National Online Learning Day on September 15 serves as a reminder of how the digital revolution has transformed education, celebrating the accessible resources that allow people to take charge of their careers and personal growth.

Traditional, static learning models no longer meet the needs of a dynamic workforce. Offering a catalog of courses is not enough; organisations must create immersive ecosystems where learning is seamlessly woven into daily work.

This agile approach fosters adaptability, resilience, and innovation, enabling teams to tackle challenges and seize opportunities with confidence.

According to the Future of Jobs Report – 2025, a staggering 39% of key skills required in the job market are expected to change by 2030, a clear signal that continuous learning is no longer optional.

Dr. Nyx McLean, the Head of Research and Postgraduate Studies at Eduvos Rhodes University, notes in her work on “AI in Education: Personalised Learning and Future-Ready Skills” that the future of learning lies in leveraging technology to create personalised, relevant learning paths.

This perspective aligns with a broader push in South African education, as evidenced by a 2023 study by Boston City Campus, which highlighted the increasing demand for micro-credentials and flexible, skill-based learning programmes to address the country’s specific economic needs. This shift is crucial for closing the talent gap and making education more accessible.

In today’s rapidly evolving landscape, people are an organisation’s most valuable resource. Addressing the talent gap isn’t just about hiring externally but investing in the growth of existing teams.

The Future of Jobs Report highlights that the skills gap is the single most significant barrier to business transformation, with 63% of employers citing it as their primary challenge.

However, there is a clear path forward: the report also found that 85% of employers plan to upskill their workforce in response to these gaps, with 80% specifically planning to provide AI training.

This proactive approach is essential as 170 million new jobs are projected to be created by 2030, while 92 million roles will be displaced by the same trends, resulting in a net increase of 78 million jobs.

These new roles will require a new kind of expertise.

To effectively engage with online learning, it’s crucial to consider accreditation for credibility, support from facilitators, and digital access to overcome connectivity barriers. Additionally, learners should ensure the content of their chosen course aligns with their career goals.

Trailhead, Salesforce’s free learning platform embodies this philosophy, offering accessible, gamified learning modules for everyone, regardless of background or role.

Trailhead breaks down complex skills into bite-sized lessons, empowering individuals to learn at their own pace and become “Trailblazers” – not just learners, but leaders, innovators, and mentors.

Initiatives like the Workforce Partner Program equip over 100 global organisations with resources to prepare learners for human-AI collaboration.

Internally, Salesforce leverages its own technology with Career Connect, an AI-powered talent marketplace that helps employees find personalised learning paths and career opportunities within the company. These efforts demonstrate Salesforce’s holistic approach to bridging the skills gap and empowering both its employees and the broader community.

The demand for Salesforce-skilled professionals is growing exponentially. It’s projected that 9.3 million new jobs will be created within the Salesforce ecosystem by 2026, with more than 1.5 million of these coming from Europe, the Middle East, and Africa (EMEA) alone.

To meet this immense demand, Salesforce’s EMEA Talent Ecosystem team is focused on attracting, training, and placing new talent. A critical part of this mission involves engaging with future professionals – including university students and professors—to make them aware of the career opportunities the ecosystem offers.

Recently, Salesforce has climbed to seventh on the list of most in-demand remote skills according to a recent study conducted by Profit Engine, the ecosystem continues to grow, driving demand for professionals who can master and customise its suite of cloud-based tools. Initiatives like Trailhead ensure that learning remains accessible for everyone, supporting career growth and fostering innovation.

By adopting a holistic approach, one that includes personalised learning paths, hands-on practice, and continuous upskilling, we can close the skills gap and build a future where both individuals and companies can thrive.

On this National Online Learning Day, let’s not just celebrate what online learning has been, but what it’s becoming: the engine of lifelong growth and a cornerstone of our professional future.

This new class of digital labour is changing how teams function, how targets are met, and how people spend their time at work.

From now on, almost every job, team, and company will involve AI agents – systems that can analyse vast datasets, apply human-like reasoning, and act independently.

Their presence is set to influence workflows, increase productivity, support innovation, and redefine roles across the organisation.

Rather than replacing people, AI is tilting the workload. Salesforce research shows that 23% of HR teams plan to redeploy employees into roles that make better use of their uniquely human strengths. At the same time, agentic AI adoption is projected to surge by 327% over the next two years (from roughly 15% adoption today to about 64% by 2027).

This shift is tied to anticipated productivity gains of 30% per employee and labour cost reductions of 19%, equating to about $11,000 in savings per employee annually, based on Organisation for Economic Co-operation and Development (OECD) wage averages. Rather than replacing people, organisations are preparing to reskill and redeploy workers, enabling humans to focus on higher-value roles that emphasise creativity, strategy, and interpersonal skills.

A recent Gartner poll further found that 95% of customer service teams intend to retain human agents to help define and guide the role of AI, reinforcing the value of a “digital first, not digital only” approach.

Gartner further says that by 2027, half of the organisations that planned to significantly reduce their customer service workforce will abandon those plans, highlighting the limits of going fully “agentless”.

For African countries, the rise of digital labour presents an opportunity to build modern, inclusive workforces without being bound by outdated development models.

But realising this potential depends on sustained investment in skills training, digital infrastructure, and equitable access to AI tools.

Train for tomorrow

Africa has the world’s youngest population. It’s bursting with entrepreneurial energy. But many young people still don’t have access to the tools and skills that will define the next era of work.

If the continent wants to lead in the digital labour revolution, it should act now by investing in digital infrastructure, prioritising skills development, and forging partnerships that make future-focused training widely accessible.

Yes, the skills gap is real and broadband internet is still a luxury in many communities. But on the upside, AI training doesn’t require a university degree. Much of it is free, online, and accessible to anyone with a smartphone and a curious mind.

That opens the door to governments, educators, businesses, and civil society to step up to update school curricula, expand digital infrastructure, and support public-private training partnerships. All of this matters: not just for economic growth, but for social inclusion, too.

If these foundations are put in place, African countries could not only meet the needs of their growing population but also leapfrog outdated development models.

From entry-level to in-demand

When AI begins to handle the simpler tasks, it’s easy to worry about what’s left for those starting out. Entry-level jobs aren’t disappearing though.

Instead of doing routine work, newcomers will now need to build skills in oversight, collaboration, and using AI tools effectively from day one. The ladder still exists; it just starts in a different place.

This will require a different kind of training – not just technical know-how, but in soft skills like empathy, adaptability, ethical judgement, and communication, which are all human traits that help teams thrive.

AI’s presence in the workplace may be concerning, with reports of job cuts due to its adoption (here, here, here, and here), but all is not as it seems.

Research suggests a more balanced perspective: One of the most comprehensive studies, from the National Bureau of Economic Research, tracked 25,000 workers across 7,000 Danish firms using AI chatbots. It found no significant changes to jobs, wages, or working hours. Productivity rose by around 3%, without leading to layoffs.

The St. Louis Fed found something similar. Based on large-scale surveys in the US, researchers reported one in four workers now use generative AI weekly, saving on average just over two hours a week. Spread across the entire labour market, that translated into a 1.1% productivity gain. Crucially, there was no sign this efficiency came at the cost of jobs.

Adding to this, a 2024 study by Mäkelä and Stephany analysed over 12 million US job listings and revealed that demand is surging for “AI-complementary” skills such as resilience, teamwork, digital literacy, and analytical thinking.

These are the very human capabilities that help people work effectively with AI. The study found AI-focused roles are nearly twice as likely to list these skills, and they command wage premiums of 5–10%.

Even more telling: the positive impact of these complementary skills outweighs the substitution effects of AI by up to 70%.

These findings all suggest that AI isn’t replacing workers; it’s helping them work smarter and more efficiently.

To thrive in this blended future, we need to prepare today, by building the right skills, expanding access, and embracing AI not as a threat, but as a partner in progress.

Because the future of work won’t be entirely human, nor entirely automated – it will be a blend of both.

Themed “Salesforce’s Talent Development Strategy in Africa: A Focus on Business Growth,” the roundtable focused on Salesforce’s business empowerment in Africa, bridging digital skills gaps, and driving economic growth across the region.

Ursula Fear, senior talent programme manager at Salesforce, shared insights into the company’s initiatives to develop talent, create jobs, and promote sustainability in Nigeria and Africa at large.

Empowering Africa’s Youth: Salesforce’s Trailhead and Skills Initiatives

At the heart of Salesforce’s talent development is its free learning platform, Trailhead. “Trailhead is where anyone—whether a bank teller or a university graduate—can earn badges, points, and rankings, enabling healthy competition within organisations,” said Fear.

She acknowledged the challenges graduates face in securing employment despite multiple certifications. “Five years ago, a Salesforce certification could secure a job but today, you can have five certifications and no experience and still struggle,” she noted. 

To address this, Salesforce stressed the need for work-integrated learning models and internships to bridge the gap between technical knowledge and practical application.

Beyond technical expertise, Salesforce trains the African workforce with soft skills such as behavioural and communication skills needed to thrive in today’s work environment. 

“We’re seeing shorter interventions with a stronger focus on soft skills to ensure individuals are prepared for real-world environments,” Fear emphasised.

West Africa Dreamin’ ignites innovation at inaugural Salesforce conference in Lagos

Building Ecosystems: The Trailblazer Community

Salesforce’s Trailblazer initiative, which Fear described as “a global representation of agents of change,” promotes a global network of learners, partners, and professionals. 

She explained, “When you put on a Trailblazer badge, you are a pioneer, a person that drives change in your community. Through Salesforce, we believe that business is the platform for change.”

One of the company’s collaborative initiatives is the ‘West Africa Dreamin’ Conference, which she described as “a platform for knowledge-sharing and building a strong digital economy.”

The Conference, held recently at the Landmark Event Centre in Lagos, convened professionals, businesses, and developers to explore the transformative prospects of Salesforce technologies. 

Organised by a community of Salesforce enthusiasts, the event stimulated collaboration and innovation within the West African tech industry. 

Attendees had the opportunity to engage in specialised training sessions, interactive workshops, and thought-provoking discussions, gaining insights into current industry trends and challenges.

A highlight of the conference was its emphasis on inclusivity and talent empowerment through platforms like Trailhead, Salesforce’s free learning hub that trains users with in-demand tech skills. 

According to Fear, events like West Africa Dreamin’ build strong professional networks and create ways for African talent to access global opportunities.

AI Literacy: Empowering Human Potential

With artificial intelligence becoming a big part of global businesses, Salesforce is promoting AI literacy through free certification programmes available until December 2025. 

Its latest innovation, AgentForce, combines AI with human expertise, stressing the company’s belief in collaboration over replacement. “We don’t believe AI will replace humans. Rather, we see AI and humans working together,” Fear explained. 

Designed with user-friendly modules, the AI certifications help learners understand and leverage AI effectively in their careers.

“Our training is entirely free. It doesn’t matter who you are; if you’re interested in building fit-for-purpose skills, you are 100% invited.”

Sustainability and Equality as Core Values

Innovation is woven into Salesforce’s operations. “Every four months, we introduce the latest advancements through our quarterly product releases, ensuring our customers’ success,”Fear revealed. 

“We believe in leveraging AI and human expertise together. By 2028, we anticipate creating 11.2 million new jobs globally and generating $2.2 trillion in new business revenue through our ecosystem.”

On sustainability, Fear introduced Salesforce’s Net Zero Cloud,a platform designed to support climate action. “Equality and sustainability are integral to our strategy and we are focused on addressing global challenges like climate change and inequality,” she noted.

Expanding Impact in Rural and Academic Communities

Salesforce’s talent development initiatives are not limited to urban centres. Fear highlighted a project in South Africa where the company established a digital hub in a town with a 66% unemployment rate. “The goal is to bring digital skills to rural areas, transforming them into centres of economic activity,” she explained.

Salesforce partners with academic institutions to provide free resources and training. At Stellenbosch University in South Africa, for example, the company has integrated Tableau into the supply chain logistics curriculum. “The model allows alumni to give back, whether by training professors, creating awareness, or supporting with vouchers,” Fear added.

Speaking on Nigeria’s prospects, Fear said, “Nigeria’s unicorns have made phenomenal impacts. There’s no reason why the country cannot have an enormous industry of digital employment and skills. Business is a huge stimulus for change, and through our ecosystem, we are driving the transformation we want to see in the world.”

On security, Fear said, “Our number one value is trust. We never own our customers’ data. They own it. Our role is to provide the infrastructure and security needed to protect that data.”

With initiatives across education, sustainability, and cutting-edge technology, Salesforce is undeterred in its goal to boost Africa’s digital growth and resilience.