How does a leading tech company like HP ensure its pre-sales workforce is prepared to support tomorrow’s digital initiatives? The answer is a strategic, well-structured upskilling program.
This blog summarizes key insights from a CompTIA Enterprise Webinar featuring Cody Gerhardt, Head of Global Distinguished Technology Advisory Practice at HP. Cody shared HP’s journey from fragmented, ad-hoc learning to a cohesive, business-aligned upskilling initiative centered on its critical pre-sales team. Here’s how HP is building a skilled, future-ready workforce—and what your organization can learn from their approach.
Why upskilling is a top priority at HP
HP, like many organizations, recognized that the pace of technology change was outpacing skill development among employees—especially in the pre-sales function, where technical depth and business acumen are both essential. As noted in the webinar, CompTIA research shows 42% of employers now cite building a skilled workforce as a top priority for business success and employee engagement.
-
Business Drivers: HP’s customers increasingly demand expertise not just in product specs, but in how technology solutions map to business outcomes.
-
Competitive Edge: The pre-sales team must speak the language of cloud, AI, security, and emerging tech—while also demonstrating communication, adaptability, and leadership.
HP’s pre-sales upskilling journey: from ad-hoc to strategic
Decentralized training: the starting point
Previously, each HP market or business region was responsible for upskilling its own staff, leading to inconsistency and competing priorities. As Cody explained, day-to-day demands often pushed training to the sidelines—and pre-sales staff didn’t always have access to the same skill development opportunities.
Building a centralized, cohort-based program
In 2024, HP shifted to a centralized learning model for the pre-sales group, ensuring consistency and support across the global team. The foundation of HP’s new upskilling program includes:
-
Cohort-based learning: Staff train as a cohort, supporting each other and sharing resources—creating a culture of mutual accountability and engagement.
-
Manager & mentor involvement: Managers mentor team members and facilitate knowledge sharing. This mentorship creates a “college-like” sense of community.
-
Flexibility & balance: HP’s model accommodates diverse learning styles, allowing self-paced options when needed, but emphasizing the value and completion rate of group cohorts.
Strategic skill mapping and baseline development
HP’s upskilling initiative sets clear foundational knowledge benchmarks for all pre-sales team members:
-
Cloud computing
-
Security
-
AI fundamentals
-
Communication and business soft skills
Certification pathways and advanced learning options are mapped to job functions, ensuring that pre-sales employees have both technical breadth and depth—and can serve as trusted advisors to customers. HP leverages CompTIA’s foundational certifications and learning resources as baselines.
How HP measures and guides upskilling progress
HP’s program isn’t one-size-fits-all. Cody explained how they:
-
Survey employees to assess current skills and interests
-
Analyze results by job role and project needs to identify skill gaps
-
Provide targeted training and mentorship for new hires as well as experienced staff
As a result, HP can invest upskilling resources where they’ll have the most impact and ensure that everyone—from new pre-sales hires to seasoned experts—has access to advancement opportunities.
The importance of soft and durable skills
Technical certifications are only part of the solution. HP specifically invests in:
-
Communication and presentation abilities
-
Time management
-
Problem-solving, adaptability, and customer engagement
Cody described HP's goal to double-down on soft skills in the coming year, ensuring pre-sales professionals can operate effectively in dynamic, customer-facing environments.
Business outcomes: the impact of HP’s program
-
Faster time to competency: With cohort timelines and clear pathways, more HP pre-sales staff achieve role-readiness sooner.
-
Increased engagement: Employees are excited to join programs, report feeling supported, and see clear connections between training and business outcomes.
-
Cultural shift: Knowledge sharing, mentorship, and continuous learning are now part of HP’s organizational DNA.
Key takeaways for IT leaders
HP’s success demonstrates that a well-run upskilling program for pre-sales teams:
-
Aligns technical and soft skills for business impact
-
Increases employee motivation and retention
-
Enables the workforce to keep pace with industry change and customer needs
The future of upskilling at HP
HP’s pre-sales upskilling program—driven by strategic planning, mentorship, and cohort-based learning—is already delivering measurable results for both employees and business growth. As technology evolves, investing in ongoing workforce development is crucial for achieving long-term success.
Watch the full webinar here.
Ready to launch your own upskilling journey?
Explore CompTIA solutions for enterprise organizations.