As we stand on the brink of Industry 5.0, a new era where advanced technologies and human ingenuity converge, we must ask ourselves: Are we truly equipped with the right skills to navigate this next industrial revolution? While some may feel prepared, how about our employees who are the backbones of our businesses? Is investing in human capital worth every centavo to adopt Industry 5.0? How can we ensure that the integration of cutting-edge technologies enhances rather than diminishes the role of human workers? These questions are crucial as we explore the transformative potential of Industry 5.0 and the imperative to invest in our people.
Industry 5.0 is described by the European Commission as a significant shift in the industrial landscape, focusing on integrating human-centric, sustainable, and resilient practices into production processes. This approach aims to enhance the well-being of workers by prioritising human-robot collaboration over pure automation.
In the context of employment in the Philippines, Industry 5.0 could lead to both challenges and opportunities. As published by the Philippine Statistics Authority, the number of employed people in March 2025 was recorded at 48.02 million. This shift may create job losses if workers are not retooled and reskilled to adapt to new technologies.
On the other hand, the transition could create new job opportunities and increase consumption if workers can successfully adapt. The Asian Development Bank (ADB) said that in digital economy there’s a surge in electronic commerce for the past years. In some digitally dependent countries, the digital economy accounted for 17 to 35 percent of their GDP.
As businesses begin to adapt the shift to Industry 5.0, we are committed not only to innovating through digitalisation but to uplift the human side of the workforce. In Siemens, a German multinational technology conglomerate, adopting Industry 5.0 by emphasising digitalisation and automation while ensuring that human workers remain central to their operations. They are investing in training and skills development to help their workforce adapt to new technologies and maintain high levels of productivity. This means this is the best time to invest in learning and development.
But here’s the challenge; many employees aren’t yet equipped for this shift, and skill gaps are widening. The APEC Human Resource Development Working Group reported a high demand for skills in data science and analytics but also mentioned a lacking supply of talent. Roles are transforming and for organisations to stay competitive and resilient, we need to act now.
Reskilling and Upskilling Are No Longer Optional
In this new industrial paradigm, we’re seeing a clear distinction between upskilling and reskilling. Upskilling is about deepening the capabilities of employees in their current roles, often by introducing digital tools, sustainability practices, or new ways of thinking. On the other hand, Reskilling involves preparing employees for entirely new roles, especially those whose functions are being transformed or phased out by automation.
Both are critical. Both require thoughtful and strategic investment.
A study by Proaction International highlights that upskilling is essential for enhancing human-machine collaboration, which is a cornerstone of Industry 5.0. It means that continuous learning culture is key to keeping pace with rapid technological advancements.
Providing opportunities for professional growth through reskilling and upskilling can also lead to higher job satisfaction and productivity. According to the Randstad 2025 Workmonitor study, 76% of workers worldwide believe that development training programs are important for their future careers.
Learning as a Strategic Business Decision
Investing in employee development is no longer just an HR initiative but it’s an organisational imperative. As organisations navigate this new era, learning and development (L&D) become crucial strategic decisions to ensure employees remain competitive and adaptable.
Many companies invest millions in their employee training programs. However, this isn't about one-size-fits-all training sessions. To truly make an impact, learning should be personalised, foster engagement, and facilitate continuous improvement.
Effective L&D programs should reflect the realities of the workplace, align with business goals, and be accessible across all levels of the organisation. By doing so, companies can ensure that their workforce is not only skilled but also motivated and ready to tackle future challenges.
A successful example of an L&D initiative is Google’s Googler-to-Googler (G2G) program. According to Google, 80% of their training is conducted through an employee-to-employee network to boost employee knowledge. It enables employees at Google to volunteer to teach and train their fellow employees. The result of this initiative has been positive, as it improves knowledge sharing among employees and encourages them to take ownership of their development needs.
Another effective L&D initiative that organisations in the Philippines can adopt is partnering with a training provider recognised by the Professional Regulation Commission (PRC), which offering high-quality Continuing Professional Development (CPD) programs. Partnering with an accredited CPD provider can help organisations enhance their employees' skills, keep them informed about the latest industry trends, and maintain their professional licenses.
Like the P&A Academy, P&A Grant Thornton’s learning arm. Its purpose is to empower individuals and organisations to reach their full potential through high quality and sustainable learning programmes. It strives to be a trusted partner in the learning and development journey, providing comprehensive and tailored training solutions that meet the specific needs and goals of each organisation.
A Call to Act with Purpose
The future of work is no longer on the horizon, it’s already here. As the front runners of the Industry 5.0, we have a responsibility to ensure our people are not left behind. By prioritising human capital, we empower our workforce to thrive alongside advanced technologies and contribute to a more inclusive and resilient future that is ready to meet the challenges of Industry 5.0.
Let us commit to this call to act with purpose, recognising that the true potential of Industry 5.0 lies in the synergy between human ingenuity and technological advancement. Together, we can build a future where both our industries and our people flourish.
As published in The Manila Times, dated 14 January 2026
