If you’re struggling with skills gaps on your HR team, you’re in the majority. According to Robert Half’s latest Demand for Skilled Talent report, 52% of HR leaders say their departments are feeling this strain—and 54% of those said the impact of the gaps has been growing.
The most critical shortage is in learning and development. Half of HR leaders identified L&D as the area where skills gaps are most evident, meaning that just when companies need to invest in upskilling, they lack the in-house expertise to do so.
That’s a serious problem. As AI, automation and digital transformation reshape the workforce, your ability to develop talent internally may decide whether your company keeps up or falls behind.
So, how can you strengthen learning and development within your organization? We’ll explore why this has become a strategic priority—and what you can do to build the capabilities your team needs.
1. AI and automation are reshaping skills requirements
Companies are going all-in on digital transformation, AI and automation, putting a premium on expertise related to these areas. And as routine tasks become automated, employees must develop new skills to stay relevant.
In response, L&D functions are pivoting to large-scale upskilling and reskilling initiatives. For example, companies are introducing training for emerging roles (like prompt engineers in the AI field) and focusing on soft skills that machines can’t easily replicate, such as creativity and adaptability. The bottom line is that automation has made learning and development pivotal in building an AI-ready, resilient workforce that can take on new responsibilities as roles evolve with new tech.
Want to dig deeper into how HR and L&D teams can help employees adapt to AI-driven change? Read our post on overcoming AI adoption challenges with smart learning strategies.
2. The shift to digital learning and personalized experiences
Many businesses have found virtual learning to be a flexible, cost-effective way to upskill teams, unconstrained by location. In parallel, there’s a growing expectation for personalized learning. Modern learning management systems now use AI to create individualized learning plans, adapting content to each employee’s role and progress.
E-learning apps, for instance, can recommend courses based on an employee’s skills gaps and career goals, making learning more relevant. For L&D professionals, this means mastering digital tools and content curation. The ability to deliver training anytime, anywhere and tailor it to the learner is becoming a core expectation, elevating the importance of learning and development in organizations.
3. Demand for data-driven decisions in L&D
Gone are the days when professional development was seen as a cost center with intangible results. Today, L&D teams are expected to use metrics to guide program design and prove (and improve) impact.
What does this look like in practice? L&D departments are mining learning management system data for insights, tracking engagement rates, quiz scores and completion times. These data points help identify skills gaps and refine content in real time, enabling a cycle of continuous improvement. Data-driven insights also allow learning and development to align more tightly with business objectives—for example, by pinpointing which skills boost sales or customer satisfaction and focusing training on those.
4. Changing workforce expectations
Today’s top talent expect clear paths to advance their skills, whether through formal courses, stretch assignments or mentoring. They want personalized development plans and the ability to regularly learn on the job.
In practice, this has led companies to beef up their professional development offerings, from internal mobility programs and tuition reimbursement to on-demand learning libraries. Companies with a strong culture of learning become talent magnets because candidates know they can grow with such employers.
Explore practical strategies to help your workforce grow—read our post on effective ways to support employee career development and advancement.
How to build your learning and development capabilities
Recognizing the importance of L&D is one thing—building a strong, future-ready function is another. If your HR team is going to close skills gaps and prepare employees for what’s next, you need the right tools, strategy and expertise.
1. Invest in instructional design and digital learning tools
Today’s workforce expects modern, engaging learning experiences—not outdated training modules that feel like a chore. That means your learning and development team needs expertise in instructional design, digital learning platforms and AI-powered training tools.
Here are a few areas to focus on:
Upskill your L&D professionals in areas like microlearning, gamification and AI-driven content creation.
Experiment with adaptive learning platforms that tailor content based on individual progress and skills gaps.
Expand beyond traditional e-learning by integrating mobile learning, video-based training and just-in-time training resources.
2. Align learning and development with business strategy
It’s not just about training—it’s about equipping your workforce with the skills needed to keep your company moving forward. The strongest L&D teams work hand in hand with leadership to strengthen overall business performance.
To help make that connection:
Get leadership buy-in by showing how L&D improves performance, retention and innovation. When leaders see the potential impact, they’re more likely to invest in it.
Partner with department heads to figure out what skills teams need to meet business goals—both now and in the future.
Make L&D part of change management so employees are ready to adapt as roles and priorities shift.
3. Make learning and development a team effort
When managers and department leaders are involved in L&D, it becomes part of the way teams operate, not just something employees do in a training session.
Here’s how to help make it a companywide priority:
Encourage managers to make development part of performance conversations and career planning.
Recognize and reward learning by celebrating employees who upskill and apply new knowledge to their roles.
Promote peer-to-peer learning by encouraging mentorships (traditional and reverse), knowledge-sharing sessions and internal coaching programs.
Learning and development is more than an employee perk or a trend you need to keep up with—it’s a competitive advantage. Companies that take a strategic approach to continuing education will be in the best position to close skills gaps, develop top talent and boost productivity.
By modernizing L&D, linking it with business goals, and applying AI and data, you can create a culture of learning that helps keep your workforce prepared for whatever comes next. The need is clear, and now’s the time to take action.
