Skill gaps have grown quickly today to emerge as a key business challenge.  Evolving realities have today forced companies across Asia Pacific to build more relevant and targeted learning programs with an intent that it helps make the workforce more agile and productive.

But the external ecosystem is evolving far more rapidly than what companies have been able to keep up with. The ensuing change in skills demanded are fast outpacing those that are available. This puts more pressure on learning and upskilling programs to be successful at keeping learners engaged and improving their skills. AI skills, for example, are becoming necessary in 2025.

A recent AWS report notes that  92% of companies in APAC today plan to integrate generative AI and other AI tools in hope to automate repetitive tasks, improve workflows and outcomes and enhance communications. Yet while businesses report greater AI integration plans, over 8 in out 10 from the report said they had a clear strategy to implement AI workforce training programs.

Transformation of business processes will create specialised skill demands, forcing companies to find urgent solutions to the gaps that emerge. Creating personalised learning journeys  and leveraging skills intelligence offer result-driven ways to leverage new age technologies that help HR leaders to tackle both the challenge of learning efficacy and raise impact.

Strengthening L&D with skills intelligence

Learning initiatives, when supported by AI powered skills intelligence, become an even powerful tool for tracking and predicting skills gaps, raising HR’s ability to respond with pace.

Expanding on its role, Manavi Pathak, Head of L&D at Samsung R&D India commented “AI can analyse learner data (preferences, skills and goals) to suggest customized courses, resources and activities that align with their needs and aspirations. AI-powered platforms adjust the content difficulty, format, and pacing in real-time based on learner progress and performance, ensuring a personalised experience.” She added that AI can forecast future skill needs, ensuring proactive alignment with individual career aspirations.

Platforms like ServiceNow today offer a predictive insight into talent development. Given the rapidly evolving ecosystem that creates new skill mandates, HR leaders can transform their skilling efforts with AI. And ensure they actively track, predict, and close skills gaps. ServiceNow’s Now Assist for HR for example, helps HR raises productivity and enhances EX through its employee centric design, all with a focus on making skilling impactful.

Designing the right learning journeys

The secret to creating an impactful learning path is that it should be a dynamic and evolving entity, not a rigid, pre-determined structure.  It should incorporate a variety of modalities, from traditional resources like articles and videos to more interactive elements such as simulations, mentorships, and real-world projects.  Crucially, it must allow for flexibility and learner autonomy.  Individuals should be empowered to take ownership of their learning, to explore areas of interest, and to adjust the pace as needed.  This helps companies ensure learner engagement and raise the ROI on learning initiatives.

It also helps create a sense of ownership that is critical for fostering engagement and driving meaningful outcomes. Tools like ServiceNow’s workforce development platform helps deliver present skilling needs while tracking changes required in the future.

More than just skilling

Personalising learning journeys involves tailoring learning experiences to address skill gaps, varied learning styles, and career aspirations. For Manavi, personalisation improves engagement - tailored learning aligns with individual goals, increasing motivation and participation. It also enhances retention - customised content resonates better, improving knowledge retention.

Traditional learning methods often incline towards a one-size-fits-all approach, reflecting their inability to address the diverse challenges and needs of learners. Manavi believes that creating tailored content and pedagogy appropriately supports each individual’s unique needs and challenges.

To design a curriculum that incorporates the learners’ interests and choices is the key to enhanced engagement and motivation. Manavi added that this personalised approach is particularly impactful in hybrid work environments as learners have the freedom and flexibility to pace their learning.

Personalisation for better career progression

From an organizational perspective, personalised learning aligns individual development with strategic business goals.  By identifying the skills needed for future growth, organizations can encourage employees to pursue personalised learning paths that contribute to overall business objectives.  This creates a symbiotic relationship where individual growth fuels organizational success.

By integrating emerging skills, technologies and trends into learning plans, Manavi believes learners can stay relevant in a dynamic job market. “Personalised learning platforms and micro-credentials enable ongoing upskilling and reskilling, essential for career longevity in a fast-changing economy,” added Manavi.

With the right use of personalised learning pathways, HR leaders can raise productivity and engagement, while ensuring  organisations across APAC are ready to pivot and evolve. For a region burgeoning with growth aspirations, this will be key.