World Youth Skills Day: empowering young people with skills for work

HR professionals have a profound role in helping young people develop and succeed in their roles. World Youth Skills Day 2025 is the perfect time for business leaders and HR teams to explore how to support the next generation and build their skills for the future. 

This year, World Youth Skills Day, celebrated on July 15th, specifically focuses on youth empowerment through AI and digital skills, promoting skills development in line with new technologies and workplace needs. With growing demand for these skills, now is the ideal time to look into upskilling and reskilling. 

Upskilling enables individuals to build on their existing knowledge, which in turn enables them to progress in their current role or move into a different, but related, role. For young people new to the workforce, this could mean learning to use new technologies, improving communication skills, or diving deeper into their chosen industry. 

HR teams play a key role in supporting upskilling in young employees by providing access to training courses, mentoring, and real-world learning opportunities. Supporting youth upskilling is beneficial for both the employee and the employer – employees gain valuable competencies and feel supported and in control of their career progression, while employers future-proof their workforce and see increased motivation, productivity, innovation, and loyalty.

While upskilling and reskilling both aim to strengthen workplace capabilities, there is a key difference:

• Upskilling involves building upon existing skills, enabling the employee to perform better in their existing role or progress into a more senior role in the same area.
• Reskilling focuses on developing brand new skills to transition into a completely different role or sector. 

For example, a Junior Software Developer could upskill by taking a course in cloud computing, enabling them to take on more complex tasks and, potentially, secure a promotion. Alternatively, they might decide to reskill by taking a course in consumer behaviour, to prepare for a transition into marketing.

Alternatively, a course in artificial intelligence might be attended by a Data Scientist looking to upskill with new insights into AI, and also by a Customer Service Assistant keen to reskill in order to transition from retail to a tech role. 

In each of these cases, HR and leadership support is vital. HR leaders need to assess exactly what the business needs and what their employees are aiming for, to carve a path that enables both parties to achieve their goals. 

Providing time, resources, and a clear pathway for learning means that young people are set up to succeed – both now and in the future.

As an HR strategy, upskilling and reskilling the young generation brings multiple benefits to the business. The impact goes far beyond individual growth, whatever the industry. The advantages include:

• Increased employee engagement: Employees who are offered learning and development opportunities feel more connected and engaged with their work, and more invested in their professional growth. 
• Better talent retention: Recruitment and on-boarding can be costly. Upskilling reduces staff turnover by showing employees that the business is willing to invest in their future. This, in turn, builds loyalty and the potential for internal career moves. 
• Greater adaptability: A workforce that is continuously learning is better prepared to respond quickly to changes such as market shifts, new technology, and unforeseen disruptions. 
• Stronger branding: Businesses that are seen to invest in employee growth can develop a reputation as a preferred employer, attracting high-performing and driven professionals. 
• More innovation: When employees are continuously learning new skills, they can bring new ideas and perspectives that boost creativity, improve efficiency, and enhance products and processes. 

World Youth Skills Day 2025 emphasises the importance of digital skills in helping young people to navigate a dynamic labour market. For HR teams, the day is a reminder of the critical role they play in shaping the careers of young professionals. 

Young people are facing challenges that have never been seen before. Automation, AI, digital transformation, and economic pressures are reshaping early careers and the nature of work. Often, traditional education is not designed to equip young people to face these challenges. It is left to HR teams to champion efforts to upskill and reskill early careers professionals with programmes aligned with current and future workplace trends. 

Structured learning, such as internships, mentoring, on-the-job training, and formal courses, supports young people in building their confidence and their capabilities. It also proves to them that the business is invested in their career and long-term success. 

Upskilling and reskilling strategies can be embedded as part of the corporate culture. We’ll look at some of these strategies below, but first watch the Careerminds webinar, Enhance Your Upskilling Strategy with 4 Experts, to learn more about implementing these strategies in your own organisation. 

1. Carry out a gap analysis

Use performance evaluations, feedback, and self-assessments to identify any skills that are lacking among your younger employees. Use those gaps to inform professional development plans aligned with individual potential and company needs. 

2. Implement structured learning paths

Include young employees in learning paths that are tailored to their specific career stage. The learning path could include basic training, exposure to real-life scenarios, and gradual skill development to support their professional growth over time. 

3. Introduce mentoring programmes

Match early career employees with experienced professionals, enabling them to benefit from personalised guidance, navigate career decisions, and build confidence in the workplace. They can also model positive habits and business etiquette, and offer career planning advice that may not be covered in formal training programmes. 

4. Invest in technology

There is plenty of learning technology on the market now. By investing in learning platforms, mobile apps, and gamified courses, HR teams can make training more engaging, relevant, and accessible to a generation that is confident using digital tools. 

5. Align skills development with business needs

Learning goals should be closely tied to defined career steps that are relevant to your young employees. That includes ensuring that they understand how acquiring specific skills can lead to promotions, new roles, or additional responsibilities, as well as increased confidence and motivation. 

Traditionally, outplacement has been associated with senior executives, staff with long tenures, and business leaders navigating transitions. Many outplacement programmes focus on helping older employees to re-enter the job market following retrenchment, providing resources such as career coaching, CV writing, LinkedIn profile optimisation, interview preparation, and networking support in line with their extensive experience. 

Outplacement can be just as valuable for younger employees, however, especially those impacted by major organisational change at an early stage of their careers. These programmes, in conjunction with upskilling or reskilling, can offer a structured foundation that helps young people to pivot confidently into new career paths, explore fresh opportunities, and take a different direction in an uncertain job market. 

HR teams can combine upskilling and reskilling with outplacement services by: 

• Providing access to learning platforms and certifications
• Encouraging participation in industry bootcamps
• Partnering with local educational institutions or workforce development agencies

This dual approach of building internal capability whilst preparing for external mobility helps businesses to maintain morale and trust during periods of change. 

At Careerminds, we understand that handling a retrenchment can be tough. If you face that challenge within your organisation, download our free Essential Guide to Handling a Layoff. It provides step-by-step actions to achieve a smooth transition for your employees whilst also protecting your company’s reputation. 

This global day is a reminder to HR teams and business leaders of the value to be found in supporting young professionals by providing upskilling and reskilling opportunities. The workplace is constantly changing, so helping early career employees to develop new skills is a sensible strategic approach for businesses wanting to stay competitive. 

By embedding on-going learning within the business, and linking it to career transition services such as outplacement, companies can nurture resilient, motivated, future-ready teams. The combined benefits to the individual and to the organisation will uplift the entire workforce and create a more adaptable, innovative environment. 

Need help implementing an outplacement programme within your business? We can help. Don’t hesitate to reach out – our experts are ready to guide you through our results-driven approach and industry-leading services. Get in touch today to find out more.