Perception of Upskilling and Reskilling among employees of private and public sector companies in Asunción and Greater Asunción, Paraguay, 2024

Abstract

This research aims to determine the perception of Upskilling and Reskilling among employees of private and public sector companies in Asunción and Greater Asunción, Paraguay, 2024. It was based on a quantitative, non-experimental, cross-sectional, and descriptive approach. The population consisted of 2,623,827 individuals registered as part of the workforce in the fourth quarter of 2022, and a sample of 246 was calculated with a 94% confidence level, a 6% margin of error, and a 50% degree of heterogeneity. The response rate was 83.3% (205). The inclusion criteria were: being over 23 years of age, being a salaried employee in the private/public sector in Asunción and Greater Asunción, having more than four years of employment experience, and participating voluntarily. The survey was used for data collection through a questionnaire composed of 2 variables (Upskilling and Reskilling), 6 dimensions and 24 items sent via WhatsApp in September 2024 for convenience in 2024. The results show that the overall average of the Upskilling (D1, D2, and D3) and Reskilling (D4, D5, and D6) dimensions are manifested in: D1 Motivation (x̄=4.60), D2 Resources (x̄=3.56), D3 Skills (x̄=4.22), D4 Adaptability (x̄=4.59), D5 Support (x̄=3.54), and D6 Impact (x̄=4.15). It is concluded that the adoption of Upskilling and Reskilling strategies generates a positive impact on employee well-being, as it expands employment opportunities, provides greater job stability, improves compensation, and fosters adaptability and flexibility in the face of labor market changes.