In reality, not everyone will be a shoo-in to fill your company's technical skill gaps. However, by implementing a three-tiered learning program, you can better identify employees with skill adjacencies through hands-on, interactive courses, and uplevel the skill sets of your employees overall. There are few key components to consider in building out your tiered learning program:

Tier 1: Use your first tier as a foundational course. This stage should cover the basics like navigation, critical concepts and workflow creation. Even if an employee only completes this portion of your program and doesn't proceed to tier 2, this foundational tier still offers value. At the very least, employees can gain greater insight into your company's processes and better understand the value no- and low-code technology brings to their work.
Tier 2: The second part of the program should offer deeper insight into the "whys" and "hows" behind no- and low-code technology. This tier could be a springboard to new career paths employees can achieve through upskilling. Lessons in this tier should enable the employee to build workflows in the platform. Consider including a test at the end of the program to ensure the employee has a basic understanding of no- and low-code building principles.
Tier 3: Your last tier should be for employees who are interested in learning advanced techniques and building more complex workflows. These courses should involve more intricate lesson plans, deeper learning on low-code skills and an advanced certification test to cap it all off.

A win-win opportunity

There's no denying the challenges of filling technical skill gaps. But HR leaders have a win-win opportunity for their organizations. By identifying employees with strong skill adjacencies through a tiered learning program, you can leverage existing talent to close skill gaps and create revenue-driving tech solutions for your business.

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How existing employees can close technical skill gaps at your organization

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