By Richa Chatterjee, Chief Human Resource Officer, ManipalCigna Health Insurance

We’re living in a time where technology is moving faster than ever. From the way we drive to how we receive healthcare or buy insurance, artificial intelligence (AI) is changing everything. What once felt futuristic, like machines answering questions, or helping doctors diagnose, has now become part of everyday life.

This rapid change is exciting, but it also raises an important question: is the workforce ready for it?

According to the World Economic Forum’s Future of Jobs Report 2023, 44 percent of workers will need new skills within five years. While some jobs will disappear, many new roles will also be created. The challenge lies in making sure the workforce is prepared to make the shift.

AI is Redefining How Work Gets Done

In industries like insurance, AI is already transforming how work is carried out. Tasks like processing claims, identifying fraud, or handling routine customer queries can now be done by machines. Algorithms are helping companies make faster and more accurate decisions. This automation improves efficiency, but it also changes what skills employees need.

As AI handles more of the routine work, employees must bring new strengths to the table. Skills such as data literacy, working with digital tools, and understanding how AI works are becoming essential. At the same time, human abilities like problem-solving, critical thinking, and adaptability are just as important, especially when people and machines work together. 

Without proper support, employees may feel left behind. This can lead to lower motivation, reduced productivity, and increased turnover. Skill gaps are no longer just an HR issue. They are a real business risk.

The Strategic Role of People Leaders in Upskilling

To respond to this shift, companies need more than just basic training programs. People Managers must take the lead in shaping a clear, future-ready upskilling strategy. This starts with identifying which jobs are most affected by AI and mapping the specific skills that need to be developed.

Also, strategy alone isn’t enough. A learning-focused culture must be built across the organisation. Leaders need to show commitment by championing learning, making career paths clear, and linking skill development with business goals. When learning is connected to real opportunities for growth, employees are more likely to engage.

In fact, LinkedIn’s Workplace Learning Report 2024 found that employees are 3.5 times more likely to enjoy learning when it supports their career progress. This is a clear signal for HR leaders to make learning relevant and rewarding.

Digital learning platforms can also make upskilling more accessible and flexible. When used well, they help teams stay agile and ensure training meets the specific needs of each business area.

What Practical Upskilling Looks Like

Not all upskilling programs deliver results. The most effective ones share a few key traits. They are personalised, measurable, and connected to the real work employees do.

One useful method is personalised learning. By using AI-powered assessments, companies can identify what skills an individual lacks and suggest tailored training plans. This makes learning more focused, meaningful, and motivating.

Here’s how this works in practice. Imagine an insurance company introducing a new AI fraud detection system. Instead of training only the analytics team, the company offers role-specific learning to claims staff, legal teams, and customer service representatives. This not only speeds up adoption but also improves fraud detection and strengthens teamwork across departments.

Motivating employees to take part in upskilling is just as important. Recognising learning achievements, offering coaching, and creating clear development paths can all encourage people to invest in their growth.

The Path Forward

AI is not replacing people; it is changing what people need to know and how they work. As fixed roles give way to flexible skills, companies that invest in learning will have a clear advantage.

CHROs are in a unique position to lead this transformation. By taking a strategic and human-focused approach, they can help build a workforce that is confident, capable, and ready for the future.

The future of work will not be defined by machines. It will be defined by how we prepare people to work with them. Therefore, the time to act is now.

Read here: https://www.bwpeople.in/article/ai-demands-new-skills-chros-lead-the-transformation-567507
Sources: https://www.weforum.org/publications/the-future-of-jobs-report-2023/
https://learning.linkedin.com/resources/workplace-learning-report