1. Re/upskilling driven by individuals
2. Re/upskilling driven by enterprises
2.1. Employees
2.1.1. Driven by HR department
2.1.1.1. Talent Acquisition (finding talents from outside to fill open positions)
2.1.1.2. Talent Transition (managing the process of letting people go)
2.1.1.2.1. Outplacement services (helping employees find the next job)
2.1.1.2.2. Arranging benefits for people who are let go, managing the emotion, labor union, etc.
2.1.1.3. Talent Development (typical organizational level of L&D)
2.1.1.3.1. General onboarding programs, and training programs for specific jobs
2.1.1.3.2. Enterprise-led leadership development programs
2.1.1.3.3. Tuition Assistant Program (TAP) (dedicated budget to take formal higher education courses)
2.1.1.3.4. Up/reskilling programs
2.1.1.4. Talent Mobility (moving a group of talent from one position to the other) and Succession planning (when senior leadership leaves)
2.1.1.4.1. Talent Mobility proram to help employees move from one job to the other.
2.1.1.4.2. Succession planning
2.1.2. Driven by Corporate Planning department (or equivalent)
2.1.2.1. Workforce Planning (What kind of people do we currently have? What types of people will we need in the future? How can we make sure we have the right people for our future plan?)
2.1.2.1.1. Building the HR strategy
2.1.2.1.2. Implementing the HR strategy through up/reskilling program
2.1.3. Driven by individual managers
2.1.3.1. On the job learning & development (allocated budget per manager/team)
2.1.3.1.1. I have a budget, but I don't know what to do with it.
2.1.3.1.2. I know what my team needs to learn, but don't have time to find them learning courses that's helpful for them.