These issues took center stage during the AMCHAM event, “Future of Work: A Public Sector Dialogue on an AI-Ready Workforce,” held at the AMCHAM RS Hall. Government, education, and industry leaders gathered to discuss a critical challenge: how can the Philippines prepare an AI-ready workforce while ensuring that workers, students, and businesses benefit from technological progress?
The session featured insights from Mr. Khalid Hassan, Country Director of the International Labour Organization (ILO); Usec. Rafaelita Aldaba of DepEd; Usec. Galo Glino III of TESDA; and Atty. Philip Yeung, President of the University of Asia and the Pacific.
Economic Growth Must Create Better Jobs
Why Workforce Planning Matters
Mr. Khalid Hassan emphasized that economic growth must translate into quality employment opportunities and improved working conditions for Filipinos.
Although the Philippines has developed strong capabilities in industries such as semiconductors and IT-BPM, much of the country’s semiconductor work remains focused on assembly, testing, and packaging. Moving into higher-value activities will require advanced technical skills, stronger industry capabilities, and workers prepared for specialized roles.
Furthermore, economic growth does not automatically create jobs. During the discussion, data showed that real economic output grew by 10.4%, while employment increased by only 1.7% during the period presented. As a result, policymakers and employers must look beyond growth figures and focus on how economic gains create opportunities for workers.
To address this challenge, businesses should identify emerging skill requirements early, while training institutions work closely with employers to develop relevant programs. Apprenticeships and workplace-based learning can help workers gain practical experience and adapt to changing job demands.
Responsible AI Adoption in the Workplace
The discussion also highlighted the importance of responsible AI adoption. When organizations use AI in recruitment, work allocation, or performance evaluation, transparency and human oversight remain essential. Workers should also have a voice in decisions that affect how technology shapes their jobs.
Bridging the Gap Between Education and Industry
Aligning Skills With Employer Needs
Usec. Rafaelita Aldaba presented Tanglaw (Talent Analytics for Navigating Growth in Learning Assessments and Workforce Integration), an initiative that strengthens the connection between education outcomes and labor market demands.
One persistent challenge is the mismatch between the qualifications students earn and the skills employers actually require. Educational institutions often describe learning through competencies and academic outcomes. In contrast, employers focus on workplace tasks, responsibilities, and performance standards.
Consequently, graduates may possess qualifications but still require additional training before they can contribute effectively in the workplace.
The figures shared during the session also revealed gaps in workforce composition:
- Technicians and associate professionals account for only about 3.7% of total employment.
- Elementary occupations, service workers, and sales workers represent more than 51.3% of employment.
- Demand for technical and specialized skills continues to grow across industries.
Tanglaw seeks to address these gaps by organizing skills data and aligning educational programs with industry requirements. Specifically, it can help identify missing competencies and areas where curricula may require updates.
Businesses also play a crucial role. Employers should communicate detailed job requirements, expected competencies, levels of responsibility, and anticipated changes resulting from automation. With better information sharing, schools and employers can build a stronger pipeline of talent for high-productivity sectors.
For more information on Philippine education initiatives, visit:
https://www.deped.gov.ph
Making AI Upskilling Accessible to Filipino Workers
TESDA’s Three-Level Roadmap
Usec. Galo Glino III presented TESDA’s AI Upskilling Roadmap, which aims to develop AI competencies among one million workers. The initiative recognizes that people require different levels of AI knowledge depending on their roles and career goals.
The roadmap consists of three levels:
- Awareness – Introduce the public to AI fundamentals and responsible use.
- Adoption – Help workers use AI tools to improve productivity and work quality.
- Advancement – Develop specialists capable of building advanced AI systems.
The first phase focuses on AI literacy and prompting, including tools such as ChatGPT, Gemini, and Claude. Additionally, TESDA plans to create learning opportunities for 50,000 learners through partnerships with training providers and technology companies.
TESDA is also expanding workplace-based training programs, particularly within the BPO sector. An initial allocation of ₱50 million supports BPO training initiatives, with long-term goals to mobilize significantly larger investments.
However, successful implementation requires active industry participation. Training programs must address real workforce needs rather than follow technology trends alone. This approach is essential for building an AI-ready workforce that can adapt to rapid technological change.
Learn more about workforce development programs at:
https://www.tesda.gov.ph
Education Must Develop Critical Thinking, Not Just Technical Skills
Human Skills Remain Essential
Atty. Philip Yeung offered an important perspective: as AI becomes more capable, educational institutions must rethink what education should ultimately achieve.
If AI can perform more technical and repetitive tasks, then education cannot focus solely on transferring knowledge. Instead, students must develop skills such as:
- Critical thinking
- Independent reasoning
- Judgment and decision-making
- Problem-solving
- Adaptability
At the University of Asia and the Pacific, teaching approaches include reduced digital distractions, oral assessments, and face-to-face recitations. These methods help educators assess genuine understanding rather than reliance on AI-generated responses.
In addition, resilience, discipline, collaboration, and emotional maturity remain vital. Technology can support learning, but it cannot fully replace the experiences that build character and judgment.
These human capabilities will continue to distinguish individuals in an economy increasingly shaped by an AI-ready workforce.
Ensuring a Just Transition for All Workers
Making Upskilling More Accessible
The final discussion focused on ensuring that no worker is left behind as AI transforms industries.
While AI creates opportunities, not everyone can access training equally. Financial limitations, family responsibilities, transportation costs, and digital access barriers can prevent workers from participating in upskilling programs.
For a worker who relies on daily wages, attending training may mean sacrificing income needed to support a family. Therefore, encouraging people to learn new skills is not enough. Institutions must also make learning accessible and practical.
In contrast to office-based professionals, workers in underserved communities may require flexible schedules, financial support, or alternative delivery methods. Policymakers, educators, and employers must recognize these differences when designing workforce programs.
The Philippines must also strengthen labor market intelligence and improve collaboration among government agencies, educational institutions, and businesses. Better coordination can help create a more inclusive AI-ready workforce and ensure that emerging skill requirements translate into meaningful action.
Additional labor market information is available through:
https://www.dole.gov.ph
What This Means for Recruitment and Workforce Development
The discussions highlighted the growing connection between education, employment, technology, and workforce development.
As AI reshapes job responsibilities, employers may need to rethink how they evaluate talent. Academic credentials and previous job titles remain important, but they may not fully reflect an individual’s capabilities. Employers increasingly value adaptability, practical competencies, and the ability to learn new skills.
At the same time, organizations should consider how AI can enhance employee performance rather than simply automate tasks. Investments in reskilling, job redesign, and career mobility can help businesses develop sustainable talent pipelines.
Preparing People for More Than the Next Job
The AMCHAM dialogue demonstrated that the future of work is about more than technology adoption. It is also about the type of economy the Philippines wants to build and the opportunities available to its people.
AI can increase productivity, improve efficiency, and create new opportunities. However, achieving these benefits requires relevant education, accessible training, responsible business practices, and strong collaboration among stakeholders.
Ultimately, the success of an AI-ready workforce will not be measured by the speed of AI adoption alone. It will be measured by whether that progress creates better jobs, stronger skills, greater inclusion, and long-term opportunities for Filipino workers and their families.
Key Takeaways
- Economic growth should lead to quality employment opportunities.
- Education and industry must work together to reduce skills mismatches.
- TESDA’s AI roadmap aims to upskill one million workers.
- Critical thinking and adaptability remain essential human strengths.
- Inclusive workforce policies are necessary to ensure no worker is left behind.
Ready to Future-Proof Your Workforce?
As AI continues to reshape industries, organizations must invest in talent strategies that balance technology adoption with human capability development. John Clements Consultants helps businesses navigate workforce transformation through recruitment, talent development, and workforce planning solutions.
