Upskilling Employees in the age of AI
March, 2024
As organizations navigate the transformative landscape of AI and the impact of unprecedented technological advancements, HR departments have a front row seat to The Fourth Industrial Revolution. Job roles are being rapidly redefined, and the upskilling and reskilling of employees has become critical to the future success of both the company and the employees themselves. All of this can be new and unsettling to a workforce, but it doesn’t have to be.
AI-induced fear can especially disrupt a workforce that has been brought to the edge of the AI pool, goggles hastily applied. Leadership can’t dive in unless the workforce knows they’ll be safe in the water.
Whether your company is swimming laps, has one toe wet, or is high and dry, putting ease into the humans who empower your company is your next step.
Here we’ll explore strategies for identifying, developing, and supporting a skills-based workplace needed to thrive with the integration of AI-powered tools. We also delve into the pivotal role HR plays in fostering a culture of continuous learning, ensuring that employees are equipped for the evolving workplace.
Communication and Commitment: With much talk about how AI will eliminate jobs, organizations can help settle uneasy employees by clearly and frequently communicating a commitment to advancement and skills development. Create internal communication plans to share information and perspective to educate employees on the impact of AI, emphasize the need and opportunity for skill adaptation…not job replacement.
Some Ways to Identify Critical Skills for the Future
Conducting Skills Gap Analysis: Conduct a comprehensive analysis of current employee skills. Be sure to gather input from employees and managers to identify perceived skills gaps. Finally, compare existing skill sets with industry benchmarks to identify disparities.
Future Skills Forecast: Research and identify emerging trends and associated skills, developing scenarios for future business needs based upon required skills to meet those needs. For example, if AI has greatly enhanced candidate research and candidate sourcing, employees can dive deeper into other skills or areas of their work, like interviewing techniques.
Collaboration with Industry Experts: We are all riding this AI roller coaster together, watching developments as they unfurl. So, it makes perfect sense to share ideas and collaborate - invest time to establish partnerships with industry peers, associations, educational institutions, and thought leaders. Are there advisory boards, or cross-industry consortiums that are watching these rapid technology advances?
Strategies for Effective Upskilling and Reskilling:
There’s a growing need for personalized learning paths: individualized training programs to address unique employee needs and career aspirations. First, assess which of an employee’s areas of work will be impacted or enhanced by AI. Then, are there ways to enhance those non- impacted skills? What skills are most important to the employee? Is there cross-functional experience that can be woven into their career development?
Microlearning - Personalized Learning Paths
Microlearning requires creating targeted and individualized modules for efficient skill development. In the age of AI, this is no different. Many organizations are finding immersive methods to enhance engagement and improve employee retention. And, cross-functional experience is increasingly critical, encouraging employees to acquire skills outside their core competencies, fostering versatility.
Before getting started:
Determine your company’s position towards AI and its integration into the work
Clearly communicate the expected enhancements it will provide a workforce
Are jobs safe?
Get started:
Skill Assessments: Use assessments to identify individual learning needs
Goal Alignment: Learning objectives should be aligned to employees’ career aspirations
Learning Platforms: Platforms should allow employees to choose relevant courses
Microlearning
Create manageable, focused modules that address specific skills and are aligned to business needs and employee development aspirations
Ensure content is easily accessible anytime, anywhere, and by appropriate means to employees
Include practical exercises to reinforce learning
Make it engaging with Gamification and Simulation
To enhance learning and on-going engagement, develop interactive modules and/or simulated environments for hands-on practice
Create leaderboards and rewards in order to enhance relationships and be sure to generate rewards for completion
Cross-Functional Training
Develop a skills matrix to identify cross-functional opportunities
Implement job rotations to expose employees to different roles
Encourage mentorship across departments for knowledge exchange
Continuous Feedback Loops
Regular Assessments - Conduct ongoing assessments to measure progress
Feedback Sessions - Provide constructive feedback to guide improvement
Adaptation - Adjust training initiatives based on real-time feedback and evolving needs
It’s important to view upskilling and reskilling not as periodic events but as continuous, adaptive processes. HR plays a central role in shaping a culture where learning is embedded in the organizational DNA, ensuring that employees are prepared for the challenges and opportunities that lie ahead. Be sure to communicate challenges, progress, and success!