Future workforce trends: AI in Learning & Development

If your company could see into the future, what would your workforce look like in five years? More importantly, would you be ready to adapt and embrace the inevitable changes? This question is critical because the future of work is evolving rapidly. Traditional job roles are being redefined, employees’ needs and aspirations are shifting, and revolutionary technologies are disrupting conventional workplace models. As a result, business leaders must rethink their Learning and Development strategies to stay competitive. By understanding these fundamental shifts and with expert guidance, your organisation can position itself to navigate these challenges effectively. With the right plans and processes in place, you’ll be ready not only to adapt but to stay ahead in a constantly changing world.

Creating the perfect storm

In the past, organisations could be confident job vacancies would be filled due to a surplus of available talent. However, two major factors are reshaping the current job market landscape. Firstly, when it comes to the workforce, we are living in a transformative era.  Secondly, certain sectors in the developed world are experiencing significant labour shortages, but this trend is not universal across all industries or regions. While some countries still experience a surplus of job searchers relative to available positions, the majority are facing a significant shortage of talent. This scarcity is creating challenges for employers, who are struggling to find candidates with the necessary skills to meet their needs when they arise.

Another significant challenge unfolding is the rapid advancement of technologies such as artificial intelligence (AI), which is transforming business processes through automation and sophisticated data analytics. AI delivers many benefits, including efficiency and improved decision-making. However, these advancements also present new challenges. Research predicts that within the next five years, a high number of traditional and manual jobs will disappear as AI streamlines repetitive tasks. This transformation is not just automating processes but fundamentally reshaping organisational structures. As businesses adapt to this rapidly evolving workforce landscape, they will face new complexities in rethinking roles, retraining employees, and preparing for an AI-driven future.

When looking at these two challenges together, the lack of available employees and the rapid transformation of roles, it’s evident organisations are going to struggle. Filling roles will become increasingly difficult due to a shrinking talent pool, intensifying competition in the marketplace for skilled workers. In addition, even where they have invested in well-trained, motivated employees, they may face a dilemma if those roles are then eliminated by technological advancements. Will they be forced to let go of these valuable resources, or can they retrain and upskill their workforce for emerging roles within the organisation?

Power to the Employee

For the first time in history, organisations must recognise employees now hold the upper hand, driven by the simple dynamics of supply and demand. As such, they need to re-evaluate recruitment and retention strategies, focusing on understanding the changing needs and motivations of the modern workforce. Going back 20 years, graduates entering the job market typically committed to roles that remained consistent throughout their careers. Job security and a strong pension were top priorities, and they’d remain loyal even if dissatisfied with working conditions or career progression.

In contrast, today’s millennials and younger generations have a fundamentally different approach to their careers. They recognise the job market works in their favour and embrace its fluidity, frequently changing jobs to pursue more fulfilling or advantageous opportunities. This mobility is not only widely accepted but actively embraced. Research indicates that individuals entering the workforce today may have as many as 11 different careers over their lifetime.

Workers now understand the need to reskill regularly to remain relevant in a rapidly evolving world. Additionally, the availability of resources and opportunities for retraining has made career transitions more accessible than ever. For instance, a policeman can now easily retrain as a digital marketeer, which in the past was probably unthinkable. To succeed in this new landscape, organisations must adapt by fostering flexibility, encouraging continuous learning, and provide clear pathways for personal and professional growth to attract and retain the best talent.

Artificial Intelligence disrupts and transforms

So, how can organisations compete for top talent, retain valuable employees, and have the capability to retrain their existing workforce to fill internal gaps, rather than relying solely on external recruitment? A good starting point is to understand and address employees’ needs by providing greater autonomy, nurturing stronger connections to the company through a supportive culture, and offering training and career progression to keep them motivated. Fortunately, the world of learning and development is evolving and is uniquely positioned to meet these changing demands. It can help organisations navigate shifting roles while addressing the needs of employees, creating a more dynamic and adaptable workforce.

Artificial intelligence (AI) has emerged as a powerful catalyst as well as a major disruptor in the learning and development industry. AI is transforming how training is delivered, making it more effective whilst enhancing employee satisfaction. In the same way as medical treatments can now be tailored based on a patient’s DNA and medical history, AI can help organisations use valuable data insights to delve deeper into an employee’s individual history For example, before implementing a leadership training program, AI can analyse key details about an employee, such as their age, educational background, how do they assess themselves and do they work remotely. AI can then design a leadership development program uniquely suited to an individual’s needs. The program might be delivered virtually to accommodate remote workers or adjusted in complexity based on the employee’s experience and educational level. We believe this will be the most significant and transformative change in the history of people development, revolutionising how organisations nurture talent.

Expert knowledge and big data lead the field

Companies in the Learning and Development industry are gearing up to support organisations through these seismic changes, and Tack TMI is leading the way. As part of the GI Group, one of the world’s largest recruitment companies with a global workforce of 10,000 employees and over 100 years of intellectual property, Tack TMI offers a uniquely robust and comprehensive experience for its clients.

In addition, Tack TMI collaborates with organisations to address critical skills gaps. For example, consider a company that has implemented a cutting-edge financial system, rendering traditional financial analyst roles obsolete. Rather than resorting to costly redundancies and potentially losing loyal, high-performing employees, the company can retain these individuals by identifying new opportunities within the business and providing the necessary upskilling to prepare them for their new roles. This facilitates a seamless, end-to-end transition where employees are placed in roles aligned with their aspirations and future potential.

Taking a more holistic view

Tack TMI, as part of the GI Group, is uniquely positioned to leverage critical data to design relevant, tailored training programs that meet the needs of both employees and employers. By adopting a holistic approach, Tack TMI addresses the employee’s perspective, whether they require new skills or additional training for their current role, and the employer’s perspective, helping transition staff from outdated roles to new ones. This ensures organisational gaps are effectively filled while nurturing growth and retention.