Global Upskilling & Learning Impact Data
Here’s the data that shows how HR and L&D leaders are connecting people’s development to measurable business impact.
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HR teams are solving the biggest barrier to business growth
$8.5 trillion
By 2030 skill gaps are expected to cost global businesses $8.5 trillion dollars in unrealized revenue
Source: Korn Ferry, The $8.5 Trillion Talent Shortage
Which evolves faster: your skills or workplace demands?
82%
of employees report that workplace demands evolve faster than their skills.
Which industry challenge is the most relevant for your company?
35%
of business leaders cite AI and digital transformation as the catalyst for growing skill gaps
But while companies faced skills shortages, Lepaya’s data captures one key outcome:
HR leaders were at the center of organizational growth.
So how did people leaders transform business outcomes through upskilling?
Learning teams closed skill gaps with strategic training
Based on Lepaya’s data from 194 companies, here’s how people leaders bridged skill gaps:
The time talent spent actively learning and applying new skills
Number of employees upskilled to close critical skill gaps
were the top 3 talent groups trained as companies developed every level of their workforce
were the top 5 skills trained as companies built future-ready and competitive teams
Applying new skills boosted people’s performance
Learning metrics are a means to an end. True upskilling impact is when learners apply new skills at work and when these applied skills contribute to business goals.
From the 194 companies, this was their impact on workforce skill gaps:
What impact did learning have on business objectives?
2025 demands an end-to-end solution for people development
2024 was just the start for HR leaders as they expand their strategic role in organizations.
To increase business impact and track performance data in 2025, the next step is adopting an end-to-end solution for workforce development
Identify business needs
Align with C-level executives to identify your business context, strategy and goals. Is the priority talent retention, productivity or commercial growth? This is your starting point to building impactful training solutions.
Analyze workforce skill gaps
With the business goals in mind, define the behaviors and skills your teams need to impact these objectives. Then using AI analysis tools and 360 feedback loops, identify skill gaps and record your results to measure the improvement post-training.
Design and deliver upskilling programs at scale
Based on your business and workplace needs, build contextualized learning solutions and deliver academies at scale for every career level, both digitally and in-person, to empower your people’s performance.
Track and measure impact data
Track key training analytics such as the apply rate of skills and improvements in skill levels to monitor the impact of your training on business goals and present your data to C-level executives.
Anticipate emerging upskilling needs
Keep your finger on the pulse. After analyzing your impact data, continuously anticipate future business, market, industry and workforce needs to train your people with the right skills and stay ahead of change.
