Upskilling/ Reskilling Box

The Upskilling/Reskilling Box, will be set to be used firstly within our TourX Network and other to be developed CoVEs in order to facilitate them to organize the occasionally required upskilling/reskilling needed in the regional tourism sector.

Upkilling / Reskilling Box
The Upskilling/Reskilling Box is being developed to be implemented initially within the TourX network and other upcoming Centres of Vocational Excellence (CoVE). This initiative seeks to support these institutions in putting in place the necessary upskilling and retraining efforts required for the regional tourism sector.
In today’s rapidly evolving labour market, the concepts of reskilling and upskilling have become essential strategies for occupational development. These approaches are crucial for bridging the gap between current employee capabilities and the swiftly changing requirements of their roles. As the labour market continues to transform and change, particularly with the advancements of Industry 4.0, academic institutions must adopt innovative and engaging educational methodologies to ensure their curricula are updated to meet the diverse needs of a multifaceted learner population.
The urgency for reskilling and upskilling is not only driven by the dynamic nature of job functions but also by the rapid pace of technological innovation. This has created a discernible skills gap, emphasizing the necessity for effective talent development strategies. Furthermore, the disruptions brought by the COVID-19 pandemic have accelerated the need for these strategies. In fact, it is projected that within five years, half of the global workforce will require reskilling due to technological progress. By 2025, a significant portion of essential skills will encompass technological competencies that were not considered critical at the outbreak of the pandemic.
The TourX Project aims to address these challenges particularly in the tourism sector by providing evidence-based analysis for upskilling and reskilling at a regional level, highlighting the need for continuous learning and adaptability in the era of rapid technological and societal changes.
The Growing Importance of Reskilling and Upskilling in the Evolving Labour Market
In today’s rapidly evolving labour market, the concepts of reskilling and upskilling have become essential strategies for occupational development. These approaches are crucial for bridging the gap between current employee capabilities and the swiftly changing requirements of their roles. As the labour market continues to transform and change, particularly with the advancements of Industry 4.0, academic institutions must adopt innovative and engaging educational methodologies to ensure their curricula are updated to meet the diverse needs of a multifaceted learner population.
The urgency for reskilling and upskilling is not only driven by the dynamic nature of job functions but also by the rapid pace of technological innovation. This has created a discernible skills gap, emphasizing the necessity for effective talent development strategies. Furthermore, the disruptions brought by the COVID-19 pandemic have accelerated the need for these strategies. In fact, it is projected that within five years, half of the global workforce will require reskilling due to technological progress. By 2025, a significant portion of essential skills will encompass technological competencies that were not considered critical at the outbreak of the pandemic.
The TourX Project aims to address these challenges particularly in the tourism sector by providing evidence-based analysis for upskilling and reskilling at a regional level, highlighting the need for continuous learning and adaptability in the era of rapid technological and societal changes.

Upskilling refers to acquiring new or improving existing skills relevant to an employee’s current job or industry, aimed at advancing one’s career or enhancing effectiveness or adaptability in the current position. This process fosters a culture of continuous learning and development within organizations, keeping employees engaged and attracting top talent. Such a culture enables organizations to adapt to changing business needs and remain competitive in a rapidly evolving environment. In a competitive labor market, strong transversal skills help workers stand out. Upskilling is crucial for preparing individuals for new jobs and enhancing adaptability to new technologies. It involves targeted training and development within an employee’s position or team, creating specific programs to teach new skills that align with evolving role and industry demands.
Examples of Employee Upskilling
Companies like Marriott International have developed comprehensive upskilling programs focused on enhancing customer service skills and digital proficiency through online modules, workshops, and hands-on training. Hilton Worldwide emphasizes leadership development and digital transformation via its Hilton University platform, offering courses in leadership skills, digital marketing, revenue management, and sustainability practices. Accor Hotels’ “Accor Academy” focuses on digital skills, management capabilities, and sustainable tourism practices through e-learning and practical workshops. The InterContinental Hotels Group (IHG) prioritizes leadership training with its “IHG Future Leaders” program to nurture high-potential employees. Meliá Hotels International’s “Meliá Digital Academy” enhances digital skills in areas like marketing and data analytics through online courses and workshops.
In conclusion, skill development and learning new tools are critical for personal growth and organizational success in the tourism sector, helping companies remain competitive while facilitating internal career development.
Reskilling involves acquiring entirely new skills outside one’s current field, typically aimed at transitioning to another occupation or industry. This process is crucial for adapting to changes and ensuring organisational agility in a rapidly evolving business environment. Often necessitated by the obsolescence of previous roles, reskilling provides employees with opportunities to learn skills outside their current position, facilitating transitions into different roles within the company. By addressing skill shortages and preparing for future challenges, reskilling fosters a culture of continuous learning and adaptability, enhancing the organisation’s capacity to respond to market demands. Investing in reskilling initiatives is essential for individual career development and overall organisational resilience.
Examples of Employee Reskilling
Companies that prioritize employee engagement benefit from investing in upskilling and reskilling initiatives. For example, Amazon retrains warehouse workers as IT engineers and data scientists, helping retain valuable staff amid automation. In the tourism sector, TUI Group has initiated reskilling programs to transition employees from operational roles to technology-focused positions, offering training in data analysis, digital marketing, and IT management through partnerships with educational institutions.
Airbnb has adapted its workforce for online experiences with training in virtual event hosting and digital content creation. Their “Virtual Experience Host” program teaches employees how to design and manage online events, ensuring they develop necessary skills for a digital-first environment.
In conclusion, reskilling is crucial for the tourism sector to remain competitive. By investing in continuous learning, companies can ensure their workforce is adaptable and prepared for the future.
In today’s dynamic labor market, upskilling and reskilling are crucial strategies for workforce development, each serving distinct purposes.
Upskilling involves enhancing an employee’s current skills to meet the evolving demands of their existing role or industry, aiming to advance careers and increase effectiveness.
Reskilling involves acquiring entirely new skills outside an employee’s current field, typically aimed at transitioning to different roles or industries, which is crucial for adapting to changes and ensuring organisational agility.
While serving different functions, both are essential pillars of professional development programs, fostering a culture of continuous learning and adaptability. Investing in these strategies ensures long-term success and sustainability in an ever-changing business environment.
The benefits of upskilling and reskilling include:
- Close skills gaps
- Increase employee retention
- Facilitate internal mobility
- Promote organisational growth
- Enable adaptation to change
- Boost employee productivity
- Improve job satisfaction
- Fuel innovation
- Reduce costs
- Solidify succession planning
To effectively upskill and reskill employees and students, organizations must follow a strategic plan that aligns with their goals and supports individual development. Here are essential steps to build a successful upskilling and reskilling program:
- Identify Current Skills: Map out the skills landscape within your organization. HR technology can automate data collection to quickly identify existing skills and gaps.
- Validate Skills: Validate the identified skills to ensure accuracy and relevancy. AI-powered HR solutions can analyze data from various sources to confirm skills’ validity and update them as needed.
- Provide Personalized Recommendations: Use technology to offer tailored upskilling and reskilling recommendations aligned with individual career goals, helping employees see the impact of addressing skills gaps on their growth.
- Offer Resources and Opportunities: Provide access to training programs, workshops, online courses, and hands-on projects. An AI-powered talent marketplace can personalize these opportunities based on each employee’s skills and career aspirations.
- Track Progress: Utilize HR technology to monitor employee goals and track learning achievements. Evaluating progress allows you to measure the impact of upskilling efforts and identify areas for improvement.
The tourism sector in Europe is a crucial component of the economy, creating significant job opportunities. However, the rapid evolution of technology and events like the COVID-19 pandemic have highlighted the need for continuous upskilling and reskilling.
In Spain, the State Public Employment Service (SEPE) and the State Foundation for Training in Employment (Fundae) have launched a comprehensive training program for the tourism sector as part of the National Plan for Recovery, Transformation, and Resilience. This initiative aims to enhance competitiveness and support recovery from the pandemic.
The European Commission has designated 2023 as the European Year of Skills to emphasize reskilling and upskilling, particularly regarding green and digital transitions. This initiative addresses the skills gap with a focus on inclusivity and gender balance, supported by frameworks like the European Skills Agenda and funding sources such as the European Social Fund Plus.
Effective Strategies for Upskilling and Reskilling
- Digital Skills Development
- Lifelong Learning and Micro-Credentials
- Collaboration with Educational Institutions
- Use of Incubators and Accelerators
- Government and Business Collaboration
Key European Initiatives and Fundings
- European Skills Agenda
- Pact for Skills
- Digital Skills and Jobs Coalition
- European Social Fund Plus (ESF+)
- Erasmus+
The European Hospitality Skills Passport, launched by the European Commission with HOTREC and EFFAT, helps hospitality workers and employers by overcoming language barriers and facilitating skill comparison. Available on the EURES portal in all EU languages, it allows workers to document their skills from education, training, and work experience, complementing traditional CVs.
This initiative promotes labor market mobility and aims to enhance recruitment transparency and efficiency, supporting economic growth in the EU. It is particularly valuable for sectors with high labor mobility, providing a reliable way to recognize and validate skills across countries and languages, benefiting both employers and employees in the hospitality industry.
Link for more information: https://ec.europa.eu/social/main.jsp?langId=en&catId=89&newsId=2081&furtherNews=yes
The COVID-19 pandemic caused significant disruptions in the global tourism sector, with international tourist arrivals dropping by 74% in 2020 and a loss of $1.3 trillion in export revenues, severely impacting economies reliant on tourism, such as Small Island Developing States (SIDS) and Least Developed Countries (LDCs). Approximately 62 million jobs were lost in 2020 due to the pandemic, highlighting the sector’s vulnerability.
Upskilling and Reskilling Strategies for Recovery include:
- Digital Transformation: Upskilling in digital literacy and online marketing is essential for adapting to new market trends.
- Sustainable Tourism Practices: Focusing on eco-tourism and responsible tourism can attract environmentally conscious travelers.
- Health and Safety Protocols: Training in hygiene standards and crisis management can enhance traveler confidence.
- Crisis Management Training: Preparing for future crises through risk assessment and business continuity planning is vital.
- Customer Service Excellence: Enhancing communication skills and personalized service is key to attracting travelers.
The pandemic emphasizes the need for strategic upskilling initiatives. By adopting these strategies, the tourism industry can build resilience and achieve recovery, making ongoing investment in workforce development crucial for long-term sustainability.
Vocational Education and Training (VET) is essential for enhancing skills in the tourism sector, preparing workers for today’s challenges. These programs combine classroom learning with hands-on practice, equipping individuals with practical skills like digital marketing and customer service that are directly applicable to their jobs.
VET collaborates with industry partners such as hotels and travel agencies to provide on-the-job training, allowing students to gain valuable experience in real work environments. This ensures that training remains relevant and aligned with industry standards. Additionally,
VET offers flexible learning options like online courses and short-term credentials, supporting ongoing education for those already working. This focus on lifelong learning helps workers stay competitive in the fast-paced tourism industry. By developing both technical and interpersonal skills, VET programs create a skilled, adaptable, and customer-focused workforce, which is crucial for maintaining a strong and competitive tourism sector.
Upskilling / Reskilling in the Tourism Sector at Regional Level

ITALY

PORTUGAL

SPAIN

TOURX
Click here to access the Skill Gap Analysis for all partner countries, highlighting the alignment between existing curricula and market needs.
