Learning and development in HR: Building skills for the future

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Many HR teams are in a tricky situation when it comes to their learning and development (L&D) function. Planning for future workforce needs and developing relevant skills is a top strategic priority for the department in 2026, according to Robert Half’s latest Demand for Skilled Talent report. But it’s also an area where skills gaps are most acute, according to nearly 4 in 10 (38%) HR leaders surveyed for the report.

The timing couldn’t be much worse. As AI and automation reshape roles and change what skills employees use in doing their jobs, upskilling has become an urgent need. But many organizations lack the in-house L&D expertise to facilitate the learning and trainings workers need in order to adapt to their changing responsibilities. It’s a cycle that’s tough to break: Companies need to invest in staff development, yet they don’t have enough people with the training skills to lead that effort.

And to add further difficulty, it’s getting harder to recruit skilled professionals to bridge these skills gaps, with 59% of HR leaders saying that hiring top HR talent is more challenging than it was a year ago.

The good news? There are clear steps you can take to strengthen learning and development in HR and build the workforce your organization needs.

Learning and development in HR: Tips for 2026

What is L&D in HR?
Strengthening learning and development in HR
How to build your learning and development capabilities

What is L&D in HR?

Learning and development is a function within human resources that helps employees build new skills and advance their careers. But the scope of L&D has expanded significantly in recent years.

What used to focus mostly on classroom-style training now spans across the employee experience, including onboarding programs, compliance training, leadership development, and employee upskilling and reskilling programs. This includes digital learning platforms, AI-powered content, microlearnings and personalized career paths.

Strengthening learning and development in HR

Several forces are pushing L&D to the top of the HR agenda in 2026. Here’s a closer look at what’s changed and why it matters.

1. New skills requirements due to AI and automation

Companies are going all-in on digital transformation, AI and automation, placing a premium on expertise in these areas. As routine tasks become automated, employees need different skills to stay relevant. That’s creating demand for large-scale employee upskilling and reskilling.

For example, companies are introducing training for emerging roles, such as prompt engineer in the AI field, and focusing on soft skills that machines can’t easily replicate, like creativity and adaptability. The bottom line is that automation has made learning and development pivotal in building a resilient, AI-ready workforce that can take on new responsibilities as roles evolve with new tech.

Want to dig deeper into how HR and L&D teams can help employees adapt to AI-driven change? Read our post on overcoming AI adoption challenges with smart learning strategies.

2. The shift to digital learning and personalized experiences

Many businesses have found virtual learning to be a flexible, cost-effective way to upskill teams, regardless of location. But employees now expect more than a library of generic courses. Modern learning management systems use AI to create individualized learning plans, adapting content to each employee’s role, progress and career goals.

E-learning apps, for instance, can recommend courses based on an employee’s skills gaps and career goals, making learning more relevant. For L&D professionals, this means mastering digital tools and content curation. The ability to deliver employee training and development anytime, anywhere—and tailor it to the learner—is becoming a core expectation.

3. Demand for data-driven decisions in L&D

Gone are the days when professional development was seen as a cost center with intangible results. Today, L&D teams are expected to use metrics to guide program design and prove (and improve) impact.

What does this look like in practice? L&D departments are mining learning management system data for insights and tracking engagement rates, quiz scores and completion times. These data points help identify skills gaps and refine content in real time. A skills gap analysis in HR can also connect training programs directly to business outcomes—pinpointing which skills improve sales, customer satisfaction or operational efficiency, as well as focusing workforce skills training accordingly.

4. Changing workforce expectations

Today’s top talent expects clear paths to advancing their skills, whether through formal courses, stretch assignments or mentoring. They want personalized development plans and the ability to regularly learn on the job.

In response, companies are expanding staff development offerings—including internal mobility programs, tuition reimbursement and on-demand learning libraries. Organizations with a strong culture of learning and development become talent magnets because candidates know they’ll have room to grow.

Explore practical strategies to help your workforce grow—read our post on effective ways to support employee career development and advancement.

How to build your learning and development capabilities

Recognizing the importance of L&D means little without implementing it to help build strong, future-ready teams. If your HR staff is going to help close skills gaps and prepare employees for what’s next, you need the right tools, strategy and expertise.

1. Invest in instructional design and digital learning tools

Professionals expect modern, engaging learning experiences from their employers. That means your learning and development team needs expertise in instructional design, digital learning platforms and AI-powered training tools to help meet expectations.

Here are a few areas to focus on:

Upskill your L&D professionals in areas like microlearning, gamification and AI-driven content creation.

Experiment with adaptive learning platforms that tailor content based on individual progress and skill needs.

Expand beyond traditional e-learning by integrating mobile learning, video-based training and just-in-time training resources.

Earning HR learning and development certifications—like the SHRM-CP and talent management practitioner (TMP)—can also help your team build credibility and sharpen their approach.

2. Align learning and development with business goals

The strongest L&D teams work hand in hand with leadership to connect employee training and development to broader business performance. Get leadership buy-in by showing how learning and development improves retention, productivity and innovation. When leaders see the impact, they’re far more likely to invest in it.

Partner with department heads to identify what skills teams need in order to meet business goals, both now and in the future. Also, make L&D part of your change management approach so employees are ready to adapt as roles and priorities shift. HR leaders are increasingly being asked to guide their organizations through change while maintaining day-to-day operations.

3. Make learning and development a team effort

When managers and department leaders are involved in L&D, it becomes part of the way teams operate, not just something employees do in a training session.

Here’s how to help make it a companywide priority:

Encourage managers to make staff development part of performance conversations and career planning.

Recognize and reward learning by celebrating employees who upskill and apply new knowledge to their roles.

Promote peer-to-peer learning by encouraging mentorships (traditional and reverse), knowledge-sharing sessions and internal coaching programs.

An agile, forward-looking learning and development culture could be your competitive advantage. By modernizing L&D, aligning it with business goals and applying AI and data, you can create a learning environment that keeps your workforce prepared for whatever comes next.

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