a driving force for innovation and competitiveness (increased organizational agility).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>2. Social Performance (ESG) :<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Secure career paths and<strong> <\/strong>sustainable employability.<\/li>\n\n\n\n<li>Reduce inequalities<strong> <\/strong>in access to training (inclusion, diversity).<\/li>\n\n\n\n<li>Strengthen employee commitment and satisfaction (surveys show +25% commitment among employees benefiting from personalized career paths).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.409), 1.1rem);\"><strong>3. Regulatory performance :<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Comply with CSRD\/ESRS social requirements.<\/li>\n\n\n\n<li>Anticipate future regulations (AI Act, HR due diligence).<\/li>\n\n\n\n<li>Enhance ESG attractiveness to investors and talent (employer selection criteria for <a href=\"https:\/\/emploi.ouest-france.fr\/conseils-rh\/difference-gen-z-et-millennials\/\" target=\"_blank\" rel=\"noreferrer noopener\">Millennials\/GenZ<\/a>).<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p> <em>\"Upskilling and reskilling, when driven by reliable data and an ethical approach, become a strategic tool for corporate performance and compliance.\"<\/em> Concludes Jean-Cl\u00e9ment.<\/p>\n<\/blockquote>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.773), 1.3rem);\"><strong>TURN HR CHALLENGES INTO OPPORTUNITIES WITH ACT-ON DATA :<\/strong><\/h2>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>At ACT-ON DATA, we work with organizations to turn these challenges into concrete actions, and make skills a real factor in performance.<\/p>\n\n\n\n<p>Upskilling and reskilling mark a new era for HR. They are transforming skills management into a strategic process in which data and AI play a central role. <\/p>\n\n\n\n<p>Training is no longer enough : anticipating, developing<strong> <\/strong>and<strong> <\/strong>transforming<strong> <\/strong>your talents is now the key to the<strong> <\/strong>future.<\/p>\n\n\n\n<p>Together, we can prepare your employees for tomorrow's developments !<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Do you have an idea for a project ? <a href=\"https:\/\/actongroup.com\/#contact__section\">Contact our ACT-ON DATA experts<\/a> today !<\/p>\n\n\n\n<p>Find out more about <a href=\"https:\/\/actongroup.com\/en\/customers-projects\/#tous-projets__section\">our customer projects<\/a> !<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The skills revolution is underway. Faced with digitization, the rise of generative AI and the [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":10543,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1836],"tags":[2079,1920,444,1923,1924,2109,1925,2861,1921,1992,2860],"fonction":[2514,2513,2509],"secteur":[],"class_list":["post-10675","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-new-perspective","tag-act-on-data-en","tag-act-on-group-en","tag-competences","tag-data-en","tag-ia-en","tag-jobs","tag-performance-en","tag-reskilling-en","tag-rh-en","tag-skills-en","tag-upskilling-en","fonction-cfo","fonction-gm","fonction-hrd"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Upskilling &amp; Reskilling: in the age of Data and AI! 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