Workforce & Education — a secondary Brandt Interactive practice
Skill security, not job security.
The old workforce contract guaranteed roles. The new one demands adaptability. This page outlines the research-backed framework behind Brandt Interactive's workforce programs.
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What the research says
68%
of HR leaders plan to increase investment in AI-related upskilling in the next 12 months.
45%
increase in annual skill growth reported by organizations using structured career frameworks.
88%
of HR leaders believe organizations have a direct responsibility to support workers affected by AI-driven disruption.
Stability now comes from adaptability, not tenure.
Traditional workforce planning assumed role stability — you trained for a job, you kept the job. AI is dismantling that model faster than most institutions can respond. The emerging reality is skill security: the ability to transfer capabilities across roles, environments, and tools as work changes around you.
Four interventions that build real workforce resilience
Combining these four approaches — and focusing on human talent alongside technology — organizations can build a workforce prepared for disruption.
01 — Communication: Transparent Communication
A disconnect exists between HR leaders anticipating AI-related role changes and employees who believe their jobs are safe. Clear, honest communication about how AI will reshape work reduces fear and accelerates readiness.
How we support this: we help workforce partners frame AI transition narratives for employees and learners — positioning training as a development opportunity, not a threat response.
02 — Structure: Career Frameworks
59% of HR leaders plan to implement structured career frameworks. Organizations using them report a 45% increase in annual skill growth — learners can see where they're going and which skills unlock what's next.
How we support this: the AI Business Stack curriculum provides a structured six-module framework, from AI literacy through analytics and business outcomes.
03 — Development: Comprehensive Upskilling
Blended learning — personalized coaching alongside digital instruction — outperforms tool-only training. HR leaders prioritize both AI technical literacy and transferable skills: critical thinking, problem-solving, adaptability.
How we support this: the Workforce AI Skills Lab combines practitioner-led instruction with real production projects — participants use AI to produce real outputs for real clients.
04 — Transition: Support for Impacted Workers
47% of HR leaders would offer internal redeployment services; 36% would provide outplacement support including coaching and job search tools. Strong transition support improves employer brand ratings.
How we support this: workforce boards and economic development partners can deploy the Workforce AI Skills Lab for displaced and transitioning workers — practical AI production skills and a real portfolio of work.
The workforce problem isn't a skills gap. It's a production gap.
Most training programs produce completions. Employers need people who can produce economically valuable outcomes inside AI-accelerated workflows — on day one. Workforce resilience is built by doing real work, with real tools, under real conditions.
Explore the Workforce AI Skills Lab →