Upskilling program examples: what you need to consider

Workforce upskilling has been an HR trend for a while now. Today, it’s become a necessity and a must-have HR practice. In this post, we’ll review seven upskilling program examples from prominent companies like Walmart and Target in order to learn their best practices, get inspired, and be able to tailor their upskilling programs to your organization’s needs. 

In 2018, Walmart launched their Live Better U (LBU) program that completely reimburses an associate’s education. The program aims to solve a significant problem in adult education: because of high education fees, adult learners often fail to complete their studies. Now, for only $1 per day deducted from associates, Walmart employees are reimbursed for tuition and books when studying at partner universities and colleges.  

Target has introduced the Gild Education program to implement debt-free education for its employees. The program covers books and essential costs like tuition fees at universities, colleges, boot camps, undergraduate programs, certifications, and more. Target covers business-related education, like business management or IT operations.  

How can you adapt this model? Of course, tuition is pricey. If your budget doesn’t involve heavy investments, consider a simplified reimbursement plan, like partial cost-covering or selected education programs, as Target does. 

It’s not a surprise that technology companies are leading pioneers in many HR-related aspects. Google is one of the brightest examples of employee upskilling. Their numerous upskilling programs offer versatile educational opportunities not only for their internal staff but also for external organizations and people. 

Today, most of their upskilling and reskilling initiatives are run by the “g2g” (Googler-to-Googler) volunteer community, which means peer-to-peer cooperation. Volunteers devise training courses and curriculums, mentor their peers, and supervise learners. 

Studies show that most employees (68%) prefer to learn at work and their own pace. Therefore, upskilling approaches such as these foster a culture of continuous learning and facilitate employee engagement, leadership development, and employee retention. 

Digital upskilling covers all aspects of digital literacy, including business-related aspects like business automation and strategic workforce planning. 

PwC, for example, recognized the importance of digital upskilling and has invested $3 billion in the “New World, New Skills” program and Digital Fitness in particular. Digital Fitness is a mobile app that allows employees to assess their digital skills, devise learning paths, and upskill continuously. The application is mainly based on micro-learning to facilitate on-demand learning and course completion. 

The company emphasizes that the key to successful digital upskilling lies not in tools and substantial financial investments but in employees’ commitment, time resources, and organizational support. 

In 2021, Accenture invested in its training and reskilling initiative to provide limitless learning opportunities. The company introduced a learning platform for employees of all positions, training levels, and career goals. That’s how Accenture fosters a culture of continuous learning that doesn’t depend on specific business goals or career development. 

Feel like following the Accenture way? Consider a partnership with existing learning platforms like LinkedIn Learning that provide endless training opportunities at a moderate cost. 

Starbucks is known for its numerous L&D programs like the Starbucks College Achievement Plan, which provides 100% tuition coverage for its employees. In addition, the company recognizes the importance of leadership and soft skills development. Starbucks has devised proprietary curriculums and e-learning programs like Starbucks Experience and Shift Supervision to upskill its workforce and develop soft skills. They ensure learning consistency and foster the unique Starbucks culture where people are the centerpiece. 

To be like Starbucks, you don’t necessarily need to implement pricey solutions. Put your unique corporate culture and values in the spotlight and build your L&D program around them.