Upskilling a More Urgent Priority: Next Steps for HR

Continuous employee learning — upskilling and reskilling — must move up from the back burner.

Four in 10 workers are worried that their skills will become outdated, and 77% said learning new skills gives them a sense of purpose in their jobs, according to research by TalentLMS and Workable.

We reached out to Christina Gialleli, director of people and culture at e-learning solutions provider Epignosis, the parent company of TalentLMS, to talk about how a more pressing need for upskilling and reskilling impacts HR talent strategy.

Upskilling, Reskilling Trends

Based on the findings in the State of Upskilling and Reskilling in 2024 report, what do you anticipate happening in the coming years when it comes to workplace learning?

The findings from TalentLMS and Workable’s survey have been a bit of a wake-up call for employers. There are several key trends in upskilling and reskilling:

• Emerging tech and AI skills. As technology advances, emerging tech and AI skills will become essential. Right now, 57% of employees agree that they should improve their AI skills to stay competitive, but only 41% say their company’s training programs include AI skills. This shows a current gap that companies need to fill. They’ll need to proactively integrate AI training programs to improve operations and drive productivity. Looking forward, AI literacy will become as fundamental as computer literacy was decades ago.

• Skills-based hiring and growth. The shift towards skills-based development is gaining momentum. By focusing on employees’ abilities, rather than formal qualifications, you open the door to a wider range of talent where practical skills and adaptability are at the forefront. As a result, this strategy promotes a more diverse and inclusive workforce, thus reshaping hiring and professional development.
• Personalized learning. Personalized learning is a game-changer for employee satisfaction. Our data clearly shows this. Sixty-nine percent of all employees feel their manager understands their skill development needs, and of those, 79% are satisfied with their training. Additionally, 70% of employees report that upskilling and reskilling efforts align well with their responsibilities, helping them achieve success in their roles. This data strongly supports the importance of shifting toward a more personalized approach to L&D (learning and development).

What findings from the survey did you find the most surprising?

It’s fascinating to see that over two-thirds of employees want more frequent updates to their skills, and a striking 80% believe their companies should be stepping up their upskilling and reskilling efforts. This serves as a loud, clear demand for well-thought-out and frequent training opportunities.

That 40% of U.S. employees are concerned about their skills becoming obsolete really strikes a chord. This reflects an awareness of the rapid technological advancements and a proactive desire among employees to keep their skills up to date. With AI setting the pace, adaptability is the key to growth. Businesses need to invest in continuous training to help their teams develop skills that support both professional growth and industry demands.

All That Said, Now What?

How should employers proceed with creating training programs?

The survey revealed that satisfaction with upskilling and reskilling programs varies by age — it peaks at 77% for employees over 54 years old and bottoms out at 54% among Gen Z. Employers can:

• Design age-specific training: Tailor programs to meet the unique needs and preferences of different age groups, using age segmentation insights.
• Implement blended learning: Combine various training methods, like gamified courses for younger employees and traditional workshops for older ones, to cater to a variety of learning styles.
• Facilitate cross-generational mentoring: Encourage knowledge sharing between older and younger employees to enhance learning and engagement across the board, and
• Engage Gen Z specifically: Develop targeted initiatives to boost Gen Z’s engagement by emphasizing the value of upskilling and reskilling. This can be achieved either during hiring and onboarding or through targeted internal L&D communication campaigns tailored to their needs.