Amy Clark, chief people officer at D2L, discusses how HR leaders can leverage AI learning tools to support the growth and development of young, entry-level employees.
By Maggie Mancini
As Gen Z enters the workforce as digital natives, it appears that their technical prowess comes at the expense of other professional development skills. Research from Intelligent indicates that one in six companies are hesitant to hire recent college graduates, with hiring managers claiming that younger, entry-level workers are “unsatisfactory.” Employers are concerned that Gen Z employees lack motivation, have poor communication skills, and are unprofessional, while others remark that the younger generation struggles with feedback and problem-solving. Even more, research from EY indicates that Gen Z employees are less confident in their ability to identify and respond to cyber threats than their older colleagues.
Put simply, Gen Z employees need additional preparation and skills development as they enter the workforce. HRO Today spoke with Amy Clark, chief people officer at D2L, to discuss how AI-enabled learning and development tools can help support this younger cohort of employees.
HRO Today: Research from the National Society of High School Scholars has found that Gen Z employees—and recent graduates—are eager for professional development and learning opportunities to help advance their careers. How can HR and L&D leaders lean into this cohort’s existing technical skills to help support their other skills development needs?
Amy Clark: Gen Z is entering the workforce with unique traits shaped by growing up in a digital, fast-paced, and globally connected world. This cohort values authenticity, diversity, collaboration, and meaningful work while being highly self-reliant and digitally adept. For HR and L&D leaders, the challenge and opportunity lie in channeling these strengths to support their career development and aspirations.
To maximize Gen Z employees’ potential, leaders should focus on:
- designing flexible, digital-first learning experiences that align with their technical skills and career aspirations;
- incorporating cohort-based learning and communities of practice to foster collaboration;
- offering personalized learning paths with blended moments like mentorship, cross-functional projects, and continuous feedback; and
- developing soft skills such as emotional intelligence and adaptability to complement their digital expertise.
By embracing Gen Z’s enthusiasm for growth and innovation, organizations can create dynamic development programs that inspire engagement and self-directed learning. As an example, at D2L we accomplish this by providing access to curated learning opportunities through our platform “catch the wave” including a $4,000 annual learning stipend for employees to apply to learning that helps amplify their careers.
HROT: How can HR and L&D leaders utilize AI-enabled development programs to target critical needs and close skill gaps within their organizations?
Clark: The accelerating pace of change in business and technology demands innovative solutions to close skill gaps effectively. AI-enabled development programs offer transformative potential by allowing HR leaders to target and address critical needs with precision.
AI is transforming workforce development by enabling precise skill gap analysis, personalized learning, and scalable training programs. It uses data to map current capabilities, identify gaps, and recommend tailored learning paths, ensuring that employees receive the right training at the right time. AI-driven tools also facilitate learning in the flow of work, delivering just-in-time resources and task-specific guidance, which turns daily tasks into opportunities for skill development. With predictive analytics, AI can forecast future skill needs, helping organizations proactively address emerging trends and align employee development with strategic goals.
AI also enhances the efficiency and impact of training by automating content creation, adapting learning materials in real time, and enabling enterprise-wide scalability. Employees benefit from dynamic, engaging learning experiences that include gamification, cohort-based collaboration, and continuous feedback loops. By blending formal training with informal, on-the-job learning, AI ensures a holistic development approach. For HR and L&D leaders, AI unlocks the ability to close skill gaps faster, foster a culture of continuous improvement, and prepare the workforce for future challenges.
AI is reshaping L&D through personalized learning paths, just-in-time learning, predictive analytics, scalable solutions, and enhanced engagement.
By leveraging AI, HR and L&D leaders can not only address skill gaps but also build a future-ready workforce equipped with the tools and knowledge needed to drive innovation and growth.
HROT: How can HR leaders prepare Gen Z for the workplace of the future using AI-enabled development programs?
Clark: As AI becomes integral to workplace operations, HR leaders face the dual challenge of integrating these technologies while preparing employees—especially Gen Z—for the opportunities and demands of an AI-driven future. As digital natives, Gen Z enters the workforce with a natural fluency in technology and an openness to innovation. However, thriving in an AI-powered workplace requires more than technical skills; it demands adaptability, emotional intelligence, and a deep understanding of how to work alongside intelligent systems.
Additionally, creating secure and trustworthy AI environments ensures employees feel confident using AI without compromising data safety. By empowering Gen Z as early adopters and champions of AI, organizations can accelerate cultural acceptance of these tools and position their workforce to lead in a future defined by speed, innovation, and complexity.
Here are some strategies to help equip Gen Z for the future.
- Foster a learning mindset. With the pace of change faster than ever, the ability to learn and unlearn is critical. Nurturing curiosity and adaptability will prepare employees to leverage AI tools effectively.
- Build AI and digital literacy. Comprehensive upskilling initiatives ensure employees understand and trust AI technologies, unlocking their full potential.
- Emphasize the balance between soft and technical skills. Programs should develop leadership, communication, and collaboration abilities alongside technical proficiency.
- Create secure AI environments. For example, D2L’s implementation of Co-Pilot ensures employees can safely use AI tools without risking data security.
The workplace of the future will require a blend of human and technological capabilities. HR leaders who champion continuous learning, adaptability, and responsible AI use will empower Gen Z to lead in a world defined by speed, complexity, and innovation.
