Over the last year, companies have optimized their talent strategy – to focus on emerging digital opportunities and to do away with redundant skills. The greater adoption of technology will mean in-demand skills across jobs change over the next five years, and skills gaps will continue to be high. “For those workers who stay in their roles, the share of core skills that will change by 2025 is 40%, and 50% of all employees will need reskilling (up 4%),” says a study by the WEF.

Further, a study by Skillsoft showed that 76 percent of employees who participated in a learning journey wanted more opportunities. At the same time, they’re challenges for time. 67 percent of learners said they spend less than five hours per week on learning.

There’s a need for a learning blueprint that accounts not just for future skills, but also for future challenges and opportunities.

• What does future readiness mean for HR and L&D?
• How are the skill-needs going to change for the workforce at large?
• What are the top challenges that are going to impact the world of work in the mid to long term?
• What does a blueprint for learning look like in the context of continuous skills change?
• What is the role of technology in accelerating your learning strategy?