The Reskilling of the Workforce

"Upskilling" (advancing within one's field) and "reskilling" (changing careers) are becoming a permanent company function and an individual responsibility. Roughly half of key skills are expected to shift within a few years under the effect of AI.

Continuously training the workforce in new skills as AI and automation reshape jobs.

What it is

Why it's gaining traction

Technical skills are becoming obsolete faster than before.
A shortage of talent in digital, data, cybersecurity, and energy.
Employee expectations: training is becoming an engagement criterion.

What it changes in practice

Stronger internal mobility: companies train instead of hiring externally.
Cross-functional skills (critical thinking, communication, learning ability) are increasingly valued.
Micro-credentials and short learning paths complement traditional degrees.

Where to start

Map the skills that will be critical for the organization in 2-3 years.
Identify gaps by team and by individual.
Build short, practical learning paths with dedicated time — not "on top" of the workload.
Recognize what's learned: badges, micro-credentials, role changes.

What to watch out for

Training without dedicated time or a concrete follow-up is discouraging.
Targeting only top performers widens internal inequality.
Generic content falls flat — favor real cases and real projects.

Frequently Asked Questions

Upskilling or reskilling?

Upskilling means advancing within your current field; reskilling means changing fields entirely. Both are accelerating because of AI.

How much time should I dedicate to it?

A steady rhythm matters more than a one-off intensive effort — a few hours a week, genuinely set aside.

Do micro-credentials actually have value?

Yes, if they're recognized in your industry and backed by verifiable skills.