Upskilling, Reskilling, and Preskilling in Healthcare 

Updated September 2026

According to the U.S. Bureau of Labor Statistics, healthcare occupations are projected to add more jobs than any other occupational group through 2033, driven by growing demand for healthcare services and replacement needs as workers leave the labor force. And considering the essential role healthcare plays in our lives, the stakes are high. Reasons for the shortage range from burnout to the high barrier to entry for specialized roles.  

While solving the healthcare worker shortage will require a variety of solutions, one area healthcare organizations can directly influence is workforce development. Investing in skill growth helps organizations fill capability gaps, support employee retention, and prepare teams for new technologies, evolving care delivery models, and changing patient needs.  

Upskilling, reskilling, and preskilling can contribute to maintaining and making the most of your workforce. Let’s explore these three applications of skill development, how they can be effectively employed in the healthcare sector, and how they improve retention and engagement on your team.  

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Related: Building Workforce Stability Through International Nursing

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The Benefits of Skill Development 

Skill development aids in filling critical gaps within an organization. As the healthcare industry combats staffing shortages, supporting existing staff through ongoing skill development ensures that crucial roles are filled—mitigating the impact of the workforce deficit like attrition.   

Offering opportunities for growth and learning can foster a sense of loyalty and commitment among your staff. In an industry where skilled professionals are in high demand, retaining talent is paramount for the seamless functioning of healthcare organizations—and ultimately providing high-quality patient care.  

Investing in talent development is a strategic way to build organizational capabilities over time. As healthcare organizations navigate technology adoption, changing patient expectations, evolving care delivery models, and emerging AI applications, continuous skill development helps ensure employees can adapt alongside the business. 

By developing existing talent and creating clear pathways for growth, organizations can build the capabilities needed to support innovation, improve operational effectiveness, and prepare for future challenges. 

Types of Skill Development 

The three types of skill development we’ll focus on are: 

• Upskilling: Developing new skills to expand one’s skill set in their current role 
• Reskilling: Developing new skills to fulfill a new role 
• Preskilling: Developing new skills in preparation for future employment 

Engraining upskilling, reskilling, and preskilling practices into your organization pay dividends in retention and engagement. It can also: 

• Reduce turnover 
• Increase productivity 
• Cultivate an adaptable team prepared for future challenges 

You can start small, introducing steps that are sustainable and manageable. You may also have some of these practices already running within your system. In any case, let’s detail what these various skill development practices look like within healthcare.

Upskilling in the Healthcare Industry 

Upskilling in healthcare can take various forms. For instance, nurses might undergo training to acquire advanced technological skills required for the operation of state-of-the-art medical equipment. Administrative staff may enhance their data analysis skills to contribute more effectively to decision-making processes.  

Examples of upskilling in the healthcare sector include specialized training programs that help professionals adopt telehealth platforms, advanced clinical technologies, electronic health record systems, data-driven decision-making tools, and emerging AI-enabled healthcare applications. 

Tactics when implementing upskilling include:  

• Personalized learning paths. Personalized learning involves customizing educational experiences to meet the specific needs and preferences of individual learners. In the context of upskilling, this means creating unique learning paths for each employee based on their existing skills, learning styles, and career goals.  
• Mentorship programs. Mentorship programs facilitate the transfer of knowledge and skills from experienced professionals to those seeking to upskill. These programs can also provide opportunities for networking across partnered organizations, encouraging lasting professional relationships.  
• Continuous feedback loops. Upskilling isn’t a “one-and-done” process. To ensure that the acquired skills are not only relevant but also integrated into daily practices, learners should receive ongoing evaluation and assessment of their progress. Additionally, recognition of progress and accomplishments reinforces the value of upskilling efforts, contributing to a positive learning culture within the organization.  

Reskilling in the Healthcare Industry 

Reskilling is a valuable strategy that addresses changing job requirements and evolving needs within your organization. It can create opportunities for lateral internal mobility—not moving up within a linear career path but shifting paths all together. For instance, a healthcare professional might transition from direct patient care into roles focused on health informatics, clinical technology adoption, data management, digital transformation initiatives, or healthcare operations. 

Reskilling initiatives in healthcare can look like structured training programs for:  

• Professionals shifting from clinical roles to managerial positions  
• Administrative roles to patient advocacy roles 

Tactics for reskilling can look like:  

• Assessments and diagnostics: Diagnostic tools, such as competency frameworks and aptitude tests, help determine where existing members of your team can best serve the organization while playing to their strengths and remaining engaged. These tools can identify areas for improvement and guide the development of targeted training interventions.  
• Hands-on training: Incorporating practical, hands-on training experiences enhances the effectiveness of reskilling. This could include simulations, real-world projects, or opportunities for on-the-job learning, allowing individuals to apply their new knowledge in a practical setting.  
• Robust transition support: Regular check-ins with newly reskilled employees allow for challenges, concerns, and needs to be addressed promptly, fostering a culture of continuous improvement and learning. Peer support can also ease the transition.  

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Check out: The Nursing Shortage is Not a Recruiting Problem

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Preskilling in the Healthcare Industry 

Preskilling (arguably the newest concept among these three) is particularly relevant in the ever-evolving landscape of healthcare. As healthcare organizations compete for emerging talent, many are expanding partnerships with universities, technical schools, and workforce development programs to help future employees build practical experience before entering the workforce.  

Examples of preskilling in healthcare might include preparing future employees for specialties experiencing growing demand, such as health informatics, healthcare analytics, clinical technology support, digital operations, and artificial intelligence applications in areas like diagnostics, workflow optimization, and patient engagement. Additionally, healthcare professionals might undergo leadership and management courses in preparation for future supervisory roles.  

Tactics for preskilling include:  

• Collaboration with educational institutions: Partnerships with universities, community colleges, and vocational training institutions can involve internship placement or joint curriculum development to align educational offerings with the specific needs of the industry.  
• Internship and apprenticeship programs: Pre-employment programs like apprenticeships involve a combination of on-the-job training and classroom instruction. By offering apprenticeships, companies can mold individuals to meet their specific skill requirements, ensuring a steady supply of talent with a deep understanding of the company’s operations.  
• Online learning platforms and courses: Companies can invest in or provide access to online learning platforms and courses or collaborate with online learning providers to tailor content to their specific needs. Similarly, they can create or endorse certification programs that validate specific skills relevant to their industry. By offering or supporting certifications, companies signal to potential employees and the broader industry the skills and knowledge they value.  

Future-Proof Your Healthcare Workforce with Skills Development 

Building a future-ready healthcare workforce often requires more than filling open roles. From workforce planning and talent solutions to consulting support and technology initiatives, Insight Global helps healthcare organizations develop the people and capabilities needed to move forward with confidence.