ET: Based on your work with the Josh Bersin Academy, what are the most effective strategies for reskilling and fostering continuous learning in the AI era?

EN: Reskilling in the AI era starts with creating a culture of learning. That means making learning visible, accessible, and valued across the organisation. One simple way to start is by having leaders share their own learning wins—when people see that growth is celebrated, they’re more likely to lean in.

We also need to make learning feasible. Carving out time for employee workshops or team learning sessions helps people grow together. And for busy teams, bite-sized learning—short videos, quick reads, micro-courses—can make a big difference.

It’s also important to reward learning. Whether it’s a shoutout, a badge, or a new opportunity, recognising those who invest in themselves helps reinforce the value of growth.

And finally, let people learn on the job. Cross-functional projects are a great way to stretch skills, build confidence, and pick up new capabilities while contributing meaningfully. We also know that learners are more engaged when they can foresee a positive outcome from learning. For example, Career Path on Career Hub guides learners on potential career pathways and surfaces relevant learning plans.

ET: Can you give 5 best practices for organisations to follow on utilising AI to achieve meaningful transformation in the organisation that can have an impact on organisations’ P&L – something that also demonstrates the criticality/strategic importance of HR?

EN: When we talk about driving a positive impact on the P&L, it really comes down to two things: growing revenue or reducing cost.

And this is where HR plays a critical role. The strategic importance of HR starts with its ability to hire, develop, and retain top talent—quickly and effectively. It’s about finding people who can perform, adapt, and grow with the business. In today’s fast-changing environment, the best talent isn’t just skilled, they’re agile. They can be redeployed across roles and projects to meet evolving business needs. That kind of flexibility and responsiveness is what drives real business value. And this is exactly where HR can strategically leverage AI—not just to streamline processes, but to enable meaningful transformation across the organisation.

Here are five best practices that successful organisations are leaning into:

1. Start with a people strategy before deploying technology. AI should serve your workforce and business goals. When HR leads with clarity on what people need, tech becomes an enabler.
2. Be open about AI experimentation. Give teams the space to experiment and learn without fear, and will reduce any anxiety around adoption.
3. Create space for gradual integration. Confidence with AI grows over time. Whether it’s through workshops, guided enablement, or peer learning, giving teams time to build comfort is key to long-term success.
4. Adopt a skills-first talent strategy powered by AI. Tools like LinkedIn’s Hiring Assistant are helping HR leaders look beyond job titles to find candidates with the right skills. This expands access to diverse talent pools, improves hiring quality, and frees recruiters to focus on building genuine relationships.
5. Champion HR as a strategic driver. HR is at the center of AI transformation, from shaping talent strategy, organisational design, enabling cross-functional collaboration, or driving upskilling. When HR teams are empowered, organisations are better positioned to unlock real business value.