More than half (54%) of high-tech employment managers expect corporate layoffs within next year, with almost half (45%) saying employees. A role that can be replaced by AI Reports from the General Assembly show that it is at its most risk.
Survey results It highlights the talented landscape of shifts as companies struggle to reskill their workforce on time while strengthening automation and AI integration.
The study, which examined high-tech employment managers and HR experts in companies with at least 200 employees, revealed a workforce that is under pressure to adapt.
69% of respondents say that advances in AI are likely to create demand for new roles, but only 76% believe it has a strong potential to boost employees facing layoffs.
Jeffrey Belgiin, Chief Learning Officer of the General Assembly, said AI adoption is changing workforce planning and job stability.
“This means that roles, teams and functions will change, while an informed strategic plan will be required, including skills,” he said. “Almost every role within it is influenced by AI, both through augmentation within that role and by sensual and team automation.”
The report found that the most vulnerable employees included employees with automated roles (45%), outdated skills (44%), and poor performance issues (41%).
Conversely, those most likely to be retained include high performers (62%), top talents (58%), and employees with AI-related skills (57%).
Lack of AI development skills
The most popular technical skills include AI development, cybersecurity, and data analytics. 24% of hiring managers rank AI development as top technical skills, followed by Cybersecurity (20%) and data analysis (14%).
However, these same fields reflect some of the biggest talent gaps. One in four employment managers cited AI development as the most lacking skill in their current team, and flagged AI productivity tools and cybersecurity as a major gap.
“Many organizations have adopted a dual-track approach, ensuring that AI investments are being made with startups,” Bergin says.
However, 93% of respondents indicated that their companies were planning to invest. Reskills and proficiencya third of them have not conducted a formal assessment of talent preparation for AI automation.
“Analyses like this help us understand how to approach skills and how to best support the success of our organization and our employees,” explained Bergin.
Strategic thinking, problem solving and adaptability led the list Soft skills in demand -But it was also one of the most commonly missing skills in current employees.
In particular, 65% of high-tech employment managers say their IT department is leading the deployment of AI and automation.
Meanwhile, 42% of reports increased employment Software Engineer The advances in AI highlight the complex duality of AI as both a Tech job vandal and a job creator.
Bergin explained that there are many challenges faced by teams as they align their AI with long-term goals.
“One of the biggest ones is managing the rapid upskills you need and the ongoing technology investments, workflow changes and workforce adjustments,” he said.
All of this requires important foresight, planning, and budgetary control, but the rapid (and often unpredictable) evolution of AI makes such planning difficult.
“Talent roadmap needs to be increasingly agile and informed by functional leadership, technical talent trends, and AI-based labor market insights,” Belgine said.
AI will increase the demand for new skills
Ryan Frankel, president and chief technology officer of HostingAdvice, explained that just as assembly lines redefine what the role of automakers looks like, so is generative AI for that.
“There’s a need for new skills,” he said. “At the end of the day, businesses need real people to interpret the output of AI, make critical decisions, and guide the ship in the right direction.”
Frankel said companies that actively invest their teams in training and reskilling certainly do better than Lorigag.
“If you’re working for it, I think the key is to focus on learning how to use new technology in your interests and connect your efforts to the company’s goals,” he said.
Kausik Chaudhuri, Chief Innovation Director at Lemongrass, added that many organizations have partnered with online learning platforms to provide targeted courses and are building internal academies for ongoing learning.
“Training is tailored to specific job capabilities to ensure that IT, analytics and operations teams can effectively manage and optimize AI-driven processes,” he explained.
Additionally, companies are promoting cross-work collaboration, encouraging both technical and non-technical teams. Build AI literacy.
“This strategic approach will help us maintain workforce relevance while maximizing the impact of AI technology,” Chaudhuri said. “AI drives demand for both technical and soft skills.”
In terms of technical terms, machine learning skills, cloud computing, DevOpsCybersecurity, NLP, and data engineering are becoming more and more important.
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Critical thinkers wanted
For soft skills, adaptability, problem solving, sensual communication, ethical awareness, and change management are essential as AI restructures business processes.
“This shift drives IT professionals being able to be technically skilled and strategically adapted,” Chaudhuri said.
Frankel noted that many experiments are being conducted as organizations tackle the possibilities and pitfalls of AI integration.
“AI gets better, but I think a lot of places realize that you can’t get them where you need to go with just AI tools,” he said.
No one really knows how fast AI progress will come, so Frankel said you will focus on hiring people you want to work with with people who have strong industry expertise.
“They should be able to show you that they are critical thinkers and have the ability to adapt and learn,” he said.
