Future Industries
Skills gaps, training economics and talent pipelines in AI, chips, energy, biotech and six more fields — for the people who have to fill the roles.
Training programs for your organization — Future Industries →Browse by domain
Ten fields where there are more open roles than people to fill them.
Across every domain
Microlearning: What Five Minutes a Day Does and Does Not Solve
Short lessons fix the scheduling problem and inherit the spacing effect. They do not teach judgement, and the evidence for microlearning as a category is thinner than the marketing suggests.
Measuring Training When Attendance Is Not a Result
Completion rates and satisfaction scores measure the program, not the workforce. What can honestly be measured, what cannot, and why precise ROI figures for training are almost always unfalsifiable.
How to Scope an Upskilling Program People Will Finish
Start from the roles you cannot fill and work backward. A practical sequence for scoping a workforce development program, including the questions that kill bad ones early.
Corporate Training Does Not Fail on Content. It Fails on Completion
Enrollment is not learning and attendance is not competence. Why programs stall in week three, what the evidence supports about making learning stick, and which vendor claims to discount.
Hire or Train: What Each One Actually Costs
The comparison is usually run on salary and course fees, which is the wrong comparison. Vacancy cost, ramp time, attrition risk and the domain context an internal candidate already holds all belong in it.
The Skills Gap Is a Wage Question Before It Is a Training Question
Sixty-three percent of employers call skills gaps their biggest barrier. Labour economists have spent two decades arguing that number describes something else. Both can be true, and the distinction decides what you should spend money on.