The UK’s climb to 22nd place in the 2025 Coursera Global Skills Report marks a significant improvement in our national skills proficiency – a huge leap from 45th position a year ago!

For HR professionals and business leaders alike, this is both welcome news and a reminder of the urgent, ongoing work required to future-proof our workforce.

Drawing on data from over 170 million learners across 100+ countries, Coursera’s annual report provides a unique lens into how individuals are developing skills through the platform’s 350+ university and industry partners. While the UK’s improved ranking now places them ahead of leading economies such as the USA and China, it also reveals how dynamic the global skills landscape is, and how quickly others are adapting.

One of the most striking trends shaping this evolution is the explosion in demand for advanced digital capabilities. According to the World Economic Forum’s Future of Jobs Report 2025, the UK has seen a 319% increase in roles for Big Data Specialists and a 151% rise in demand for AI and Machine Learning Specialists in the past year alone. Meanwhile, 85% of UK employers anticipate becoming fully AI-driven by 2028, with 75% predicting that generative AI (GenAI) will significantly reshape their operations within five years.

This shift is already impacting recruitment, L&D strategies, and long-term workforce planning. Organizations are seeking agile, tech-savvy talent who can adapt quickly and embrace new tools, but this requires not only upskilling current employees but also a strategic re-evaluation of how to attract and grow future talent.

OrgShakers’ Founder and CEO David Fairhurst, who is a former Commissioner for the UK Commission for Employment and Skills, welcomes the UK’s upward movement in the global rankings. Reflecting on his time appointed by the government from 2011 to 2015, he commented:

“This progress is a testament to the incredible resilience and adaptability of the UK workforce. During my time as Commissioner, we consistently emphasised the importance of aligning skills development with the future needs of the economy. It’s encouraging to see that message starting to bear fruit. But now is the time to accelerate, not ease off. If we want to lead in the age of AI, we must continue investing in people, technology, and inclusive access to lifelong learning.”

David’s insight echoes what many HR leaders are recognising: the skills transformation journey isn’t just about catching up, it’s about staying ahead. The rapid advancement of GenAI and emerging technologies means the bar is constantly rising. As AI reshapes roles, we need to think beyond technical skills and foster adaptive thinking, collaboration, and ethical decision-making.

At a time when productivity growth and global competitiveness are under scrutiny, skills development isn’t just an HR issue – it’s a national imperative. The good news? We’ve proven that with focus and commitment, progress is very much possible!

The challenge now is to sustain this momentum and ensure no one gets left behind.

The days of one-size-fits-all training are rapidly fading. In a world where skills become outdated in months—not years—organizations are turning to AI-powered learning and development (L&D) strategies to keep their teams sharp, agile, and future-ready. And the impact isn’t just incremental—it’s transformational.

Traditional L&D models have long relied on static content, mass webinars, and annual compliance training delivered uniformly across job roles and experience levels. But with the integration of AI, learning is becoming far more dynamic, intelligent, and personal. Adaptive learning systems now tailor content based on individual skill gaps, preferred learning styles, and career aspirations. Whether it’s a junior analyst needing support in core technical areas or a senior manager preparing for strategic leadership, AI ensures that every learning moment is relevant and impactful.

This evolution extends beyond personalization. AI-driven predictive analytics are helping organizations look ahead, forecasting which roles are most at risk of becoming obsolete, identifying skill gaps before they become business risks, and highlighting which individuals are ready for advancement or targeted development. This forward-looking capability shifts L&D from being a reactive cost center to a strategic growth engine—one that aligns tightly with organisational priorities and workforce planning.

Crucially, AI agents are now playing a hands-on role in learning delivery. These intelligent systems act as personalized learning coaches, recommending content based on performance and goals, setting development milestones, and offering well-timed nudges to encourage continuous microlearning. In many cases, AI agents go further—guiding individuals through simulated workplace scenarios such as conflict resolution, leadership challenges, or high-stakes decision-making. It’s immersive, immediate, and deeply relevant.

The business benefits are already clear. Organizations that embrace AI in their learning strategies are experiencing faster onboarding, improved engagement with training platforms, and stronger retention through continuous, self-directed development. But perhaps the greatest shift is in how employees themselves experience learning. No longer a mandatory tick-box exercise, learning becomes a personal growth journey—one that meets individuals where they are, and grows with them as their roles evolve.

It’s important to note that AI is not replacing L&D professionals—it’s augmenting their capacity. With AI managing the heavy lifting—tracking progress, personalizing learning, and analyzing results—L&D teams are freed to focus on higher-value priorities such as leadership coaching, cultural transformation, and embedding behaviors that drive long-term performance.

As AI continues to advance, learning will increasingly become embedded in the flow of work—intuitive, data-informed, and seamlessly integrated into day-to-day experiences. In this new era, the question for organizations is not whether to adopt AI in their L&D strategy, but how quickly they can adapt to leverage its full potential.

For organizations ready to explore how AI can elevate their learning and development strategy, the team at OrgShakers would be happy to advise.

It’s Learning at Work Week, and this acts as the perfect reminder that development isn’t a one-off training session, but rather an opportunity to be seized on a daily basis. Indeed, a LinkedIn study found that a massive 94% of employees said they would stay longer with an employer who invested in their learning and development!

However, we know that getting people genuinely engaged in learning can sometimes be a bit tricky. With deadlines looming and inboxes overflowing, learning opportunities can often get pushed to the bottom of the to-do list.

So, the question is, how do we make learning stick?

Here are five simple (and realistic!) ways we have found that really boost engagement with learning at work:

1. Make It Bite-Sized and On-Demand – gone are the days when learning had to mean a full-day workshop. Microlearning – think 10-minute videos, quick quizzes, or short articles – fits more naturally into busy schedules. Employees are far more likely to engage when learning feels like a small step rather than a big leap.
2. Link Learning to Real Goals – people engage more with learning when they understand why it matters. Whether it’s developing leadership skills to prepare for promotion or brushing up on AI tools to stay ahead of industry trends, learning becomes more meaningful when tied to personal or team objectives. A great way to ensure this is happening is by utilizing time during one-to-ones to help employees connect activities to their career aspirations or challenges they are facing.
3. Celebrate the Learnings – we you may know, recognition goes a long way. Therefore, make the effort to celebrate people who take part in learning initiatives, whether that’s a quick shoutout in a team meeting or even a ‘Learner of the Month’ award to promote quick buy-in.
4. Involve Managers Early – team leaders are often the missing link when it comes to learning engagement. If a manager values and models continuous learning, their team is far more likely to follow suit. Therefore, employers should be equipping managers with a simple learning conversation toolkit (such as questions they can use during check-ins to prompt learning reflection and planning).
5. Make Learning Fun – it can be good to remember that learning doesn’t always have to be formal. Peer-led sessions, ‘lunch and learn’s’, or even friendly learning challenges can create a buzz and encourage collaboration.

The key thing to takeaway is that learning at work shouldn’t feel like homework. It should feel like progress, growth, and even a bit of fun. Which means not simply offering resources, but by creating a culture where curiosity is rewarded and development is genuinely supported.

If you would like to discuss how we can help craft a workplace culture that promotes an engagement with learning, please get in touch with us today!

In today’s workplace, the “one-size-fits-all” approach no longer works. Employees want more than just a paycheck; they want an experience that feels tailored to their needs, goals, and aspirations. This is where AI steps in, reshaping how HR teams create personalized experiences that truly resonate with their people. By 2025, leveraging AI for this purpose won’t just be an innovation – it’ll be a necessity.

What Does Personalization Mean in the Workplace?

Imagine starting a new job and immediately receiving tailored training modules, benefits suggestions, and a career plan that aligns with your strengths and ambitions. That’s what personalization is about – treating employees as individuals rather than a part of the collective. AI takes this concept to the next level by helping HR teams scale personalization in ways that were unimaginable just a few years ago.

How AI Delivers Personalization

Here are a few ways AI is already changing the game for HR and employees:

1. Learning and Development (L&D): Let’s say an employee wants to move into a leadership role but isn’t sure what skills they need. AI can analyze their current capabilities and suggest specific courses or training programs to close the gap. Tools like LinkedIn Learning already do this, but the future will involve even more precision. Think customized learning paths unique to each employee’s role and career trajectory.
2. Tailored Benefits: Employees aren’t all looking for the same perks. A recent graduate might prioritize loan repayment assistance, while a working parent might value childcare subsidies. AI helps HR teams analyze employee demographics and feedback to offer benefits packages that matter most to each individual.
3. Career Pathing: One of the biggest reasons people leave organizations is because they don’t see a future for themselves. AI addresses this by creating dynamic career maps, showing employees what roles they’re suited for and what steps they need to get there. It’s like having a career coach, but powered by data.
4. Real-Time Feedback: Forget the annual review – AI tools are making feedback a continuous process. Imagine an employee completing a project and instantly receiving insights on what went well and where they can improve. This kind of immediate feedback builds skills faster and keeps employees engaged.

Why Does This Matter?

The benefits of AI-driven personalization go beyond just ticking boxes. It creates real impact, both for employees and organizations:

• Employees Feel Valued: When people feel like their employer understands and invests in their needs, it boosts morale and loyalty.
• Retention Improves: Personalized career plans give employees a reason to stay, reducing costly turnover.
• Data-Driven Insights: HR teams can make smarter decisions by understanding what employees want – and acting on it.

What About the Challenges?

Of course, there are hurdles. Let’s address the elephant in the room: data privacy. Employees might be skeptical about how their information is being used. Transparency is key here – employees need to know what data is being collected, how it’s used, and how it benefits them.

There’s also the risk of over-reliance on AI. Yes, AI can process data at lightning speed, but it can’t replace human intuition. The best HR teams will use AI to inform their decisions, not make them entirely.

The Future is Personal

By 2025, personalization will be a core part of the employee experience. Companies that embrace AI to create these experiences will have a clear advantage in attracting and retaining top talent. But here’s the thing: while AI is a powerful tool, it’s the human touch that ultimately makes the difference. Employees don’t just want a perfect algorithm; they want to feel understood, appreciated, and supported by the people they work with.

So, the real challenge for HR teams isn’t just adopting AI. It’s finding the balance – using technology to enhance the employee experience while keeping the heart of human connection alive.

Closing Thought

At the end of the day, personalization isn’t just about making employees feel special – it’s about helping them thrive. And when employees thrive, so do organizations. The question isn’t whether we’ll use AI to personalize employee experiences – it’s how well we’ll do it.

If you would like to discuss how we can help personalize employee experiences through AI in your organization, please get in touch with us today!

In today’s fast-paced, rapidly changing professional world, time is a precious commodity.

Balancing tight schedules and demanding workloads with the need for continuous personal development is a challenge that employees in high-demand roles face on a daily basis.

This is where microlearning can be a game-changer.

Microlearning is an innovative approach to education in corporate training. This method of learning delivers short, targeted learning sessions that help employees acquire new skills without lengthy time commitments.

For example, an employer using microlearning techniques might divide their training content into concise, manageable segments, each focusing on a specific skill or topic. These sessions will typically last a few minutes, and can take various formats such as videos, quizzes, or brief articles.

This approach aligns perfectly with busy schedules, offering employees the flexibility to learn during breaks or between tasks, ultimately improving their skillset in a succinct and digestible way.

So, how can employers start building microlearning strategies into their training programs?

• Set Clear Goals – define the specific skills or knowledge areas you want to develop within your team. By doing so, this allows you to set clear goals for what knowledge you want your employees to ascertain and ensures that your resources for achieving this are targeted and concise.
• Select Learning Formats – when selecting the format that these training programs are delivered in, consider what will suit your workforce best. This could be quizzes, flashcards, book summaries, or videos, or a mix of resources so that employees can choose which format best suits their way of microlearning.
• Leverage Tools – there are many applications available that promote the use of microlearning and make it easily accessible which employers can leverage. Headway is a great example of this, as the app offers daily microlearning’s and condensed book summaries that can help employees learn succinctly.

However, it’s one thing to introduce microlearning techniques to your teams, but employers must also be committed to continuously gauge the success of the microlearning initiatives being used in order to continue to reap the benefits of increased knowledge, innovation, and productivity.

To do this, employers should be monitoring participation rates and general enthusiasm for microlearning programs (especially if using an app, as engagement with it can be measured easily). As well as this, consider conducting assessments to evaluate how well employees apply what they have learned, and be consistently gathering input from employees on how effective they believe the content is and what might make it more effective for them.

If you would like to discuss how we can help implement microlearning strategies into your training initiatives, please get in touch with us today!

Learning and development (L&D) opportunities are crucial for attracting and retaining talent. IMC research reveals that 92% of job candidates use L&D opportunities as a deciding factor when evaluating job offers, and 52% of employees have left roles due to insufficient personal or professional development opportunities.

So why are developmental opportunities for older workers scarce?

The root cause is ageism—be it direct, subtle, intentional, or unconscious. Preconceived notions about aging individuals hinder their career growth and must be addressed to unlock the potential of a significant workforce segment.

Currently, nearly one-third (32%) of workers are aged 50 or above. Despite this , 34% of these employees are unsatisfied with the few developmental opportunities available, and almost half (48%) believe their age prevents them from securing better jobs.

These barriers are actually unconscious biases tied to ageism. Managers may perceive midlife workers as overqualified, not tech-savvy, or too expensive to employ.

Such stereotypes perpetuate the belief that midlife workers lack the desire to learn, develop, and advance in their careers, which is far from true. Just under 30% of people who are 55 and over want to improve their skills but hesitate to request support from their employers.

And that’s just those who already want to improve. If all midlife workers were aware of available L&D opportunities, many more would likely be interested!

Employers who recognize and address these biases stand to benefit significantly from age inclusivity. This starts with incorporating inclusivity into hiring strategies, enabling access to diverse talent. Moreover, intergenerational teams are proven to be happier, foster mutual mentoring, and enhance customer satisfaction.

From both business and social perspectives, overcoming workplace ageism is a strategic move for any company.

If you would like to discuss how we can integrate age inclusivity into your hiring strategy and company culture, please get in touch with us.