On January 7th, the World Economic Forum (WEF) released its highly anticipated Future of Jobs Report 2025.

The report highlights significant job disruptions ahead and the urgent need for reskilling. Employers estimate that 39% of key skills needed in the job market will change by 2030.

While this is a slight improvement from the 44% reported in 2023, it still signals major challenges.

Let’s dive into what this means for businesses and employees and how training plays a vital role in addressing these shifts.

Why Skill Disruption Matters

The workplace is changing faster than ever. Technology, new ways of working, and global shifts mean businesses need to adapt to stay competitive.

Here are key points you need to know:

• 59 Out of 100 Workers Need Reskilling: The report projects that 59% of the global workforce will require reskilling or upskilling by 2030. However, 11% of these workers are unlikely to receive the necessary training, leaving over 120 million workers at medium-term risk of redundancy.

• Human Skills Are Just as Important: Creativity, adaptability, and curiosity are rising in importance. These qualities help employees handle change and stay resilient.

• The Impact of Global Trends: Advances in AI, renewable energy, and digital technologies are reshaping industries, creating demand for entirely new roles while making others obsolete. Workers equipped with emerging skills will be better positioned to seize opportunities.

• Essential Sectors Are Growing: Jobs in care, education, and other frontline roles are expected to expand significantly. These sectors will benefit from both technological advancements and increased emphasis on human connection, requiring a mix of tech and soft skills.

Top Skills for the Future

The WEF report identifies these as the most important skills for the next five years:

1. AI and Big Data Skills

2. Cybersecurity and Networking

3. Technological Literacy

4. Creative Thinking

5. Resilience, Flexibility, and Agility

6. Curiosity and Lifelong Learning

7. Leadership and Social Influence

8. Talent Management

9. Analytical Thinking

10. Environmental Stewardship

These skills reflect the growing need for a mix of technical expertise and human-focused capabilities like leadership and adaptability.

Reskilling: A Strategic Priority

The next five years will be critical for companies and workers alike. As skill lifecycles shrink and demand for both technological and human skills rises, reskilling has become more than an HR function—it’s a strategic priority that impacts every level of an organization. 

Why Reskilling Is More Important Than Ever

According to Harvard Business Review, the half-life of skills is shorter than ever, especially in tech fields where skills can become obsolete in just a few years.

This makes reskilling essential for businesses to:

• Stay Ahead of Market Disruptions: Rapid advancements in AI, renewable energy, and automation mean companies need workers who can adapt quickly.

• Avoid Workforce Redundancies: The WEF estimates over 120 million workers are at medium-term risk of losing their jobs if they don’t receive proper training. Reskilling helps mitigate this risk.

• Drive Business Growth: Companies with skilled, adaptable employees can better respond to changing market demands, boosting innovation and productivity.

The Broader Impact of Reskilling

Reskilling isn’t just about training employees for new roles. It’s about aligning the workforce with future business needs, creating a culture of continuous learning, and ensuring long-term organizational success.

Businesses that invest in reskilling can:

• Retain Top Talent: Employees are more likely to stay with companies that invest in their growth and future.

• Expand Talent Pools: Reskilling opens opportunities for diverse candidates who may not have traditional qualifications but bring fresh perspectives.

• Build Resilience: A reskilled workforce can better handle disruptions, making organizations more agile and competitive.

Why Leadership Must Take Charge

Reskilling initiatives require active involvement from leaders at all levels. Harvard Business Review emphasizes that siloing reskilling within HR limits its effectiveness. Instead, CEOs, COOs, and department heads must:

• Champion Reskilling Efforts: Make it clear that reskilling is tied to the company’s strategic goals.

• Allocate Resources: Invest in training platforms, mentorship programs, and flexible schedules to support employee learning.

Measure Success Broadly: Go beyond tracking training hours. Focus on real outcomes, like improved performance and employee satisfaction.

Also read:

• Essential Tips for Upskilling and Reskilling in the Age of AI
• Signs Your Company Urgently Needs to Invest in Reskilling

How Companies Are Leading the Way

• Ericsson: The company’s reskilling programs align directly with its strategy. Over three years, it upskilled 15,000 employees in AI and automation, ensuring its workforce is ready for the future.

• Amazon’s Career Choice Program: This initiative covers all training costs upfront, making it easier for employees to pursue certifications or degrees.

• ICICI Bank: Their academy-like training prepares 2,500 to 4,000 employees annually for managerial roles, bringing in talent from diverse backgrounds.

• McDonald’s Archways to Opportunity: This app maps skills learned on the job to career paths within the company and beyond.

Read Harvard Business Review's article for more in-depth details of each case mentioned. 

Challenges in Reskilling

Even with clear benefits, reskilling can be tough.

Here are the main challenges companies face:

• Employee Hesitation: Reskilling requires effort and can feel risky for workers. Without guaranteed outcomes, many hesitate to commit.

• Operational Disruptions: In industries with hourly or shift-based roles, taking time for training can disrupt workflows. Companies like Iberdrola solved this by paying employees for training hours and scheduling carefully to avoid interruptions.

• Siloed Responsibility: Often, reskilling is treated as just an HR function. For it to work, all leaders need to be involved.

Actionable Tips for Training Leaders

Creating effective eLearning courses and keeping training relevant requires speed, agility, and a focus on emerging needs. Here’s how leaders can make this happen:

1. Prioritize Speed in Course Creation

• Use AI Tools: Platforms powered by AI can help create training modules faster by automating content generation and personalization.

• Modular Design: Build courses in small, reusable modules. This allows for quick updates when information changes.

• Collaborate Cross-Functionally: Involve subject matter experts early to streamline content development.

2. Update Training Frequently

• Set Regular Review Cycles: Schedule quarterly reviews to assess and update training materials.

• Incorporate Feedback Loops: Use employee and manager input to identify gaps and outdated content.

• Leverage Real-Time Analytics: Platforms that track engagement can signal when content is losing relevance.

3. Embrace Microlearning

• Short, Focused Sessions: Break training into 5-10 minute lessons to keep employees engaged.

• On-Demand Access: Ensure employees can access training materials anytime and from any device.

• Gamify Content: Add quizzes, leaderboards, or badges to make learning interactive and rewarding.

4. Align Training with Business Goals

• Skill Mapping: Identify key skills needed for future roles and build courses around them.

• Tie Learning to Metrics: Connect training outcomes with KPIs like productivity, retention, and innovation.

• Customize by Role: Tailor content for different departments and career paths to maximize relevance.

5. Focus on Emerging Skills

• Tech Trends: Create courses on AI, data literacy, and cybersecurity to address immediate needs.

• Human Skills: Build modules on leadership, resilience, and adaptability to prepare for long-term challenges.

• Environmental Awareness: Include training on sustainability and environmental stewardship, which are becoming increasingly important.

Looking Ahead

The Future of Jobs Report 2025 makes it clear: businesses and workers must prioritize continuous learning. Training and reskilling aren’t just HR initiatives—they’re essential strategies for navigating the future of work. By investing in skills today, companies can build a workforce that’s ready for tomorrow.

Whether you’re an employee or a leader, the time to act is now. Consider these questions as you plan for the future:

• What emerging skills are most critical for your team or organization?

• How can you make training more accessible and engaging for your employees?

• Are you leveraging technology to speed up content creation and ensure timely updates?

If you want to learn how to use an AI-based learning tool to create content faster and meet reskilling goals, try SHIFT. This innovative platform can help you stay ahead in the fast-evolving job market.

The future of work is full of opportunities for those who are prepared. Embrace learning, adapt to change, and empower your workforce to thrive in the years ahead.