Many of your employees are likely fearful about the advancement of AI and the rapid rate of technological evolution. This is where the onus falls on you to tie the reskilling process to team members’ professional development.
Reskilling cannot be viewed as a temporary initiative with a specific end goal — continuous learning must be a sustained priority. This is where the real potential for AI lies in the workplace.
The best learning organizations are doing a lot with a little.
Some responsibility for L&D has shifted from employer to worker.
Challenges for learning are among the greatest in the executive suite.
Experts say the skills gap is here to stay, at least for the near future. Some employers are turning to AI to help close the gap — but where does that leave L&D?
Point-of-need and on-the-job learning experiences are about to get a lot more creative.
Learners across all generations prefer a range of tools and delivery methods.
Employers recognize that technological advances like AI and automation will require employees with new skills. Why are so few investing in the necessary learning?
While a skills gap is widely acknowledged, perception of it varies among industry, rank, generation and gender.
Employees need to keep up with the pace of change of the industry. At AT&T, partnerships with leaders help identify the future skills necessary. AT&T CLO John Palmer talks about the importance of retraining your workforce, investing in your people and being transparent with your employees.
AI’s inevitable transformation of work is getting its start in schools at varying levels.
What is good for the country is not always good for individual companies.