How to Create an Upskilling Program for an AI-powered World

Artificial Intelligence has been around for a few years now. So far, it has created more questions than answers.

Leaders are still wondering if AI can deliver serious productivity gains or alter their staffing needs. Meanwhile, employees are asking if robots will replace them—43% of workers say they consider AI a threat to their job security.

The answer to all of these questions is… maybe. It remains to be seen how AI and automation will impact the labor market. The only thing we know for sure is that teams will have to be more flexible and adaptable than ever in the coming years. For employers, that means investing in initiatives focused on skills development, also known as an upskilling program.

Why is it important to have an upskilling program?

Most organizations invest in some level of training and development. Usually, this means helping employees to acquire new skills or certifications by providing training resources.

Upskilling goes a step further than professional development. It’s a fast and agile approach to learning and development that helps people stay ahead of the rapidly changing world of technology. Upskilling is a collaboration between employer and employees to keep skills relevant, no matter what happens next.

And the pressure is on! According to the World Economic Forum, disruptive technology means that around 60% of employees will need to learn new skills before 2027.  

This is partly due to the rise of Artificial Intelligence but also due to other trends, such as the rise of “Green Jobs” in the clean energy sector. The new skills required fall roughly into two buckets:

• Tech skills: People need to learn how to work with new technologies, including AI and machine learning. Most workers will need to be at least somewhat comfortable with using high-tech tools in their current role.

• Soft skills: There will also be a greater emphasis on things that computers can’t do. This includes creative thinking, problem-solving, empathy, teamwork, and building relationships with colleagues and clients. It’s also important to have personal soft skills like adaptability, flexibility, and resilience.

Most people won’t require full retraining into new roles. Instead, they’ll need support as they build on their existing skills and learn how to succeed in a changing world.

And that’s the purpose of an upskilling strategy: helping people to adapt, grow and thrive while improving employee engagement and retention.

5 steps for a successful upskilling program

Successful upskilling programs depend on close cooperation between employees, leaders, and the Learning & Development team.  The ultimate goal is to help individuals grow their skills in a way that makes the most of their strengths, while addressing their weaknesses. Here are five steps toward building a successful upskilling program.

1. Identify skills gaps

One of the key goals of an upskilling program is ensuring that your organization has the skills required for success. That’s why it’s important to consider your skills requirements, which can involve looking at things like:

• Skills matrix: An overview of your current team’s skills can help to identify weak points. For instance, you might find that some teams have strong technical skills but lack soft skills, or vice versa.
• Recruitment priorities: Upskilling can help provide internal candidates to address urgent talent shortages. For example, two-thirds of business leaders say that a lack of IT skills is having an immediate business impact.
• Strategic goals: Your team mix should reflect broader long-term goals. Work with senior leaders to learn more about new technologies, products and markets that might emerge, then build training plans around those business goals.

A skills gap analysis will pinpoint the areas on which to focus with your upskilling program. The next step is to get the team onboard.

2. Set clear goals with employees

Training and development programs are most effective when they are aligned with specific goals. For example, employees are more likely to learn about AI tools if they know how AI will figure in their day-to-day duties.

• Discuss career paths: Professional development plans should work toward well-defined career goals. Make sure that each individual is following a career path that excites them.
• Talk about the big picture: It’s also helpful to tell people about the long-term goals. Talk to them about what lies ahead, the role of technology, and the need for people who are flexible and adaptable.
• Build on strengths: Upskilling, as opposed to reskilling, is about developing talent and giving people a well-rounded skillset. A good place to start is by looking at each individual’s strengths, whether that’s communication, teamwork, critical thinking, or a specific technical skill.

By involving employees in goal-setting and aligning their personal aspirations with organizational needs, you create a sense of ownership and commitment to the upskilling process. Make sure to measure progress with the right HR metrics.

3. Encourage employee self-advocacy

The workforce of the future requires people who are adaptable, motivated, and capable of solving problems. A good place to start is by encouraging employees to apply these skills to their own careers. They can do this by championing their own career growth and seeking the resources they require—a process known as self-advocacy.

• Provide resources for self-assessment: Offer tools and frameworks that allow employees to evaluate their own competencies and identify areas for improvement. This could include online assessments, skill mapping exercises, or regular self-reflection sessions.
• Create mentorship opportunities: Pair employees with mentors who can guide them in their career development and help them navigate the changing landscape of their industry. Mentors can provide valuable insights and support for self-advocacy.
• Establish an internal skills marketplace: Develop a platform where employees can showcase their skills, seek upskilling opportunities, express interest in new projects, and find opportunities to apply their newly acquired knowledge within the organization.

Self-advocacy means that employees are always driving toward the goals that matter most to them. The result is a highly engaged workforce with a rapidly growing skillset.

4. Offer diverse learning experiences

If employees need to be flexible, then learning programs need to be even more flexible. Explore every available option, including e-learning, mentoring, and accredited education courses. Some other options to consider are:

• Blend formal and informal learning: Combine structured training programs with informal learning opportunities such as peer-to-peer knowledge sharing, on-the-job training, lunch-and-learn sessions, or internal hackathons focused on AI and emerging technologies.
• Leverage microlearning: Offer bite-sized modules on your learning platforms that employees can access on-demand. This approach allows for flexible, just-in-time learning that can be easily integrated into busy work schedules.
• Provide hands-on experience: Create opportunities for employees to apply their new skills in real-world scenarios. This could involve rotating job responsibilities, participating in cross-functional projects, or working with new and changing technology with guidance from an expert.

Accessibility should be at the forefront of your upskilling program. People should be able to learn at any time, from any place, and in whichever learning style suits them best.

5. Create a culture of learning

Upskilling requires a culture of continuous learning. From the C-Suite downwards, there should be a sense that everyone has a duty to grow and develop their personal skillset. Policies need to reflect this also, offering people the space to expand their talents.

• Recognize and reward learning: Implement a system that acknowledges and rewards employees who actively engage in upskilling efforts. This could include tying learning achievements to performance reviews or offering incentives for completing certain training milestones.
• Allocate dedicated learning time: Set aside specific hours or days for employees to focus on their development. This sends a clear message that learning is a priority and not just an afterthought.
• Foster knowledge sharing: Create platforms and opportunities for employees to share their learnings with colleagues. This could include internal blogs, presentation sessions, or collaborative projects that showcase newly acquired skills.

By embedding learning into the fabric of your organization, you create an environment where continuous improvement and adaptation become second nature. This cultural shift is crucial for long-term success in a world where everything is changing.

Upskilling: the key to the future of work

As we navigate the transformative impact of AI and other disruptive technologies, upskilling has become more than just a buzzword—it's a business imperative. A well-designed upskilling program not only prepares your workforce for the challenges ahead but also fosters a culture of innovation, adaptability, and continuous learning.

Are you ready to future-proof your workforce and unlock your team’s full potential? Speak to Helios HR today to discuss how we can help you design and implement a tailored upskilling program that aligns with your organization's goals and empowers your employees to excel in the future of work.

Need help with professional development, or any other part of your HR strategy? Book a call with a Helios HR consultant and let's talk about your team's development needs.