Driving growth with AI skills

Alexia Pedersen at O’Reilly describes how reskilling can drive UK business growth during economic downturn

 

With economic uncertainty stalling salary and headcount growth across the UK, employees are seizing any opportunity for digital reskilling to advance their careers. Our latest research found that almost four in five (79%) UK employers have seen staff request digital upskilling opportunities over the last twelve months to strengthen their career prospects, particularly in roles linked to emerging technologies like AI and machine learning (ML). 

 

On our platform, we have seen increased demand for AI programming (66%), data analysis (59%), and operational AI/ML (54%) learning materials. We’ve also seen an uptick in demand for general AI literacy as IT teams encounter the hallucinations generative AI tools can exhibit. 

 

However, given the accelerated integration of generative AI in most enterprises, the need for general AI literacy has extended beyond IT teams. In fact, 60% of enterprises are expected to have adopted generative AI in some form by the end of this year. Yet, while most business leaders agree their workforces need to be reskilled in GenAI, only 10% of workers are currently trained in GenAI tools. Now, non-technical employees are now seeking reskilling opportunities in AI and ML, cybersecurity, data analysis and programming. 

 

This signals a clear shift across every level and department, with more employees keen to understand how emerging technologies will impact their role and offer growth opportunities. So, how can employers ensure that every employee – not just IT – develops the skills to navigate and leverage AI and other digital tools?

 

Continuous learning culture 

Successfully integrating digital technologies is about more than just adopting the latest tools; it requires a sustained commitment to developing a skilled workforce capable of fostering long-term innovation and growth.

 

As more companies begin to experiment with and deploy AI technologies in different settings, employers must prepare every individual to use these tools effectively. Here, a continuous learning approach will ensure that digital transformation benefits the organisation at every level, driving resilience and adaptability within an evolving tech landscape.

 

Organisations must embed learning in daily workflows, encouraging curiosity and supporting personalised development. Cross-functional collaboration and knowledge-sharing can help to break down silos, allowing diverse perspectives to be shared amongst teams. 

 

To foster a culture of continuous learning, HR teams should emphasise to management the importance of “re-recruiting” to highlight the value of continuously investing in and engaging with talent as consciously as during the hiring process. The best results stem from having an executive sponsor who leads by example, championing learning at all levels.

 

At the same time, employees should feel empowered to take ownership of their own growth, creating a culture where development is an ongoing, shared responsibility between individuals and the organisation.

 

Joining a company is only the beginning, and sustaining a valuable relationship depends on both the organisation’s support and the employee’s commitment to their own continuous development.

 

To thrive, employees must actively seek out skill-building opportunities and leverage the learning resources available to them. Doing so will help employees remain agile within an evolving technological landscape, while also enhancing their own productivity and contributing to overall organisational success. 

 

Real-time learning opportunities 

For employees seeking opportunities for personal growth, to bridge the gap between learning and day-to-day responsibilities, employers can harness the ‘in the flow of work’ approach to provide staff with real-time access to quality learning content. 

 

This concept was coined by Josh Bersin to describe a paradigm in which employees learn something new, quickly apply it and return to their work in progress. It’s different from traditional learning approaches like attending a seminar or conference. These learning formats are effective, but many employees simply don’t have the time to devote to them or they prefer to learn at a time that suits them best.  

 

Instead, it entails providing employees with tools that allow them to quickly find contextually relevant answers to their questions at a time that suits their schedule. Companies can offer ‘in the flow of work’ learning opportunities via an L&D partner to tailor materials to an individual’s unique learning style and objectives.  

 

This is particularly important not only for young talent who are new to the workforce but also for existing employees who are proactively seeking opportunities to develop their skills and advance their careers. In turn, this approach to workplace learning will increase employee engagement and productivity, fostering innovation and growth that improves the bottom line.

 

Ready for tomorrow

Looking ahead, a continuous learning strategy that emphasises digital upskilling and reskilling will not only help companies stay competitive in a rapidly evolving landscape but will also empower employees to take ownership of their professional development. In today’s challenging economic environment, a focus on continuous learning offers a plethora of benefits for both the employer and employee by building a future-ready, resilient workforce together. 

 

For companies navigating hiring freezes or budget limitations, fostering AI literacy and reskilling amongst their employees in critical areas such as cybersecurity, cloud, and data analysis can help drive productivity and innovation while ensuring that organisations remain agile during times of technological change.

 

Above all, supporting reskilling today will develop the foundations for a thriving, adaptable workforce ready to face tomorrow’s challenges.

 

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Alexia Pedersen is SVP International at O’Reilly

 

Main image courtesy of iStockphoto.com and Yuri_Arcurs