How can HR meaningfully move the needle forward? HR Executive's HR Tech editor recently consulted a series of HR experts about the skills gap challenge, who advised people leaders to focus on:

Personalized learning: Highly customized learning experiences, including those that leverage AI, says Andrea Lagan, chief operating officer at performance management solution Betterworks, enable HR to "understand and respond to individual aspirations," leading the organization to "demonstrate genuine investment in their people's growth."
Infusing L&D with tech: AI, augmented reality, simulations and other emerging tech tools can create hands-on skills-building experiences with a high level of engagement, experts say.
Leaning into data: Continuously evaluate the effectiveness of learning and development initiatives by looking at metrics around productivity, engagement and retention. Skills programs should be designed and measured with an eye toward "long-term value creation," says Rob Porter, head of market and business development at virtual training platform CoSo.
Working across functions: CHROs, chief learning officers and chief technology officers should collaborate to align learning and business objectives, says Brian Hackett, founder of The Learning Forum.
Building human skills: While much of the skills gap discussion centers on advancing the workforce's tech skills, HR shouldn't lose sight of the so-called "soft" skills needed for success in an evolving workplace. These include "divergent thinking, emotional agility and resilience," according to Anthony Stephan, chief learning officer at Deloitte U.S. Neglecting investment in these areas, he wrote in a recent report, "could end up impeding innovation."

To drive engagement in skills-building strategies, they should be designed with a holistic focus, with emphasis on the benefit for the individual and the organization, Rachel Rosenfeldt, managing director and head of training at leadership development firm Kotter, recently wrote for HR Executive.

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