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Upskilling For Energy Professionals

Have you heard of this new buzzword? I bet a lot of buzzwords come to mind, however I'm referring to one that ensures you –that is the energy professional– remain very relevant in the future world of work.

There is an ongoing migration of skills bigger than any the world has ever seen before. As the world continues to embrace the digital world, companies are adopting innovation and hence the disruption of norms. Already learned skills are decaying faster than ever before, what one learnt a year ago could have evolved or worse become irrelevant today, the knowledge many people have spent years amassing are fast becoming obsolete. Companies are now changing their business models, they are moving into new areas, adopting data-driven business models, trying to keep up…trying to stay ahead, and although many have thought of this as a threat to human labor, talent is and will always be a huge part of this transformation. Human talent will still be required to design, develop and adapt these incoming technologies and technological processes, to make work much easier and faster for all.

Unsurprisingly though, considering how resistant many if not most people can be to change, an overwhelming number of companies and personnel are still far behind in reaching their technological potential. Even though developments in technology (like Artificial Intelligence, Robotics, Automotive Technologies…) are happening faster and faster, most of the education institutes are lagging behind in equipping people with the practical and most in demand skills to leverage these technologies. This is commonly known as the digital skills gaps in the field of Human Resources. While the future cannot be predicted, it is being prepared for through adaptation by transformation, and as studies continue to provide better insights, it has become more evident that the process must begin with a recalibration of current mindsets to one that embraces growth – that is a growth mindset. It is this growth mindset that has ushered in the new buzzword – Upskilling, the word that is changing the world of work, with the aim of closing the Human Resources digital skills gaps.


Upskilling is in summary taking the skills that people have today and making them more relevant for the future. Upskilling will enable workers to develop and manage their skills and boost productivity to meet industry and specific job requirements in this time of exponential changes.

Quite often, upskilling is a mindset issue more than it is a skills issue because companies will hire dynamic people that are resilient and adaptable to change, rather than static people who own a particular skill but are resistant to change. Hence, upskilling should not be just some response to a problem at a particular time, rather it should become a way of life. It should be rooted in an individual’s ability to learn, unlearn and relearn continuously while nurturing their creative, innovative, and critical thinking skills. This way picking up new relevant skills and staying up-to-date with relevant technologies become seamless.

What are some career advantages of Upskilling?

1. Competence improvement

Learning is a continuous process and academic knowledge must be supplemented with industry-relevant skills & soft skills which can be acquired through self-training and on-the-job learning. Continuous learning and curiosity enhance competency and ensure you remain job and industry-relevant.

2. Employability boost

With upskilling, you enhance your options for better opportunities and career choices. A personnel’s willingness to learn and openness to take on new challenges can work in their favor when it comes to securing permanent employment or getting noticed by employers. Having a positive attitude towards upskilling exemplifies adaptability and agility which boosts employability even in the face of disruption and technological innovation.

3. Future workplace readiness

To be well equipped in today’s fast-paced digital economy enabled by global connectivity and technology, personnel must become tech-savvy and digitally relevant. In-demand skills such as Data labeling, Data analytics, and Coding are some of the many skillsets that will set any personnel on the right path towards the future workplace.

4. Growth opportunities

Gaining new knowledge is one way to discover new passions, talents, and career paths. Even if it is learning out of pure interest, every new knowledge has the potential to put you in contention for a managerial role for example. In many instances, career progression or crossover happens because a person holds skills that make them relevant to the position.

While upskilling deals with improving the same skills in the same job role, like a drilling technician learning how new drilling technologies work, or a solar technician keeping track of developments in concentrated solar power; reskilling which is a close cousin to upskilling deals with training personnel for new roles and processes that are springing up. It amounts to teaching new skills and getting the personnel ready for the new job role, even though the personnel might already be an expert in a particular skill area. This could be a situation where a drilling engineer develops a skill in data science and machine learning.


Who is responsible for Upskilling?

There are ongoing debates on who is to take responsibility for upskilling – the employer or the employee. A research by the BCG Henderson institute showed that 2X more people see upskilling as a personal responsibility rather than the responsibility of their companies or the government. Do you agree with this finding?

Well, every personnel must take the initiative to ensure their skills are being developed and changed as and when the job demands, by keeping track of how the industry is evolving, embracing changes, and learning continually. And companies must provide the context in which these upskilling will be done by clearly defining the upskilling strategy based on industry trends.


For contract workers, freelancers, and consultants in the energy industry who have no set employer to cater to their career development needs, they would normally have to bear the full responsibility for upskilling. They have to stay up-to-date with how their skillsets are evolving in the context of their industry, and adjust accordingly.

To simplify this hectic and expensive process, Manup has teamed up with top training and industry certification issuing organizations to provide energy industry personnel relevant trainings and certifications at subsidized rates. These trainings and certifications will equip Manupers with in-demand skills and ensure their continuous skill development, to make sure Manupers are ready for the future world of work and are perfect fits for in-demand energy projects worldwide.

To take advantage of this offering by Manup and begin this exhilarating upskilling journey, take the next step now by joining the Manup tribe at .

See you on the other side.




About the Author

Tomisin is a Business Operations Specialist at Manup. She is an Industrial Chemist and Data Scientist with a Masters degree in Energy and Environment, and a strong affinity for Sustainable Development.

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