Upskilling has moved from the training budget to the strategy table. Ireland’s Talent Landscape 2026, Skillnet Ireland’s survey of 750 business leaders reported by Fleet Transport, finds that 78% view upskilling as a strategic priority critical to future success. Globally, the World Economic Forum expects 39% of workers’ existing skills to be transformed or outdated by 2030. For HR leadership in Ireland, workforce development is now a growth lever rather than a cost line.

The consensus is encouraging, and Irish employers are well placed to act on it. Converting intent into capability, however, demands sharper execution. Three priorities stand out: closing the gap between AI ambition and AI training, tailoring development to digital maturity, and removing the time and cost barriers facing smaller firms.

AI ambition is running ahead of AI skills. Among Irish businesses with very high digital intensity, 82% expect AI to have a significant or transformative impact within two years, yet just 27% of all firms plan to invest in AI upskilling in the next year. Mark Jordan, chief executive of Skillnet Ireland, describes workforce development as a strategic business imperative. Pairing AI adoption with structured training will unlock its productivity gains sooner.

One-size-fits-all programmes no longer fit. The report’s Digital Intensity Index reveals a two-speed economy, with 41% of companies showing high or very high digital intensity while most remain at lower levels. Digitally mature firms are significantly more likely to report shifting skills needs, and 79% of larger organisations expect core skills to change within three years. Effective talent management therefore begins by assessing where each business sits on that curve.

Time, not appetite, is the binding constraint. Lack of time is the leading barrier for 45% of businesses, rising to 51% among SMEs, while half say greater supports and grant funding would boost investment. The UK offers a cautionary contrast: its Employer Skills Survey 2024 found 59% of employers trained staff in the previous year, down from 66% in 2017. Ireland’s networked model offers a chance to avoid that drift.

Three practical steps follow. First, HR teams should map skills against digital maturity and build AI literacy into every development plan, starting with content generation and prompt engineering, cited by 35% of firms needing AI training. Second, SMEs should use Skillnet Ireland’s business networks to pool demand and access shared training programmes. Third, employers should protect learning time through flexible formats, matching e-learning for micro-firms and in-house delivery for medium-sized organisations.

Skillnet Ireland’s research shows Irish leaders already understand that skills drive long-term competitiveness. Worldwide, AI and digitalisation will keep reshaping the capabilities employers need. Irish organisations that embed upskilling in people management and employee experience will build workforces ready for whatever comes next.