As workers use AI to automate tasks and free up time for more complex work, they will find:

Soft skills will be more important than ever. Rather than upskilling on how to use AI, back-office workers might need training on how to successfully engage with clients, effectively lead and manage sales teams or interact with global vendors. Amid today's tech boom, 84% of employees and managers believe new employees must possess soft skills and demonstrate this in the hiring process.
Brainpower can be reapplied to take on more complex responsibilities. It is predicted that 30% of all work activities, specifically administrative tasks, could be automated by 2030. This will give human workers more time to manage critical projects and complex workloads such as forecasting, financial planning, operations or project management.

Putting it all together

Although general upskilling programs set out to enhance workers' skill sets, they often fall short in addressing the actual skills gaps a business faces. For a workforce development program to be successful, an organization must have a clear vision and understanding of its current strengths and opportunities for growth. Depending on the skills gaps it faces, an employer can consider offering workers various upskilling and reskilling pathways, including:

Mentorship programs: Experienced workers can teach newer ones valuable skills that are specific to the business, as well as the soft skills that are acquired over time. This type of program allows for customization, gives learners more flexibility and encourages team building.
Third-party training programs: Partnering with education providers and institutions allows employers to bring in experts to train workers in areas that improve company growth, innovation and culture. For example, offering technology courses can not only deepen expertise around AI, but also in-demand tech skills such as cybersecurity and coding.
Tuition reimbursement programs: The majority (80%) of workers are interested in going back to school while working. The good news is that 3 in 4 (75%) businesses offer employer-paid or employer-sponsored education opportunities with 3 in 5 (61%) providing online education programs, according to the Cengage Group 2022 Employability Report.

Once training programs are completed, employers should assess and review outcome metrics to help determine whether their objectives were met. Did the individual, team or business unit learn the skills they had been lacking? Were efficiencies gained? Employers can look at a variety of outcome metrics to measure the return on their investment in training. This should be used to make decisions on future training programs and those who should participate.

Instant Insights /

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