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In a recent article, we investigated the growing push toward workforce transformation, what’s driving it, and how applied learning will be key to avoid being left behind. We studied a recent report from the World Economic Forum to dive deep on the causes of this shift, and on the strategies emerging as organizations adapt.
Two of the most critical factors driving workforce evolution, particularly in the US, are the emerging role of AI and the changing demographics of the working-age population. AI growth is increasing the demand for highly specialized technological skills, but at the same time, its deployment across industries is sharpening the need for workers who are comfortable doing their jobs alongside and within AI-enhanced frameworks. That means employees who think in terms of systems, develop creative cross-functional connections, and understand the value of data as a business asset.
Simultaneously, the up-and-coming generation of workers is smaller than its predecessors, a trend which looks to continue into the future. That means the US working population will continue to become both smaller and, on average, older, with a smaller pool of entry-level talent to choose from, and a greater focus on maximizing potential. Together, these factors point to a future in which both workers and organizations will rely heavily on learning, in contrast to hiring, to develop necessary skill bases.
Within the WEF report was a list of top strategies that respondents planned to rely on in order to adapt to the changing demands on their workforces. We initially spotlighted four of the most popular, because of their relationship to the idea of applied learning:
There was one more strategy with an adoption rate over 50%, and which had a more explicit focus on technology:
As your organization looks ahead, you may already be planning to incorporate some or all of these strategies in shaping your future workforce. There are a variety of ways to pursue these objectives, but given that they all share a strong learning component, perhaps the most efficient—and, arguably, the most effective—is to invest in a comprehensive learning platform.
With the right technology supporting you, your organization can make significant progress across each of these key areas in one fell swoop, keeping you poised and ready for the future. But future-readiness isn’t a one-time box to be checked—it’s a sustained process, and your organization’s needs will change along the way.
This is where applied learning kicks in. By delivering training materials within the flow of work, learners can upskill faster. New hires can be tested and placed along a learning path that supports their growth. And employees at all levels can rely on their learning technology to prepare them for new roles and the higher levels of technological sophistication they require.
The strategies above span a range of maturity levels in learning and development (L&D), and require different things from your knowledge platform and from you as an organization. Understanding how your learning needs will progress lets you make an informed decision about the tools you use to get there. By investing in an applied learning solution, you ensure that you won’t need to halt your growth or limit your evolution.
If we break our list of transformation strategies into phases, it might look like this:
The most immediate need is upskilling and reskilling your existing workforce to meet a new set of demands. Your employees need seamless, reliable access to the latest industry information to get themselves up to date or expand their skills into new areas. Your applied learning solution should offer a smooth user experience, available from anywhere, and support clear development pathways for interested workers.
The greater transparency your applied learning solution offers lets you refine and expand how you use knowledge within your organization. You need clear visibility into the skills present in your workforce and available in the talent market, as well as a way to efficiently address gaps and keep momentum up. Your applied learning solution should provide insight through detailed reporting and integrated skill assessments, and offer focused content recommendations that enhance—rather than interrupt—the flow of work.
Knowledge has become a core part of your daily workflows and a consolidated asset you can build upon. You need more opportunities to utilize your institutional knowledge and insights. Your applied learning solution should facilitate the processes that help you do that, by streamlining personalized learning, boosting communication and project success, and generating insights that shape broader organizational decision-making.
Uncertainty about what’s coming can cause you to limit yourself, but with a strong learning foundation, your organization will be equipped to meet new challenges with confidence. We designed Pinnacle Series applied learning solution with long-term partnerships in mind, so growth and evolution were baked into it from the start.
Pinnacle Series features content libraries regularly updated with the latest industry information, flexible content formats and structures so you can individualize the learning experience, and intelligent integrations that redefine how workers interact with knowledge. And more than that, it comes with a commitment from us at Eagle Point Software to you and your organization: that we’ll keep Pinnacle Series on the cutting edge, so it can always be your stepping stone to industry leadership.
To learn more about how Pinnacle Series applied learning solution meets your needs at every stage of L&D maturity, and to see the platform in action for yourself, request a demonstration today.
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