Australian organisations are being encouraged to prioritise reskilling and upskilling as automation and artificial intelligence continue to transform the workforce.
Research from ELMO Software's most recent Employee Sentiment Index has found that 44% of employees regard professional development as their highest workplace priority, surpassing other benefits such as health insurance (42%) and additional leave (37%). This focus comes as almost one in three (32%) human resources professionals report concerns that their own roles could be overtaken by automation or AI within five years.
The data underscores the importance for businesses to invest in staff development programmes, particularly as multiple sectors - including healthcare (31%), manufacturing (29%), education (28%), and construction (24%) - report difficulties keeping pace with the need for upskilling.
Changing approach
Some organisations are recalibrating their workforce strategies, placing greater emphasis on encouraging internal mobility, investing in leadership pathways, and facilitating learning opportunities from within rather than relying on external hiring initiatives.
"Organisations can't rely on outdated structures or one-off training anymore," said Kate Wilkinson, Chief People Officer at ELMO Software. "We're seeing a real shift towards agile workforce design, making it easier for people to move between roles, develop new capabilities, and respond quickly to business needs. It's about creating a culture where learning is embedded, not bolted on."
The shift towards continuous learning is being supported by data showing tangible business benefits. According to a Total Economic Impact study, commissioned by ELMO Software and conducted by Forrester Consulting, organisations utilising ELMO's learning technology recorded productivity gains worth USD $772,000 over a three-year period. The majority of these savings were attributed to streamlining course development and delivery, resulting in the annual reclaiming of approximately 23,700 hours, including 14,790 hours exclusively from more efficient training completion.
"Streamlining training delivery doesn't just save time; it opens up headspace to invest in people in more meaningful ways," said Wilkinson. "Whether that's mentoring, rotation programs, or internal secondments, those are the things that build real capability and engagement."
Preparing for disruption
Global research continues to emphasise the need for organisational agility in reacting to workforce transitions. According to the World Economic Forum's Future of Jobs Report 2025, 39% of core job skills are projected to change by 2030. Employers see analytical thinking, resilience, flexibility, and agility as vital for the workforce of the future. Simultaneously, 170 million jobs are anticipated to be created worldwide, while 92 million are likely to be displaced, reflecting the dynamic nature of labour markets.
"These shifts are happening in front of our very eyes," said Wilkinson. "AI is opening up some incredible opportunities, but only if people have the skills and confidence to use it well. I believe the organisations investing in modern, relevant learning programs that not only help people keep pace, but also use AI thoughtfully, creatively, and with intent, will gain the most value."
Investment trends
Despite the case for substantial training investment, spending patterns across Australian organisations have largely remained steady. ELMO's 2025 HR Industry Benchmark Report indicates that the average learning and development outlay per employee is just above AUD $2,000, unchanged from the previous year. Larger organisations with more than 2,000 staff spend closer to AUD $2,499 per staff member, while smaller businesses average AUD $1,777.
Against a backdrop of limited budget growth, many employers are seeking more cost-effective and scalable solutions. Learning management systems (LMS) are becoming increasingly sought after as businesses aim to improve training compliance, streamline delivery, and tailor content to their specific operational requirements. A healthcare HR executive commented on the practical benefits of this approach:
"We were able to demonstrate the compliance of our staff qualifications remotely - using data extracted from our LMS - rather than having to travel to the audited site and manually present documentation. It saved us time and stress, and allowed our team to focus on patients, not paperwork."
The ongoing expansion of technology into the workplace, combined with constrained training budgets and a rapidly shifting skills landscape, is driving organisations to reconsider how they deliver staff development. The evidence suggests those who embrace structured, strategic approaches to learning are most likely to retain talent and adapt successfully.
