Building knowledge in artificial intelligence (AI) is important for professionals wanting to advance their careers and keep up with an increasingly tech-driven business environment. It is also essential for businesses to maintain a competitive edge by fostering a workforce that is skilled in advanced technology including AI to drive ongoing efficiency, productivity and innovation.
However, a recent survey of U.S. workers and employers sponsored by DeVry University found that while nearly half (49%) of workers consider their AI skills to be intermediate or higher, 42% of employers say they are not confident that their organization understands how to effectively train workers on AI. This indicates workers are using AI without constructive guidance from their employers, which could open potential business and operational risks. This also signals a critical need for more sufficient training to ensure workers understand how to effectively use AI in their roles.
Businesses of all sizes and industries can drive more consistent and deliberate training on AI by offering benefits for continued education, which could also help ensure the ethical and responsible use of it. By working together, employers and higher education institutions can create a talent pool that can keep up in an AI-driven era.
Learning Isn’t One-Size-Fits-All
Lifelong learning is propelling employees’ enthusiasm. They understand and are ready to reap the benefits of upskilling and reskilling, and those that do not receive such benefits from their employers are more likely to feel burnt out. Simultaneously, many workers understand the value AI can bring, including predictions from workers surveyed by Thomson Reuters that AI tools will enable them to save an average of four hours per week in the next year.
However, today’s working professionals are taking matters into their own hands by using AI without guardrails, and many employers are not sure how to intervene with the right training. In fact, according to DeVry’s research, about one in three workers (36%) agree that their employers have given them AI tools but report they have not fully explained how to use them. Additionally, most employers say they are not providing upskilling benefits to all workers, meaning only a certain portion are getting the training they need (and deserve).
Upskilling can be a daunting initiative for employers, especially as they navigate so many technological shifts and cater to a variety of employee skill levels. Fortunately, there are academic institutions that regularly work with organizations to effectively upskill or reskill their workers for the future. Employers struggling to figure out where and how to start with AI upskilling should seek out education partners that can innately identify their skills gaps within their organizations, tailor programs accordingly, and seamlessly integrate with employer-led tuition benefits offerings.
Furthermore, while it is important that all workers are given the opportunity to upskill, not every worker’s training will look the same. Knowing today’s working professionals are balancing several personal and professional priorities, it is advantageous for employers to work with an institution that offers a mix of traditional degrees and flexible, short-form skills development opportunities. That way, employers can offer their staff various upskilling options, as there is no one-size-fits all approach. According to the same survey, workers are also on board with this concept, as two-thirds (67%) report being open to alternative credentials – viewing them as being of equal value to traditional degrees for career advancement.
Tactically, it is important to remember that learning should not only be accessible and flexible, but also collaborative. In fact, employers can make virtual learning formats more engaging by using breakout rooms, offering coursework that includes responding to real-world scenarios, and implementing other group-based activities. This is essential for employee retention, while also ensuring creating a workplace that remains engaged with and supports ongoing learning and development.
Collaborating for Skills and Talent Pipeline Development
Recent conversation on AI in higher education has focused on professors finding a balance between using technology in the classroom and helping students learn the responsible use of AI-generated work. However, hiring for technical AI talent is up 323% in the past eight years according to research from Microsoft and LinkedIn – demanding that higher education transforms to help create a workforce that is qualified and adaptable.
While employers are not alone in their mission to properly train their employees, higher education partners have an exceptional opportunity to meet employers in the middle and start developing these skills before students enter the workforce and during career progression. This ensures talent is set up for success and that academic institutions are doing their part to meet the needs of today’s labor market – as the same research found that 73% of employers believe hiring more people with AI skills will benefit their organization, and many employers say that AI is going to leave some workers, and their skills, behind.
Institutions and businesses should also consider going beyond ad-hoc training by collaborating to ensure that skills-based curricula stay aligned with shifting workforce demands. Such partnerships can create opportunities for experiential learning, internships and mentorship programs, which ultimately can enhance educational experiences and better prepare workers for on-the-job challenges and applications.
Higher education and businesses are at an inflection point, and both academic and business leaders need to embrace a paradigm shift to meet the moment and foster a technology-enabled workforce. By working together, the workforce will be stronger, more productive and fulfilled, and companies will increase their competitive edge as technology evolves.
