The term ‘skills revolution’ is often bandied around in the ever-changing business landscape. The rapid evolution of technology, changing societal expectations, and the increasing importance of sustainability have created a need for organisations to double down on skills development and career progression. As the term suggests, the revolution is in the making.
These forces are now shaping the future of work, demanding new strategies, skills, and policies. As HR and L&D leaders, understanding and navigating this skills revolution are crucial to building resilient, future-ready organisations. With that end in mind, Skillsoft’s Matthew Glitzer shared his insights on accelerating change in skilling, building the right skills, navigating the L&D challenges, and more at People Matters TechHR India.
The Accelerating Pace of Change
Professionals have accepted that everyone is living in a time when the pace of change is getting faster than ever. From the emergence of cloud computing to the advent of generative AI, technological advancements are redefining how people work and interact with the world. Two decades ago, IT was seen as a cost centre; today, it is becoming a key driver of competitive advantage and business differentiation. Similarly, HR and L&D have evolved from support functions to central players in organisational strategy and success.
Glizter emphasised that the rapid acceleration of technological and societal changes means that HR and L&D professionals must continuously adapt and innovate to remain relevant and impactful.
The Importance of Skills in the Modern Workforce
According to the World Economic Forum, 44% of employers predict worker skills will be disrupted in the next five years. With the proliferation of AI and generative AI across nearly every job function, the skills required by organisations have evolved at an unprecedented rate. This is not just about technical skills but also corelative capabilities such as empathy, communication, critical thinking, and team building that are essential for organisational success. Organisations must prioritise upskilling and reskilling their workforce to stay competitive, focusing on technical and power skills to ensure they are future-ready.
The Role of HR and L&D in the Skills Revolution
HR and L&D leaders are standing at the forefront of navigating the skills revolution. Transitioning from traditional learning models to more integrated, enterprise-wide talent development strategies is crucial. Learning is no longer confined to a single department; it has become a transformational process that impacts every stage of the employee lifecycle, from hiring to retirement. This approach requires a shift in mindset—viewing learning not as a cost but as an investment that drives business growth and employee satisfaction. HR and L&D leaders must elevate learning and talent development into core enterprise disciplines, ensuring that skills development aligns with organisational goals and drives measurable outcomes.
Building the Right Skills for the Future
Glizter shared that the skills required for success in the future are becoming a blend of technical knowledge, power skills (such as leadership and collaboration), and an understanding of risk and ethics. Organizations building and deploying the right mix of these skills are gaining a sustainable competitive advantage. However, achieving this requires a strategic approach to skills development, including building next-generation skills like AI, fostering resilient and ethical leadership, and creating talent initiatives that attract and retain top talent.
Navigating the Challenges of the Skills Revolution
One of the most prominent challenges organisations face in the skilling revolution is gaining visibility into the skills across the organisation. According to Glitzer’s findings, only 10% of HR executives effectively classify and organise skills into a taxonomy or framework. Without this visibility, developing targeted programs that address skill gaps and drive organisational success is challenging. Additionally, organisations must move beyond traditional metrics like utilisation and focus on measuring the impact of skills development through more sophisticated assessments.
Hence, to successfully navigate the skills revolution, Glitzer recommended some points that every HR leader must consider following:
Building Next-Gen Skills: Investing in developing cutting-edge skills like AI and automation is critical for future success.
Developing Resilient Leadership: Focusing on creating leaders who are ethical, empathetic, and capable of navigating the complexities of the modern business environment.
Implementing Talent Initiatives: Creating programs that attract, retain, and develop top talent, ensuring that your organisation remains competitive in a rapidly changing world.
Gain Visibility into Skills: Develop a comprehensive skills framework that allows you to identify and address skill gaps, driving better business outcomes.
The skills revolution is not just a trend—it is becoming a fundamental shift in how organisations operate and compete in the modern world. HR and L&D leaders are uniquely positioned to drive this transformation by focusing on developing critical skills, fostering a culture of continuous learning, and aligning talent development with business objectives.
By taking a strategic approach to skills development, organisations can build a resilient, adaptable workforce capable of driving sustained business success. HR and L&D leaders have realized that the skills revolution is shaping the future of work, and they must take proactive steps to build a future-ready workforce, ensuring that their organisations can thrive in an ever-changing world.