Skills have become a recent focus for HR teams and tech vendors. However, many organizations continue to face challenges in using learning and development effectively to support their skills-focused strategies. Longitudinal i4cp research from 2021 to 2024 reveals this gap, illustrating that 70% of organizations struggle to equip their workforce with the skills needed for the future.

According to i4cp’s 2025 Priorities and Predictions report, which reflects the insights of the firm’s executive boards, the impact of talent availability, global demographic shifts and the pace of technological advancements have caused CHROs to realize they “need to advance on their workforces’ continuous (and urgent) learning needs.”

To explore the key aspects of upskilling, reskilling and other workforce learning and development initiatives, HR Executive consulted several experts in the HR technology space. Here are the trends they predict will shape the L&D landscape in the coming year.

AI will make L&D ‘accessible to all’

Artificial intelligence is poised to redefine L&D efforts, according to many analysts, HR leaders and tech builders. Rob Porter, head of market and business development at virtual training platform CoSo, gets more specific, envisioning AI teaching assistants playing a pivotal role in corporate learning. “AI will enhance training, making it truly personalized, scalable and accessible for all,” Porter explains. He says AI teaching assistants will serve as real-time tutors that customize content, identify skill gaps and build learning pathways.

These AI-powered tools, he continues, will deliver immersive simulations, provide instant feedback and seamlessly integrate learning into employees’ daily workflows. This approach ensures employees acquire essential skills while staying aligned with their organization’s evolving goals, Porter says. “By making advanced training accessible to businesses of all sizes, AI will drive growth, spur innovation and improve workforce readiness in ways we’ve never seen before,” he says.

Personalized learning will be on the rise

One of the most transformative aspects of AI in L&D is its ability to create personalized learning experiences. At Dayforce Discover, for instance, Chief Product and Technology Officer Joe Korngiebel announced a learning course creator that puts HR leaders in the driver’s seat for content development “from zero to course in almost no time.”

In 2025, not only will tech help speed up the creation of courses, but it also will help businesses pinpoint areas that need learning attention. “AI analyzes real-time data to deliver precise, on-demand learning opportunities that adapt to each individual’s progress and career aspirations,” CoSo’s Porter notes.

Andrea Lagan, chief operating officer at performance management solution Betterworks, predicts that in 2025 employees will expect these highly customized learning experiences.

“By leveraging AI to understand and respond to individual aspirations, organizations can demonstrate genuine investment in their people’s growth,” says Lagan. She predicts this focus on personalization will enhance skill-building and career development, making employee experience more engaging and effective.

Emerging technologies will integrate with L&D

Some say AI is not acting alone in transforming L&D—it is converging with augmented reality (AR) to create dynamic training programs. Porter predicts this integration will redefine skill acquisition. “AI will deliver hyper-personalized, adaptive learning experiences, while AR will bring immersive, real-world scenarios into training,” he says.

Hands-on learning through simulations is also gaining popularity. Chris Herbert, chief content officer at tech upskilling solution Pluralsight, emphasizes the value of experiential training. “Curated labs and simulations offer hands-on experience without risk or added cost, providing expert guidance and flexibility,” Herbert says.

Human collaboration will boost learning

Next year could present a culture of continuous learning, according to some experts. Heather Jerrehian, vice president of product management at ServiceNow, highlights the emergence of two-way learning in multigenerational workforces: “We’ll see 360-degree mentoring and learning programs—where younger generations teach more of the digital/AI skills, while seasoned employees will offer more of the organizational context.”

Deloitte’s 2024 Workplace Skills Survey of 1,000 full-time, U.S.-based corporate professionals set out to understand what employees seek in learning and development opportunities. In the report, Anthony Stephan, chief learning officer at Deloitte U.S., warns against neglecting human skills in favor of technical training.

“Organizations that overemphasize technical training at the expense of enduring human capabilities—like divergent thinking, emotional agility and resilience—could end up impeding innovation.” Employees resoundingly agree, with 95% of those surveyed saying human skills are “timeless and always important.”

More from Heather Jerrehian: Why any skills transformation must start with employee engagement

L&D will be tied to business objectives

The success of any training program lies in its ability to deliver measurable outcomes, and Porter identifies key metrics that organizations should focus on in 2025. He says learning programs can be evaluated by their impact on key metrics such as productivity improvements, which measure how effectively training enhances efficiency or output. Employee retention will be another critical factor in assessing whether training boosts satisfaction and reduces turnover, according to Porter.

Additionally, he predicts that customer satisfaction and quality should be measured to determine how training influences service or product delivery. Finally, Porter says, the return on investment can be calculated by analyzing financial benefits such as revenue growth or cost savings resulting from the learning effort.

“Ultimately, metrics should reflect long-term value creation,” Porter advises. “Organizations need to ensure that training not only addresses immediate needs but also strengthens their competitive advantage over time.”

Frontline training challenges will be addressed

Training gaps among frontline workers remain a significant issue. According to a report from workplace learning provider Schoox, only 24% of frontline workers feel adequately supported in their roles. Employers are encouraged to conduct training audits, adopt mobile-first approaches and integrate on-the-job learning into existing processes to improve engagement and reduce turnover.

David Wentworth, Schoox’s vice president, says that learning can be challenging when employees are dispersed, a common reality for frontline workers. He says that HR leaders need to “make it easy” by using tech to provide workers with the development they need to do their jobs better. He says that employees want to feel empowered by technology—the way they do in their daily lives—and that learning should be the same.

Learning officers will drive tech initiatives

As learning technology evolves, chief learning officers are taking center stage, says Brian Hackett, founder of The Learning Forum—a networking council for leaders of Fortune 500 firms. He predicts CLOs will drive the agenda for tech-based learning initiatives ensuring they are cost-effective and impactful while addressing what he calls the “confusing space” of skills technology.

Hackett expects that CLOs and chief technology officers will increasingly collaborate—perhaps with CHROs—to streamline resources, align learning programs with business priorities and build cultures that support continuous learning.

A common theme across all the trends is that technology will play a role in learning, but its impact depends on having a clear strategy and strong leadership. Many experts emphasize the significant benefits available to HR professionals who prioritize L&D initiatives. As Porter aptly puts it: “Companies that embrace these advancements will unlock unprecedented opportunities to boost workforce performance and stay competitive.”

*

HR Executive Editor Elizabeth Clarke contributed reporting to this story.

The post The L&D gap: How to close it and help future-proof the workforce appeared first on HR Executive.