LinkedIn Learning recently published a report on corporate skills development in 2025. Learn Assembly sums up the main findings for you.
In France, 36% of senior executives believe that their employees do not have the right skills to implement their company’s strategy. These are the findings of the latest LinkedIn Learning report report on skills development in companies, published in February 2025. It analyzes the responses of 937 learning, development and HR professionals worldwide. In this article, we summarize this study and review the key trends in the L&D sector to tackle the skills crisis.
According to LinkedIn Learning, 48% of French companies have already implemented solid career development programs. In contrast, 28% have no initiatives in place. The most advanced organizations are 42% more likely to be leaders in the adoption of generative artificial intelligence (GAI).
The report also points out that career development is the No. 1 driver for learning. Indeed, if an employee doesn’t see opportunities for advancement, they will leave the company. As a result, 55% of L&D leaders make internal mobility a priority to avoid talent drain.
Unsurprisingly, AI has become a key element in talent development. According to Fabienne Arata, LinkedIn France, “AI helps to design and provide personalized learning programs, tailored to the specific needs of each individual.”
LinkedIn Learning also points out that companies that invest in career development are 32% more likely to train their employees in AI.
Staff turnover has an impact on the loss of key skills. LinkedIn has identified the skills most at risk of a net deficit in companies with more than 50 recruitments and 50 departures. They observe that sales strategy is most at risk. This reduces the company’s ability to define and adjust its objectives in response to market trends. It is closely followed by the strategic planning skill.
According to Josh Bersin, international HR analyst, employees say, “I expect you, as an employer, to support me to stay competitive and, if not, I’ll look for another opportunity.”
In its report, LinkedIn mentions several strategies for developing employees’ skills:
Faced with technological change, environmental transition and transformations in the world of work, companies need to become learning organizations. It’s no longer a matter of providing one-off learning programs. Indeed, it’s about building a genuine learning culture and integrating learning directly into employees’ daily lives. This is what we call learning in the flow of work.
In concrete terms, this means learning at the right time, with the right tools and on the right skills, without interrupting the activity. An employee who learns continuously is more adaptable, more committed and better able to meet the challenges of an ever-changing world.
Are you ready to become a learning organization? Learn Assembly supports employment and learning players in their transformation. We help you adapt your skills development strategies to boost your agility and competitiveness. Find out more about our services.
Learn Assembly is a hybrid consulting firm created in 2013 to support the transformation of all those involved in learning and employment. Our mission is to help them play a strategic role in their organizations to meet the challenges of skills in a context of environmental transition and technological transformation. We support the general management and L&D departments of major groups, public bodies and higher education institutions in their strategic development.
