Latest news with #upskilling
Yahoo
7 days ago
- Business
- Yahoo
Instructure Launches Canvas Career: A Skills-First, AI-Powered Learning Experience Designed to Help Organizations Build Future-Ready Workforces
With 73% of U.S. workers feeling unprepared for changes or disruptions in their careers in the next five years, Canvas Career meets the growing demand for career readiness and scalable, skills-based learning SALT LAKE CITY, July 23, 2025 /PRNewswire/ -- Instructure, the leading learning technology ecosystem and maker of Canvas Learning Management System (LMS), today announced the beta launch of Canvas Career, a new learning experience built to meet the rising demand for workforce-aligned, skills-first education. Designed specifically for adult learners, Canvas Career enables both private and public sector organizations to deliver flexible, scalable programs that help individuals build in-demand skills, advance in their careers and stay competitive in a rapidly changing job market. The Boston Consulting Group reports the average half-life of job skills has dropped to under five years, with some tech sectors experiencing even shorter durations. This makes upskilling and reskilling essential for employees to stay relevant. Companies that neglect investing in talent may find themselves lagging as transformation and mobility accelerate. Additionally, a recent survey conducted by The Harris Poll, commissioned by Instructure, reinforces this urgency: 73% of U.S. workers reported feeling unprepared to adapt to changes or disruptions in their careers over the next five years, and 50% expressed uncertainty about which skills, certifications or credentials employers value. "As part of Instructure's future-ready ecosystem, Canvas Career is an employee-centric LMS that anticipates the learning needs of tomorrow's workforce," said Elizabeth DiRenzo Ezzi, product lead for Canvas Career at Instructure. "As professionals prepare for jobs that don't yet exist and increasingly change careers to explore new paths, we're committed to helping organizations deliver skills-aligned learning at scale, with the flexibility, support and personalization modern learners expect." A modern experience for workforce learningCanvas Career was built specifically for non-credit, continuing education and workforce development programs where speed, relevance and measurable impact are critical. With Canvas Career, organizations are able to: Reach new learner populations, including working adults, career switchers and employer-sponsored learners Build and adapt content quickly with AI-powered tools Launch industry-aligned programs, including short courses and skills-based learning programs, to meet evolving market demands Deliver learning flexibly with self-paced, mobile-first programs Gain real-time visibility into skill development, learner progress and program outcomes Connect training to organizational goals with customer relationship management (CRM) and human resources information system (HRIS) integrations Whether organizations are delivering internal workforce training or training for external customers, Canvas Career provides the structure to track growth, identify skill gaps and demonstrate impact, without adding administrative complexity. One of the early adopters in the Canvas Career beta program is Intelvio, a healthcare career training and placement company that equips learners with the skills and credentials needed to thrive in today's workforce. "We run asynchronous, rolling-enrollment programs where one instructor supports hundreds of learners preparing to enter the workforce," said Shauna Vorkink, chief learning officer at Intelvio. Canvas Career is purpose-built for that model. It gives us the tools to track progress, gain visibility into skills development and use AI to help our learners reach meaningful outcomes." Solving the 'how' of future-ready learningLearning and development leaders today face two critical questions: what to teach, and how to deliver it effectively. While labor market insights increasingly shape the "what," Canvas Career is purpose-built to solve the "how." With built-in AI tools, enterprise integrations, and support for flexible delivery models, it provides organizations with a modern way to deliver skill-aligned learning at scale. Built on the same trusted foundation as Canvas Academic, Canvas Career carries forward Instructure's focus on security, accessibility and learner-centered design, with new features tailored to the needs of modern workforce programs. It's built for public and private sector organizations leading the charge on skills development and career readiness and is part of Instructure's robust ecosystem, including credentialing, video content, and a comprehensive catalog allowing registration of courses to be automated in Canvas Career. Canvas Career is currently in beta and available to select pilot institutions across business, government and continuing education sectors. General availability is expected in January 2026. To learn more about Canvas Career or schedule a demo, visit: Haris Poll MethodologyThis survey was conducted online within the United States by The Harris Poll on behalf of Instructure from April 23 - 25, 2025, among 1,210 employed U.S. adults ages 18 and older. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within +/- 3.4 percentage points using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact Brian Watkins, Corporate Communications at Instructure, ABOUT INSTRUCTUREInstructure is shaping the future of learning by delivering a future-ready ecosystem that helps learners thrive in tomorrow's landscape. Our vision is to drive a future where education technology seamlessly amplifies human potential, empowering people to excel in a perpetually changing world. The Instructure ecosystem supports educators, institutions and learners across K-12, higher education and the workforce — enhancing experiences at every age, every stage and every pivotal transition. Discover more at CONTACTBrian WatkinsCorporate CommunicationsInstructure(801) 658-7525 View original content to download multimedia: SOURCE Instructure
Yahoo
22-07-2025
- Business
- Yahoo
Driven by finances, more workers join the job hunt
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. In June, 34% of the U.S. labor force said they had engaged in some type of job-seeking activity during the past 90 days, up from 27% in January, according to a July 17 report from CompTIA. Workers cited a changing financial situation as the top factor for seeking a new job, including concerns around job security and layoffs. Many job seekers said they considered openings in the same field, as well as a career shift to a new field. 'The sheer scale of active job seekers — more than 50 million — means we're seeing a wide array of experiences, perceptions and motivating factors, sometimes even conflicting ones,' Amy Carrado, senior director of workforce research at CompTIA, said in a statement. 'This presents both opportunities and challenges for employers and workers alike.' In a survey of more than 2,000 U.S. adults, which was evenly split between active job seekers and non-seekers, training and upskilling appealed to workers across the board. Among non-seekers, nearly half said they want to build their skills for career maintenance or career advancement. In addition, 88% of all workers rated digital fluency skills as important for today's workforce. At the same time, job seekers are growing tired: Search-related mental fatigue rose to 43%. Generation Z workers also applied to jobs online at a lower rate while increasing their search for information about training and skill-building. This could represent frustration with non-successful applications and a shift to upskilling to improve their chances, CompTIA said. Beyond mental fatigue, candidates reported challenges such as finding the time to apply, undergoing lengthy hiring processes, being screened out by automated systems and balancing the job search with work and family demands. Even so, job seekers remained generally optimistic about the labor market and their prospects, even slightly improving since January. This could correlate with an increase in the volume of job listings compared to last year, according to the report. Although salary remains a top influence for many career decisions, work-life balance and professional development opportunities also play a major role, according to a SHRM report from earlier this month. While workers said they've had to sacrifice their time and health to advance in their careers, organizational support can help mitigate those trade-offs, SHRM found. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
22-07-2025
- Business
- Forbes
5 AI Courses That Could Add $30K To Your Salary in 2025
The average U.S. salary is $62K, but you can boost your salary by up to $90K if you learn AI skills getty The average U.S. professional makes about $62,000 on average each year, according to BLS (the U.S. Bureau of Labor Statistics). But research reveals that AI skills can top that up by as much as 47%. So, if you were making at least the median U.S. salary, acquiring AI skills can bump that figure up to as much as $91,000. These short online AI courses, or microcredentials as they're sometimes called, can be your fast-track route to boosting your earning potential and increasing your value in the job market, without needing to quit your job right away. Here are some AI course suggestions for you to pick depending on your career goals (the earning potential for each is greater than the average salary for each certificate listed, due to the ROI of upskilling in AI): Provider: Coursera Earning potential: More than $159,405 Where to find it: Coursera Earning potential: More than $123,134 Where to find it: PMI (Project Management Institute) Earning potential: More than $146,818 Where to find it: Coursera Earning potential: More than $85,602 Where to find it: HubSpot Earning potential: More than $115,283 To top up your salary by as much as an extra $30,000 a year, here are some actions you can take now: Conduct a quick inventory check of the skills you already have Upskill/reskill in high-income, in-demand skills Try "skill-stacking" to 10x your salary--learn how to implement this technique in this Forbes article Become AI literate in a general sense, and AI fluent in your own specific role (applied AI, like the courses listed above, is where the real gold lies) Consistently expand your network strategically to put yourself in front of the right people, especially decision-makers Build thought leadership and a strong digital footprint/personal brand that attracts high-caliber career opportunities Launch a portfolio career (learn more about this technique by reading this Forbes article) and start an AI-powered element of it (like an AI-powered side hustle) this week Which AI Skills Make The Most Money In 2025? The most in-demand AI skills to make money in your 9-5 as well as on the side or full-time as a business include: GenAI Applied machine learning PyTorch (machine learning library) Computer vision Reinforcement learning Machine learning Deep learning Supervised learning Artificial neural networks Prompt engineering You can read the full list of 17 AI skills that employers need you to include in your resume, here. The answer as to which AI certifications are best for you depends heavily on certain factors, such as: 1. Your career goals--for example, the IBM Product Manager course listed above wouldn't necessarily be relevant if you're an educator seeking to use AI as part of your workflow. You'd then need to find an AI course that matches your interests and career path. 2. Your level of familiarity and proficiency--are you a complete novice, intermediate-level, or well-versed in tech already? If you're a beginner, choose courses that are clearly marked for beginners and that explain foundational AI concepts to warm you up. 3. Your budget--you may prefer to start with free AI certifications and courses, and if your budget is tight, that's perfectly OK. There's a myriad of free AI courses available online, from a range of recognized providers including Microsoft and IBM. If you're ready to bump up your salary this year and you're tired of staying at the same income level year in, year out, this is your moment. You can start stacking your skills, begin a new AI course, launch a secondary income stream, and create your own career-proofing plan. Choose a course from the list above (or find another one more closely tied to your goals). Start it this week. Don't put it off until after enrolling. Begin lesson/module one right away. Bump up your salary through AI skill-stacking and building a growth mindset getty Bookmark this article. Then come back three months later and see how far you've come. Watch the exponential career and income growth that comes as a result of you deciding to invest in yourself.
Forbes
18-07-2025
- Business
- Forbes
Hope Is Not A Strategy: How To Build A Pipeline Of Future Leaders
Stacking squares meant to represent upskilling Too often, high-performing individual contributors are promoted into people management roles with no preparation. They're handed a new job that requires a completely different skillset than the one they were promoted for. Then, they're most often left to figure out the whole 'managing people' part alone. Unsurprisingly, 60% of new managers either fail or fall short of expectations within their first two years. Some leave. Others are let go. The cost to organizations is enormous: turnover, morale damage, missed goals, and stalled succession planning. And yet, the leadership pipeline continues to leak. According to DDI's Global Leadership Forecast, 77% of organizations report a leadership gap that directly impacts their ability to meet strategic goals. Gallup finds that only 1 in 10 people naturally possess the skills to manage others effectively. But many are promoted based solely on past performance in roles that didn't require leadership at all. Leadership is not intuitive. It demands entirely new muscles: coaching, emotional intelligence, strategic communication, feedback delivery, and delegation. These skills are rarely taught— but they can and should be. More than 50% of senior leaders believe that their talent development efforts don't adequately build critical skills and organizational capabilities. Organizations that want to retain talent, accelerate performance, and build strong cultures must invest in preparing their future leaders, not just reacting after a promotion. This article will serve as a practical 'how-to' guide for companies looking to build an Emerging Leaders program— whether in-house or by sending employees to external development programs. It will outline critical steps, share lessons learned from real-world implementation, and present ROI data to support the business case. Option 1: Build an Internal Emerging Leaders Program At a time when leadership pipelines are growing thin and retaining talent is more critical than ever, Delta Defense, LLC took a proactive approach by building the next generation of people leaders from within. The company's Emerging Leaders Program, designed by Dr. Jenny Schultz, who heads up leadership development at Delta Defense, offers a practical blueprint for companies looking to grow future leaders through intentional, measurable development. Designing the program started with one essential question: Why does this program need to exist? From the start, the intent was clear. 'Our primary goal was to develop our people. We want our people to see that they have opportunities for growth and can meet their career goals at our organization,' said Schultz. This commitment to internal growth shaped every aspect of the program. The objectives were specific and strategic: With that clarity, each element of the program could be designed to meet both individual career goals and long-term business priorities. With a clear purpose in place, the next step was identifying the right participants. At Delta Defense, Emerging Leaders were defined not only by strong performance, but also by their interest in leadership and potential to succeed in people management roles. Leaders were asked to thoughtfully assess their team members, speak with potential nominees, and submit formal recommendations. Nominees also completed a brief application to reflect on their goals, strengths, and readiness to engage fully in the program. Final selections were made by a cross-functional committee that reviewed submissions using a shared rubric and collaborative discussion. 'The questions we asked and the review process we followed were all designed to reflect our definition of an Emerging Leader,' said Schultz. This approach ensured each participant entered with the desire to grow, the readiness to lead, and alignment to the program's purpose. And indeed, it's crucial to have a uniform definition of 'emerging leader' within a company. A study from The Management Association showed that 31% of companies marked an increase in employee retention since identifying those emerging leaders. 'A strong curriculum should be built around the types of skills and topics that individual contributors can practice on the job immediately,' said Schultz. With that in mind, the team began with a cross-functional needs assessment to shape the content. Surveys with current leaders, a review of employee feedback and job descriptions, and focus groups all helped validate the core topics. The final curriculum focused on practical leadership behaviors, ensuring participants could immediately apply what they were learning in real time. With the curriculum in place, the next step was determining how to deliver it. The team knew they wanted a cohort model to foster connection, accountability, and peer support throughout the experience. The final design was a six-month program built around three key touchpoints each month: The program concluded with a capstone project and final presentation. This blended approach allowed participants to apply new skills in real time and grow through shared experience, reflection, and practice. From the start, Delta Defense developed a clear measurement and evaluation strategy to understand the program's impact, both in the moment and over time. Participant feedback averaged 4.95 out of 5 across all sessions, and 100% reported gaining new knowledge and skills they could apply on the job. Three months after the program, 87.5% of managers said they saw improved performance in participants. Even more compelling, the internal promotion rate for Emerging Leaders was five times higher than the company average, and their retention rate was 28% higher. Within the first year, the program delivered a 200% return on investment— driven by stronger internal talent pipelines and reduced reliance on external hires. These results validated not only the program's design, but its ability to deliver long-term value for both the business and its people. Taken together, the Emerging Leaders Program at Delta Defense demonstrates what's possible when leadership development is designed with intention, and provides a strong model for other companies to learn from and replicate. According to Schultz, 'Developing a program internally allows it to be built on the company's core values, business strategy, culture, and connect to the hearts and minds of our people.' When organizations invest in growing their own leaders, they don't just fill roles, they shape the future of the business from the inside out. Option 2: Send Emerging Leaders to External Programs Not every organization has the scale, time, or internal capability to design a leadership development program from scratch. In these cases, external programs offer a compelling and often cost-effective alternative. Done right, they can provide participants with the same core benefits— plus several unique advantages. Well-designed external programs expose emerging leaders to: Last year, I created an alternative to an internal emerging leaders program, The Women's Leadership Accelerator (WLA). It's a one-year external program designed specifically for women navigating the transition into leadership. While function- and industry-agnostic, the program addresses the unique social, psychological, and systemic challenges that female leaders often face. Participants in the program represent a large range of industries, roles and functions. My learnings are relevant to anyone looking to replicate a similar program supporting emerging leaders. Key elements contributing to this particular external program's success include: While still early in the program's lifecycle, initial data and qualitative feedback have shown: External leadership development programs should consider including the following key performance indicators: For external programs, self-reporting tends to be the most viable and scalable data collection method. This allows participants to confidentially share: To take a more data-driven approach, programs might consider including: Done thoughtfully, external programs can serve as a strategic extension of your talent development efforts— especially for lean HR teams or high-growth organizations that need leadership capacity as soon as possible. Crucial areas of support for emerging leaders Whether your program is internal or external, Dr. Schultz and I have learned that emerging leaders need particular support in navigating: Leadership development can't be reactive. It must be strategic, structured, and proactive. Whether you build your own program or send your emerging leaders elsewhere, the investment will pay dividends in performance, retention, and long-term organizational health. Hope is not a strategy— developing future leaders must be.
Khaleej Times
18-07-2025
- Health
- Khaleej Times
How trained nannies in UAE become early teachers for children with play-based learning
Several education providers in UAE have launched initiatives aimed at upskilling nannies to help support children during the most critical years of development. This transformation follows a noticeable shift in the perception of nannies, from traditional caregivers to integral early educators, and helps respond to a growing demand for trained domestic caregivers. Parents now actively seek out nannies with qualifications in early childhood education, first aid, or experience in Montessori or EYFS methodologies. Upskilling domestic staff not only enhances early education but also strengthens the bridge between home and school, while elevating the professionalism of domestic care. Evidence-based childcare tools GEMS Education has newly introduced GEMS of Early Childhood programme, designed by early years' specialists at GEMS Wellington Academy. The initiative is tailored to equip families — including nannies—with evidence-based practices and practical tools. The comprehensive course covers a range of subjects such as infant first aid, babies' brain development, and mental health awareness. Participants receive real-life resources like sleep strategies, infant nutrition guides, and communication development aids. Bilingual materials ensure inclusivity for the UAE's diverse population. 'UAE parents increasingly prioritise structured early learning at home, valuing cognitive, emotional, and language development from infancy. There is strong demand for bilingual education (Arabic/English), play-based learning, and alignment with formal curricula like EYFS or Montessori. Technology use is monitored, with many preferring screen-free, hands-on activities,' said Sarah O'Regan, principal/CEO of GEMS Wellington Academy – Silicon Oasis. She emphasised that upskilled nannies bring more to the table. 'They deliver structured, play-based activities that support cognitive and emotional growth, and align well with school-readiness goals. The impact on child development is multifaceted: Cognitive: Faster language and problem-solving development Emotional/social: Improved behaviour, empathy, and self-regulation School readiness: Stronger routines, independence, and early literacy Environment: A safer, more stimulating, and nurturing home setting.' Other experts also agree that empowering nannies through training turns them into active contributors to a child's foundational learning. 'Zero to 6 years is the most important developmental age for a child. Parents today view the home as an extension of the classroom. Trained nannies are no longer just caregivers; they are learning aides who help reinforce foundational skills,' said Dr Vandana Gandhi, CEO and founder of British Orchard Nursery and British Orchard Teacher Training Centre, UAE and UK. She added that structured certifications directly impact care quality. 'At British Orchard Teacher Training Centre (BOC), we offer UK CACHE and KHDA-accredited training at Levels 1, 2, and 3. Even basic certifications in first aid, health, safety, and early years support empower nannies to contribute meaningfully to a child's development at home.' Additionally, Gandhi also flagged the lack of standardisation in the sector. 'Most nannies still operate without formal training. However, this presents a key opportunity — introducing baseline qualifications for home-based caregivers could elevate national childcare standards. As the UAE advances its early years education agenda, certified nannies can play a vital role in safeguarding and supporting learning at home.' Parents praise skilled nannies Some UAE families say their experiences with highly trained nannies have made an enormous difference in both care and learning outcomes. Shreya Chakraborty recalled the support she received during her son's infancy. 'It was a real blessing to have Krishna Veni as my child's first nanny. She joined us when my baby was just 20 days old, and being a trained nurse, she brought a level of care and confidence that I deeply appreciated. After completing her 12th grade, she had pursued an intermediate nursing course and had hands-on experience assisting doctors with deliveries back home in Andhra Pradesh, India." She was incredibly skilled in handling newborns — from giving oil massages and baths to understanding the nuances of feeding, burping, and interpreting a baby's reactions," said Chakraborty. 'What also made her stand out was her education. Since she had completed her schooling, she knew English and could introduce my child to the basics — letters, numbers, and early communication. Having someone with her training and maturity made a world of difference. It showed in the way she cared for my child.' 'Super nanny' Filipino expat Bernadette Lalog spoke warmly of her nanny, Susan Ison. 'My nanny, takes care of my four-year-old twins, and I have to say — she's truly a 'super nanny'. She doesn't just look after them; she teaches them how to trace, colour, and paint. She's become their teacher and coach. Although she studied only up to secondary school, she takes on the responsibility with genuine dedication and sincerity." When I was pregnant and diagnosed with gestational diabetes, Susan went out of her way to research online and carefully plan meals tailored to my dietary needs. She's more than just a cook — she's a culinary curator. She can whip up Filipino dishes that taste like they're from a restaurant and is also an excellent baker," added Lalog. "Susan is incredibly resourceful. She even gives me manicures and pedicures from time to time — skills she taught herself. She's also handy with basic plumbing and can fix things like broken pipes and leaking taps. On top of all this, she can do basic tailoring and alters my children's clothes when needed. People in our community often tell me that the way she cares for my children is truly unmatched. For us, she's more than just a nanny — she's family.'
