Latest news with #Upskilling
Entrepreneur
14 hours ago
- Business
- Entrepreneur
73% of Professionals Confident About Retaining Their Jobs in FY26: Great Learning
AI and Machine Learning top the list of interest areas for upskilling, followed by Software Development (36 per cent) and Cybersecurity (35 per cent). You're reading Entrepreneur India, an international franchise of Entrepreneur Media. 73 per cent of professionals are confident about retaining their jobs this year, an 11 percentage point increase from the previous year, according to Great Learning's fourth edition of its annual 'Upskilling Trends Report 2025–26'. Confidence levels vary by location and company size, with 31 per cent of professionals in tier-I cities feeling "extremely confident" about job retention, compared to only 18 per cent in tier-II cities. Additionally, 85 per cent of professionals in companies with over 5,000 employees expressed confidence in job retention, while the figure drops to 58 per cent among those in companies with fewer than 50 employees. Edtech company Great Learning's report is based on primary research involving over 1,000 professionals across India, spanning various sectors, age groups, cities, industries, and educational backgrounds. The findings reflect growing optimism around artificial intelligence (AI), increased confidence in job retention, despite ongoing technological disruptions, and a strong willingness among professionals to explore new roles and invest in upskilling, especially in high-demand fields like AI and Machine Learning. As professionals navigate the evolving job landscape shaped by AI and automation, a sense of adaptation is becoming increasingly apparent. 78 per cent of professionals now express a positive outlook towards AI's impact on their careers. Interestingly, MBA and B. Com graduates are more optimistic (89 per cent and 84 per cent, respectively) than those from B.E/ backgrounds. This is likely influenced by recent trends in India's IT sector, where many large companies, traditionally major recruiters of entry- and mid-level talent, have reduced hiring due to increased AI adoption. This shift has sparked widespread discussions about AI's effects on tech jobs, shaping the outlook of professionals with technology degrees. Upskilling Gains Momentum In FY26, 85 per cent of professionals recognized the importance of upskilling to future-proof their careers, an increase from 79 per cent last year. Intent to upskill remains strong, with 81 per cent planning to invest in acquiring new technical skills this year. Professionals in tier-I cities are especially motivated, with 46 per cent rating upskilling as "extremely important," compared to 26 per cent in tier-II cities. Company size also influences this outlook — 93 per cent of employees in large firms (1000–5000+ employees) see upskilling as important, versus 75 per cent in companies with under 50 employees. AI and Machine Learning top the list of interest areas for upskilling, followed by Software Development (36 per cent) and Cybersecurity (35 per cent). Notably, there's a shift from preferring Master's degrees in FY25 to favouring shorter certificate programs in FY26. This change highlights a focus on cost-effectiveness, targeted learning, and immediate applicability, reflecting the rising acceptance of micro-credentials by employers, and a strategic approach by professionals to enhance employability. Across all age groups, increasing earning potential emerges as the strongest motivator for upskilling, with 23 per cent of professionals citing it as their primary reason, followed by 15 per cent who seek promotions. The motivation for financial growth is stronger in smaller cities (27 per cent) than in metros (21 per cent). However, a significant barrier persists – 37 per cent of professionals reported that the demands of office work leaves them with little time for acquiring new technical skills. The burden is particularly acute for women, with 25 per cent citing family responsibilities as a barrier compared to 20 per cent of men. Additionally, 8 per cent of early-career professionals (0-3 years of experience) identify affordability as a major constraint, highlighting a need for accessible and time-efficient upskilling solutions. On a Job Hunt to Prioritise Work-Life Balance 82 per cent of Indian professionals are job hunting, with 51 per cent actively seeking new roles in 2025 and 31 per cent passively exploring. However, professionals aged 45 to 60 are less inclined to switch roles, with only 39 per cent actively looking. Despite the hiring slowdown easing, global trade tariffs and immigration policies continue to create uncertainty. High market competition and unmet salary expectations challenge 43 per cent of job seekers, while 35 per cent struggle with the need for additional skills or certifications. The report also suggests professionals are prioritising work-life balance as much as salary, with 19 per cent citing each as the top factors influencing their job search. Notably, 26 per cent of professionals aged 44–60 rank work-life balance higher than pay, highlighting a growing demand for flexibility and well-being at work. Commenting on the report, Hari Krishnan Nair, Co-Founder, Great Learning, said, "AI is a transformative force reshaping the modern workplace. While it presents challenges, it also simultaneously opens doors for those who are ready and willing to learn and evolve. It's not just altering job roles and enhancing decision-making processes; it's also paving the way for entirely new career paths. This year's Upskilling Trends Report captures that spirit of readiness among professionals, reflected in their growing confidence in job retention, optimism about AI's impact, and strong intent to upskill in high-demand fields like AI and Machine Learning."
Zawya
13-05-2025
- Business
- Zawya
Emirati Human Resources Development Council and Unilever Middle East sign MoU
Dubai: The Emirati Human Resources Development Council (EHRDC) signed a five-year Memorandum of Understanding (MoU) with Unilever General Trading (UGT) LLC, establishing a strategic partnership to advance Emirati talent in the private sector. The agreement aims to set up a strategic framework for cooperation focused on employment opportunities, upskilling and fostering innovation among the Emirati youth, in line with Dubai's human capital development goals. The agreement contributes to the broader objectives of the UAE Centennial 2071 and Dubai Economic Agenda (D33), both of which prioritise sustainable economic growth, youth empowerment and increased private sector participation in national development. It further supports the federal Emiratisation strategy by generating relevant roles for UAE nationals in leading global organisations. Under the framework of the MoU, both parties will collaborate strategically to support the development and employment of Emirati talent through joint initiatives that promote national talent acquisition, enhance training programmes and facilitate knowledge transfer. H.E. Abdulla Ali Bin Zayed Al Falasi, Deputy Chairman of EHRDC, said: 'This strategic partnership with a globally renowned private sector leader like Unilever represents a pivotal step in advancing our national talent agenda. It reflects our ongoing commitment to empowering Emirati professionals and equipping them with essential skills needed to thrive in dynamic, innovation-driven industries. Through this MoU, we are not only creating meaningful employment pathways but also reinforcing Dubai's vision of building a resilient, future-ready workforce that drives sustainable economic growth.' Shazia Syed, Head of Arabia and GM PC Unilever PTAB, said: 'We are honoured to partner with the Emirati Human Resources Development Council and support the Dubai Economic Agenda (D33) by elevating Emirati talent in the private sector and building a robust, adaptable local talent pool. This MoU underscores our commitment to the sustainable development of local talent, exemplified by our ongoing 'U4YOU' graduate program, which prepares local talent for future leadership roles and is supported by the fact that we currently employ a growing number of Emiratis across various functions.' Furthermore, a key pillar of this collaboration is Unilever's graduate programme, 'U4YOU', which was launched in 2022. Offered at the 1C level, the programme provides Emirati graduates a two-year rotational experience across various key business operations such as supply chain management, marketing, finance and customer development. The programme also includes tailored coaching and upskilling sessions, with a medium-term goal of retaining top-performing Emirati graduates by facilitating potential promotion to the 1D level upon completion. The MoU between EHRDC and Unilever marks a major step forward in public-private partnership to equip Emiratis with the skills, experience and confidence to thrive in the future economy. Additionally, it contributes to reinforcing Dubai's position as a regional example for talent development and inclusive economic growth. For further information, please contact: Orient Planet Group (OPG) Tel: +971 4 4562888 Email: media@ Website:
Fast Company
06-05-2025
- Business
- Fast Company
Skills over degrees
The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. There's a seismic shift reshaping the labor market, with tremors across government and business. The latest signal of this transformation is the announcement of the Skills-First Workforce Initiative, a collaboration of top employers aimed at making the skills needed for jobs more transparent. It follows an announcement from California Governor Gavin Newsom, who on April 2nd unveiled his Master Plan for Career Education, furthering California's efforts on skills-based education and hiring. That means candidates are encouraged to apply for roles based on their skills and previous experience, rather than what can be an arbitrary marker of capability: the college degree. The Skills-First Workforce Initiative and Newsom's plan build on the momentum of many other states, like Colorado and Arkansas, and the federal government's Chance to Compete Act, which makes skill-based hiring a requirement for federal agencies. All together, these initiatives and announcements send a clear message: The future of work has arrived. It's a future that requires a new strategic imperative for workers and organizational leaders—the need for continuous upskilling. Skills are the new currency A growing number of companies and other state governments are already reaping the benefits of skills-based hiring by focusing on talent and potential rather than formal education. These leaders understand the potential of skills-based hiring to diversify the talent pool, foster innovation, and prepare organizations for the complexities of the future. According to the National Governors Association's recent findings, over half of U.S. state governments have policies that encourage skill-based hiring, and states that adopted these policies have seen faster growth in job postings that don't have degree requirements. With more organizations adopting skills-based hiring approaches, and even leveraging skill assessments to promote internally, skills are becoming the currency of the modern workforce. Adapting to this new era of skills requires an essential mindset and strategy shift for employees and organizations. Employees need to embrace a mindset of continuous upskilling, while organizations need to give their employees the time and resources to sharpen those new skills. For those at the cutting edge, this means starting the journey to becoming a skills-based organization. Become a skills-based organization A skills-based organization prioritizes the skills and capabilities of candidates and employees over their formal educational background. According to our research at Udemy, over 80% of employees report that their companies are beginning to consider implementing skills-based approaches (such as skills-based hiring), and 75% of organizations have already made changes to support this transition. The key steps to becoming a skills-based organization extend beyond hiring practices. To become skills-based organizations, companies need to create structured skill taxonomies. These are frameworks that identify and categorize the skills necessary for various roles within the organization. At Udemy, we are developing a skills taxonomy to map the competencies essential for different career paths, enabling targeted learning and development. Focusing on skills instead of traditional credentials like degrees or job titles has been proven to cultivate a workforce that is both more agile and diverse. According to Deloitte, nearly two-thirds of companies implementing skills-based strategies experience enhanced outcomes compared to those that don't. Such organizations benefit from greater workforce flexibility, facilitating quick and adaptive reactions to unexpected market shifts. When skills development and acquisition are prioritized, employees become versatile, readily transitioning to new tasks or roles as needs arise, without being limited by predefined job titles or descriptions. This agility enables organizations to swiftly address emerging challenges by strategically reallocating talent where it's most needed. AI supercharges the change These shifts—transitioning to a skills-based organization and adopting new mindsets—won't happen overnight. However, AI can significantly accelerate the process, and it is becoming even more critical as companies feel pressure to reskill their workforces. We are entering an era where AI integrates into every facet of learning, simplifying, and accelerating skill acquisition. One way that AI can transform workplace training is by enabling adaptive learning systems that customize educational content based on learner progress. This personalized approach can enhance learning efficiency and engagement, allowing learners to access the knowledge they need more effectively. AI-enabled learning systems have the power to bridge gaps between current employee knowledge and needed skills, making them a dominant force in the future of education. Our role as leaders The movement towards a skills-based economy is not just a fleeting moment. It's the dawn of a new era in workforce development. Announcements like Newsom's signal a move toward a more equitable and efficient labor market. As leaders, we must champion these changes within our organizations, ensuring that we create an environment where continuous learning and skills development take center stage. By prioritizing skills over degrees, we're opening doors to a broader range of individuals, enriching our organizations with diverse perspectives and experiences. Together, we can build a more inclusive and dynamic workforce equipped for the challenges and opportunities that lie ahead.
