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Home Technology AI revolution: bridging the skills gap and strengthening employers

AI revolution: bridging the skills gap and strengthening employers

by Jessica Weisman-Pitts
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AI revolution: bridging the skills gap and strengthening employers

Taking advantage of assessments for effective reskilling and upskilling

Joe Udwin, Chief Technology Officer at Learnosity, looks at why AI should be viewed as an opportunity rather than a threat to job creation and how it is reshaping strategies to future-proof organisations.

The emergence of AI – the next Industrial Revolution 

The impact of emerging technologies, like AI, and their integration into various industries can, in many ways, be likened to the systemic change which took place during the Industrial Revolution. 

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Just as new machinery did not eliminate manual labour, AI will not eradicate all human jobs. Rather, it will facilitate a shift in focus and skills, with jobs evolving to incorporate new efficiencies and methods of production.

The Industrial Revolution illustrated how innovative technology can transform societies and redefine economies. Similarly, we are on the verge of another transformation led by AI and automation that will redefine the future of work. 

While AI may feel like it’s appeared virtually overnight, it’s already been woven into our daily lives for some time without realising it. From simple commands to Alexa to using text auto-completion software in our emails and text messages, the convenience and timesaving of these technologies are widespread and continue to be expanded and refined.  

Defining future skills for new opportunities

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According to data from the World Economic Forum, employers estimate that 44 per cent of workers’ skills will be disrupted in the next five years, six in 10 workers will require training before 2027, but only half of workers are seen to have access to adequate training opportunities as things stand today. 

The report also highlights the priority for skills training being analytical thinking, creative thinking, and training to best utilise AI and big data. Clearly, employers will need to prioritise a proactive approach now to avoid opening up, and falling into, skills gap. 

While the prospect of widening skills does loom large, there is cause for optimism. According to the Harvard Business Review, 60 per cent of a company’s future roles could be occupied by existing employees, provided sufficient upskilling programs are in place. 

This is where Learning and Development (L&D) and assessments come in. A robust system can provide the clearest indication of where reskilling/upskilling is needed the most and play a pivotal in driving L&D in the right direction. 

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Gaining and maintaining momentum through continuous learning 

As we enter an era where the only certainty is change, promoting a culture of continual learning is crucial. 

Organisations that regularly promote professional development by conducting assessments or offering certifications communicate to their workforce that constant learning and development are fundamental. Cultivating an environment where employees are driven to acquire new skills and remain informed about the latest industry trends and technologies can also provide a competitive edge as an organisation. 

The efficiency of re/upskilling efforts can be increased significantly by deploying personalised and adaptable assessments. This approach acknowledges that a one-size-fits-all model can fall short. Tailoring assessments to an individual’s skill level and learning needs enables a smoother transition of current employees into future company roles.

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One way to implement this is by introducing ‘micro-learning’ or ‘micro-credentials’. Micro-learning is a way of administering bite-sized assessments, for example, a five-minute session at the point of need. This significantly enhances efficiency while providing accelerated opportunities to increase knowledge. With the ever-evolving pace at which new skills will be needed, the ability to adjust and use micro-learning assessments further strengthens your organisation’s future. 

For an organisation to work towards becoming future proof, it is also essential to include measurable elements for accurately gauging the effectiveness of the training and proving ROI. 

With in-depth and reliable data, decision-making can be made much more easily, far more aligned with the reality of the situation and adjusted according to the insights and data collected. 

These elements ensure a holistic measurement of the program, reinforcing its adaptability and longevity and providing increased confidence in hiring and promotions as well as the ability to identify skills or competency gaps in real time.

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Power of assessment in the age of AI 

AI, somewhat ironically, holds massive potential in addressing the increasing skills gap it can create, particularly in the context of assessments. One of the key areas where Learnosity is using AI is the authoring of questions through our Author Aide technology. Creating high-quality questions and their corresponding feedback can be labour-intensive and costly. However, AI technology can now serve as a junior author, proposing questions that human reviewers can refine and enhance – saving tremendous amounts of time and resource.

Additionally, AI can offer valuable analytics, which can aid in identifying training and learning requirements as well as potential compliance discrepancies. These analytics can customise learning experiences, allowing for more effective, personalised training and education.

I believe that by embracing the advancement of technology and viewing technology as a beneficial tool rather than a threat, allows individuals to focus more on value-adding tasks and encourages a more efficient workforce. In the ever-evolving landscape, proactive action will prove critical in closing the skills gap. 

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