Workers demand more AI training, but employers lag behind: Salesforce survey

AI is the critical skills gap for HR in 2025 – and we are leading the conversation. 💡 We’re proud to be featured in the latest piece by Training Journal the future of the people profession, where our State of the People Profession 2025 survey reveals some eye-opening insights: 🧠 66.3% of HR professionals say AI is the most important skill for the future 📊 But nearly half admit they don’t have the skills they need 💥 Change management and data analysis also rank high on the priority list The message is clear: 2025 demands bolder thinking, smarter tools, and a skills revolution in HR. This research isn’t just a snapshot – it’s a call to action for the people profession. 📎 https://hubs.la/Q03Fxn7R0 #HR2025 #AIinHR #EmployeeExperience #PeopleProfession #FutureOfWork #HRTech #PeopleExperienceHub

Would you ask AI for help at work before speaking to your manager? For Gen Z, the answer is often yes! A recent survey reported by People Management shows that a third of younger workers prefer turning to AI first. It’s fast, it’s easy, and it feels safe. But here’s the flip side: if AI becomes the first stop, what happens to #open_conversations, #trust, and #collaboration between managers and their teams? This is a moment for HR leaders to think carefully about how to blend technology with genuine human connection. Source: People Management magazine Full article here: https://lnkd.in/d4Kg3b6d #HR #CIPD #CMI #Management #Workplace #GenZ

L&D and the Future of Work 🚨 The future of work isn’t coming. It’s already here. AI, automation, and new workplace models are changing everything we know about jobs and skills. Here’s the truth ⬇️ Learning & Development (L&D) is the bridge between today’s workforce and tomorrow’s demands. ✅ Upskilling keeps people relevant. ✅ Reskilling prepares people for new roles. ✅ Continuous learning creates adaptability—the #1 skill for the future. 💡 Companies that don’t invest in L&D won’t just lose talent…they’ll lose their competitive edge. 👉 Over to you: If you could future-proof your career with just ONE skill today, what would it be? #FutureOfWork #LearningAndDevelopment #HR #EmployeeGrowth

Key HR trends for 2025 include AI and automation transforming recruitment and talent management, a growing focus on employee well-being and mental health, the necessity of adapting to a skills-powered future amidst a skill mismatch, the expansion of flexible and hybrid work models, the implementation of Agile HR practices, and a heightened emphasis on Diversity, Equity, and Inclusion (DEI) initiatives and ethical AI frameworks.  Technological Transformation AI and Automation: AI is being used to automate tasks like candidate sourcing, screening, and initial assessments, leading to faster and more efficient recruitment processes. It's also used for talent optimization, predictive analytics, and developing personalized employee development plans.  Ethical AI Frameworks: With the increased use of AI, organizations are prioritizing ethical guidelines and regulations, like the EU's AI Act, to ensure AI is used transparently, without bias, and with appropriate documentation and auditing.  Talent and Workforce Strategy Skills-Powered Future: There's a growing challenge of skill mismatch, where evolving industry demands outpace traditional training and hiring practices, making continuous learning, upskilling, and reskilling essential.  Employee Well-being: A greater focus is placed on employee mental and emotional health, with strategies like mindfulness training, mental health support, and promoting work-life balance becoming standard.  Agile HR: HR is moving towards more flexible, feedback-driven, and continuous approaches to managing employees, abandoning traditional annual reviews for real-time feedback and quicker adjustments to business needs.  Work Environment Flexible and Hybrid Work: Hybrid work models are becoming a standard rather than a competitive advantage. The success of these models relies on effective middle managers and a culture of trust.  Diversity, Equity, and Inclusion (DEI): Implementing DEI initiatives remains a key focus for building inclusive and equitable workplaces.  Data and People Analytics Data-Driven Decisions: HR is increasingly using data and analytics to inform strategic decisions related to talent management and overall organizational performance. 

💡 New Salesforce research reveals a communications challenge that every organization now faces: how to navigate the growing gap between workers' expectations and institutional investment in AI skills training. 💼 Our global study with Morning Consult shows 64% of workers want AI training, yet only 29% say their workplace invests adequately. This disconnect creates reputational risk—workers are increasingly willing to invest personally (45% plan to spend their own money), signaling that they'll seek opportunities elsewhere if employers don't step up. 📣 For communicators, this represents both a challenge and an opportunity. Organizations that proactively address workforce readiness can demonstrate leadership in responsible AI adoption while differentiating themselves in competitive talent markets. 💎 The message is clear: companies that align their AI investments with workforce development don't just build capabilities—they build employer brand strength. 🗽 During #UNGA, AI and skilling will be discussed all across town. Our new insights will bring data to the table, helping to provide a framework for leaders to approach workforce readiness for their employees and communities. 📒 Read more: https://lnkd.in/gs_K5SeN #AI #AILeadership #Salesforce #AISkills

⚠️ The new Invisible Boss is coming - And we’re not ready Workday just unveiled a new AI “performance agent” that promises to ease the pain of writing performance reviews. Feed it an employee’s goals, check-in notes, past work data - and it generates a comprehensive review draft. Sounds magical. But here’s the catch: > If Singapore just bolts this onto our existing systems, > we’ll automate dysfunction at scale. Because the real problem with performance reviews isn’t the paperwork. It’s the culture, clarity and capability gap underneath: * Goals are vague or misaligned * Managers are drowning in admin and barely coaching * HR teams are trapped in helpdesk mode instead of driving talent strategy * Reviews are often biased, rushed, and colored by recent memory AI can’t fix this by itself. If we don’t act now, it will: ⚠️ Amplify bias embedded in historic data ⚠️ Erode trust if employees feel constantly judged by opaque algorithms ⚠️ Deskills managers who stop learning how to assess and develop people 🇸🇬 What Singapore must do - now 🔹 Employers: Redesign performance systems around growth, not compliance. Standardize data, free up managers to coach, and require human validation of AI outputs. 🔹 HR Professionals: Pivot from process administrators to workforce architects. Master data literacy, AI agent orchestration, and change facilitation. 🔹 Policymakers: Build guardrails - algorithmic transparency rules, privacy protections, sandboxes for safe trials, and reskilling support for HR talent. AI in HR is inevitable. Trust and fairness are not. If we want AI to elevate human judgment instead of replacing it, we need to rebuild the system now - before the invisible boss arrives. 💬 Curious: Should Singapore regulate AI in HR before it scales - or let firms self-govern?

Purpose-driven work and a strong #CompanyCulture foster employee loyalty. Clear outcomes, regular recognition, and inclusive bonding build trust, even in hybrid settings. Strategic skills development and responsive feedback strengthen retention. Skills-based models, AI, and analytics will shape future workforces. Discover more in the article: https://lnkd.in/emQWZqYa via HR Executive  #CorporateCulture #WorkplaceCulture

While exploring AI workflows after my course at BIG school, I came across a striking finding: nearly 50% of American employees are already using AI tools at work without telling their managers, what some call a “shadow productivity economy.” 👉 Source: The Times – “Half of American employees use AI in secret” https://lnkd.in/dU8AFUqB This article reinforced something I’ve been thinking: AI isn’t just a tool, it’s becoming essential for staying competitive in remote work and virtual assistance tasks. It can help you organize schedules, prioritize tasks, and even suggest better workflows—without replacing the human judgment that makes work meaningful. But here’s a question I find fascinating: why do so many keep using AI in secret when it clearly offers advantages? I’d love to hear your thoughts and experiences. #AIatWork #RemoteWork #Productivity #VirtualAssistant #DigitalTools

HR Tech in 2025: Where AI Meets Empathy 2025 is a watershed year for HR technology. Gone are the days when innovation meant just paperless administration and basic portals. Today, artificial intelligence and machine learning are woven into every part of HR—from recruiting and compensation to employee wellbeing and compliance. These aren’t just automations; they’re transforming workplaces from the inside out. AI as the New HR Orchestrator AI now goes beyond hype and simple assistance. Sophisticated “agentic AI” tools act autonomously, surfacing hidden workforce risks, suggesting precise retention strategies, and bridging the gap between business strategy and HR action. This isn’t AI as a sidekick—it’s AI as a decision maker, empowering HR teams to work smarter and faster than ever before. Smarter, Fairer Compensation Compensation is no longer a once-a-year HR exercise. Modern platforms track equity gaps, benchmark salaries in real time, and automatically recommend adjustments. With new pay transparency laws and the global complexity of workforces, companies rely on machine learning to flag issues and keep compensation fair, competitive, and compliant. Personalization Powers the Employee Experience The best HR tools are becoming truly personal. Employees can manage their own data, access benefits, and control their work journeys with cloud-based systems accessible from anywhere. Automated nudges, wellness check-ins, and real-time mood tracking turn everyday processes into opportunities for engagement. HR doesn’t just support employees—it anticipates their needs. The Rise of Data-Driven Decision-Making 2025 is also the year of analytics. HR platforms harness big data to predict who might need extra support, forecast workforce trends, and refine hiring strategies. Gut feeling gets replaced by structured insights, making every decision more purposeful and effective. Tackling Real Challenges Of course, progress brings challenges. Data privacy, tech adoption, and change management all require attention. Not everyone is quick to embrace new tools, but thoughtful rollouts and empathetic support are helping build trust and bridge the tech adoption gap. Building the Human-Centered Workplace Ultimately, the future of HR tech is about blending tech with empathy. The new HR is digital—but also deeply human. Teams are flexible, leadership is inclusive, and technology adapts to people, not the other way around. Workplace wellness apps, virtual onboarding, and smart learning platforms are building a future where every employee feels seen, heard, and supported. Whats your view on HR Tech in 2025? #hrtech #futureofwork

Nearly half of American workers are using AI tools at work without letting their managers know, creating a “shadow productivity” trend. This underscores how AI is quietly reshaping everyday workflows and recruitment practices. https://lnkd.in/e4yxwRU7? #recruiterhood #recruiters #hiring #jobs #AI #recruitmenttrends