The use of artificial intelligence has already become an everyday practice for most students and employees; however, in the labor market over the coming years, the key competitive advantage will remain not technical but human skills — communication, leadership, emotional intelligence, critical thinking, and the ability to work with people. This was the conclusion reached by participants in the press conference on the topic “Higher education and MBA education in the era of artificial intelligence. Which professions and skills will remain with humans?”, which took place at the Interfax-Ukraine agency on Wednesday.
As Director of the Center for Business Education and Advanced Training of the Institute of Psychology and Entrepreneurship Maria Furman reported, the study, conducted on the basis of cooperation between students and business, covered more than 250 respondents from the fields of law, HR, IT, consulting, marketing, management, foreign economic activity, education, sales, and finance.
“Currently, more than 97% of respondents already use artificial intelligence in work or everyday life, and more than 50% turn to it at least once a day. The most widespread tools turned out to be ChatGPT, Google Gemini, Claude, and Copilot, while the main usage scenarios were explaining complex information, writing and editing texts, generating ideas, translation, data analysis, and preparation of summaries,” she noted during the presentation of the study “The Use of AI in Work and Everyday Life.”
At the same time, according to Furman, the spread of AI does not mean an automatic increase in trust in its answers. She drew attention to the fact that about 30% of daily functions are already being replaced by such tools; however, the largest share of respondents assessed the level of trust in AI answers as moderate — information can be trusted only on condition of verification. More than 50% of respondents always verify generated answers, another 33% do so if the information looks suspicious, and 13% do so when it concerns especially important work. In addition, more than 30% of respondents very often encountered distortion of information, while another 53.6% reported that such cases had happened to them several times.
“According to estimates by the World Economic Forum, by 2030 more than 40% of skills in the world will change, and this means a need for rapid retraining of both current employees and students. She emphasized that higher education must not simply familiarize young people with digital tools, but rebuild approaches to learning in such a way as to prepare specialists capable of working together with AI, rather than mechanically relying on it,” the expert stressed.
According to her, artificial intelligence has already become part of education and business, but its effect lies not in the complete replacement of humans, but in the transformation of their functions.
“That is precisely why analytical thinking, communication, adaptability, people management, emotional intelligence, and creativity are of particular value today,” Furman stressed.
She added that AI will not be able to displace managers, psychologists, HR specialists, communications managers, teachers, mentors, as well as those responsible for strategy and team development, since in these professions human trust, leadership, empathy, and the ability to work with context remain decisive.
For her part, Doctor of Economics, Professor, Vice-Rector for Scientific-Pedagogical and Educational Work of the Institute of Psychology and Entrepreneurship Iraida Zaitseva emphasized that even the most powerful algorithms cannot replace a leader, since they are devoid of consciousness, creativity, and moral reflection. She recalled that a machine can advise cutting staff for the sake of higher profit, but is not capable of assessing the social, ethical, and even geopolitical consequences of such a decision.
“Artificial intelligence is a powerful engine, but only a human should be the pilot who knows where and why they are flying. We teach students not simply to use the tool, but to validate decisions, critically treat the algorithm’s ‘black box,’ and bear personal responsibility for the result. At the institute, AI is allowed to be used as an auxiliary means for structuring material or searching for ideas; however, the student is obliged to indicate the fact of its use, verify sources, and be responsible for the content of the work, otherwise this may be regarded as academic dishonesty,” Zaitseva noted.
CEO of Capolavoro Group (Brazil), lecturer at the Brazilian AMF institute, and investor in technology startups Wesley Lacerda focused attention on the risks of the improper use of artificial intelligence in business. In his assessment, the main danger lies not only in the technology as such, but in the gradual cognitive weakening of a person, when the user becomes accustomed to transferring their own memory, analytical abilities, speech, and even elementary ability to make independent decisions to the machine. In his presentation, he separately named cognitive deterioration, decline of intelligence, weakening of the ability for reflection, and loss of social skills as the main risks of the broad implementation of AI.
“Artificial intelligence should be used as a tool for data analytics, not as a replacement for human thinking. When a person ceases to understand what stands behind the machine’s answer, they lose their own cognitive abilities, and together with them, the ability to make independent decisions,” Lacerda noted during his presentation.
He also drew attention to the fact that the new wave of automation is generating demand first of all for AI analysts, AI engineers, specialists in AI Ops, and algorithmic audit, and not only and not so much simply for IT specialists. However, even in these roles, what remains decisive is the human understanding of what is being done and for what purpose, and not only the ability to write the correct prompt for the machine.
For her part, 3S Agency recruiter Sofia Vorushko emphasized that in the hiring sphere, artificial intelligence creates an illusion of objectivity, but still cannot replace a live recruiter. According to her, candidates are increasingly better prepared for interviews with the help of AI, use correct wording and socially desirable answers; however, the algorithm is not capable of fully reading non-verbal signals, understanding a person’s motivation, their real experience, and their fit with the culture of a specific company. She gave the example of two seemingly identical executive assistant vacancies, for which in practice completely different candidates were needed due to the different management styles of the managers.
“Today the market is evaluating an employee less and less only by hard skills and more and more by soft skills. Communication, resilience, flexibility, adaptability, leadership, and the ability to build relationships are becoming critically important, because they are the hardest to automate,” Vorushko added.
She referred to global estimates according to which 63% of employers call the shortage of soft skills a barrier to business development, 67% of companies are looking for flexibility and adaptability, 61% — leadership and social influence, while demand for social and emotional skills will grow by another 24% by 2030. According to the recruiter, currently 75% of an employee’s long-term success depends specifically on soft skills, while hard skills account for only about 20%.
At the same time, Director of LLC “Formatsiya” Mykola Hoi noted that for a business built on communication with clients, partners, dealers, manufacturers, and suppliers, the direct transfer of decisions to AI is extremely limited. According to him, in his company, which operates in the field of solar energy, about 95% of working time is precisely work with people, and therefore template algorithms are not capable of fully replacing live contact either in sales, in team selection, or in the development of marketing solutions.
“In business, artificial intelligence can be used, but only if its limits are understood very clearly. Founding a business, selecting a team, marketing, sales, work with the client, and rapid decision-making in a changing environment remain the zone of human responsibility, because here what is needed is not templates, but knowledge, experience, and understanding of another person,” Hoi stressed.
He added that the use of AI in HR processes can lead to mistakes if a company tries to assess candidates only by formal features, without giving a person the opportunity to reveal their potential in live communication.
Separately, the participants noted that the Institute of Psychology and Entrepreneurship is focusing on specialties that, in the opinion of the organizers, are least susceptible to automation: personnel management, communicative management, and psychology. The institution reported that the cost of bachelor’s studies is UAH 42 thousand per year, and at the college — UAH 28 thousand per year; cooperation was also announced with partners in the Baltic countries, as well as in Poland, the UAE, and Brazil, where students can undergo internships. Thanks to the ontological approach, which helps develop the personality, and the combination of psychology with up-to-date knowledge from business practitioners, the institute’s students comprehensively develop personal and professional skills. This helps them become high-level managers and not be dependent on technologies. This level of training allows students, starting from the second year, to work in business projects in their professional specialty.
Summing up the discussion, the experts agreed that Ukrainian higher education and MBA programs can no longer ignore artificial intelligence, but also should not make it an end in itself. It is not about a struggle between human and machine, but about a new distribution of roles, in which AI takes over routine, analytical, and technical functions, while strategy, ethics, creativity, empathy, team management, and responsibility for decisions remain with humans. It is precisely these qualities, in the opinion of the event participants, that will determine a specialist’s competitiveness in the next 5–10 years.
AI, EDUCATION, Formatsiya, HR, INSTITUTE OF PSYCHOLOGY AND ENTREPRENEURSHIP, IRAIDA ZÁITSEVA; CAPOLAVORO GROUP, LEARNING, MARIA FURMAN, MYKOLA HOI, RECRUITING, SOFÍA VORUSHKO, WESLEY LACERDA; 3S AGENCY
International support, the development of vocational education, and the rapid implementation of practice-oriented educational solutions are critically important for maintaining the competitiveness of Ukraine’s agricultural sector, which, despite the war, remains a key source of foreign exchange earnings and one of the drivers of the economy, stated participants at the press conference “International Partnership for the Development of Education in Ukraine’s Agricultural Sector.”
During the discussion, speakers emphasized that the agricultural sector is increasingly facing a shortage of personnel, the need for staff retraining, adaptation to new EU standards, and demand for modern digital knowledge—from post-harvest grain processing to artificial intelligence technologies in agricultural production.
Maksym Urakin, founder of the Experts Club information and analytical center and deputy director of the Interfax-Ukraine agency, emphasized that under current conditions, the development of education in the agricultural sector is directly linked to issues of the country’s economic stability.
“Today, Ukraine’s economy depends to a significant extent on assistance from international partners, and this must be stated plainly. But Ukraine cannot build its future solely on external support, so we need industries that generate foreign exchange revenue, sustain employment, and form the tax base, and the agricultural sector remains precisely such a sector,” he emphasized at a press conference at the Interfax-Ukraine agency on Tuesday.
According to Urakin, one example of such a practical partnership is the launch of the online course “Application of Artificial Intelligence Technologies in Agricultural Production,” implemented by Experts Club in collaboration with AgriAcademy at the initiative of the EBRD as part of food security support programs. He emphasized that solutions allowing Ukrainian farmers not just to talk about innovation but to translate it into concrete business tools are particularly important.
“The goal of this course is to shift the conversation about artificial intelligence from the level of abstractions to the level of concrete business solutions. Today, Ukraine needs a new system for training farmers—one that is more technologically advanced, systematic, and combines international best practices, business expertise, and applied tasks,” noted Urakin.
In turn, Oksana Yurchenko, project coordinator at the FAO Investment Center in Ukraine, emphasized that the labor shortage in the agricultural sector is a chronic problem that has not disappeared either after the pandemic or amid a full-scale war, and therefore, accessible remote learning formats are becoming one of the few realistic ways to quickly improve workers’ qualifications.
“The shortage of skilled workers in the agricultural sector has been, is, and will continue to be one of the key challenges. It is often difficult for farm workers to attend in-person training due to their schedules and the remote locations of their farms, so the industry needs accessible, practical, and flexible training that can be completed without taking time off from work,” she noted.
Yurchenko noted that the AgriAcademy platform was created in response to a request from major agribusinesses and international partners for systematic training for the sector amid the war. According to her, the platform already hosts over 40 courses, which are developed in collaboration with businesses, Ukrainian and international experts, and adapted to the sector’s current needs. Particular emphasis is placed not only on crop production but also on livestock farming, where requirements for biosecurity, animal health, welfare, and compliance with European standards have risen sharply.
“If we look at the number of diplomas and certificates issued by the AgriAcademy platform, we’re already talking about over 3,500 documents. At the same time, the number of registered students who are still taking courses or plan to complete their studies is approximately three times higher, which indicates a steady growth in interest in the platform,” Yurchenko reported.
She also noted that as of January 1, 2026, mandatory animal welfare requirements will apply to all agricultural enterprises that keep animals, and therefore the demand for specialized training will only increase. According to the expert, the courses on the platform are not yet legally mandatory, but they are effectively becoming an important practical tool for the correct interpretation and implementation of new regulations at enterprises.
Rodion Rybchynskyi, Director of the “Flour Millers of Ukraine” Association and a grain sector expert at the UN FAO, noted that the staffing problem affects not only agricultural production but the entire agri-food sector, including processing and the food industry, where automation of many processes cannot yet replace human labor.
“The labor shortage in the food industry is even more acute today than in agricultural production itself. Unmanned combines or tractors can already be used in the fields, but no one has figured out how to produce bread, grains, pasta, or other food products without people, so the issue of staff quality and knowledge is the number one challenge here,” he added.
Rybchynskyi emphasized that in the context of European integration, food industry enterprises must not only seek out employees but also quickly upgrade their qualifications in accordance with new regulations, technological requirements, and quality standards. That is why, he said, educational platforms such as AgriAcademy must develop in parallel with formal education.
The expert also noted that a course on post-harvest processing and grain storage is already available on the platform, and a course on processing grain crops is expected to be released soon. At the same time, as the expert emphasized, the main goal of such programs is to provide specialists with a solid foundation, without which innovation is impossible.
Maksym Hopka, head of the “AgroKebeti PRO: Grains and Oilseeds” project at the UCAB association, stated that retraining, short applied programs, and training with a practical component are currently among the most effective tools for addressing the labor shortage in the agricultural sector.
“Today, the agricultural sector in Ukraine is facing a serious labor shortage, so rapid, practice-oriented educational solutions are becoming crucial. Our approach is not just about training, but about developing a new quality of human capital for the agricultural sector by combining theory, practice, and direct interaction with businesses,” he noted.
According to Hopka, nearly 984 people registered for training under one of the programs, and 552 have already completed it. Some participants also completed the practical component, after which some graduates found employment or continued working in a related field within the industry. He noted that special attention in such programs was given to internally displaced persons, youth, people with disabilities, and war veterans.
Gopka also emphasized that it is important not only to create new educational products but also to ensure their close connection with higher education institutions. He reported that, as part of educational projects, more than seven memorandums have already been signed with leading agricultural universities, and certain programs are being implemented as supplements to master’s degree courses with the involvement of business representatives and foreign educational partners.
Serhiy Shylko, founder of TATFooD and a recruitment media agency, commenting on the situation in the labor market, noted that for employers in the current conditions, the main challenge is not simply finding a specialist, but the ability to retain an employee by offering them stability, clear working conditions, and opportunities for professional development.
“Today, success in the agri-food business is determined not by the search for the perfect specialist, but by the ability to become an integral part of a person’s life, providing them with stability and a sense of purpose. A production technologist must now serve as both a mentor to line staff and a process manager, so training platforms should help adapt specialists to new working conditions,” he said.
Shilko also emphasized the importance of the concept of lifelong learning and noted that the market already needs programs that employees can complete alongside their work, without a prolonged interruption in the production cycle. In his view, public and private initiatives in this area should not duplicate one another but rather address different segments of demand—from blue-collar professions to modern digital competencies, which are currently lacking even in formal retraining programs.
During the discussion, the speakers also focused on the state of academic education. They noted that the traditional system of workforce training in many cases is no longer keeping pace with the pace of change in the industry, particularly due to a weak material base, low teacher salaries, and a lack of sufficient resources for laboratories and modern equipment. At the same time, as the participants noted, it is precisely the alliance of business, universities, and professional associations that can become the model capable of producing tangible results.
Rodion Rybchynskyi cited examples of involving faculty from specialized Ukrainian universities in developing and teaching courses, as well as business collaboration with universities in creating modern laboratories, particularly at specialized higher education institutions. Participants in the press conference agreed that without such a partnership, a full-scale renewal of the workforce for the agricultural sector would be impossible.
A separate topic was the issue of potentially bringing foreign workers to Ukraine amid a labor shortage. Representatives of the processing sector noted that there is already some demand for such workers, but in practice, it often runs into obstacles due to immigration laws and organizational challenges. At the same time, according to Oksana Yurchenko’s assessment, while such a scenario is partially feasible for processing and certain production sectors, it is unlikely to become widespread in the livestock segment.
Overall, the participants of the press conference concluded that, given the war, demographic pressures, and tougher competition in foreign markets, the agricultural sector can no longer rely solely on traditional approaches to workforce training. In their view, international partnerships, digital educational platforms, short practical programs, business involvement in training, and the modernization of academic education should form the basis of a new workforce model for Ukrainian agribusiness.
AGRO, EXPERTS, EXPERTS CLUB, FAO, Flour Mills of Ukraine, GRAIN, MAXIM GOPKA, MAXIM URAKIN, RECRUITING, RODION RYBCHINSKY; AGROKEBETI PRO, SERGEY SHILKO, TATFOOD, ОКСАНА ЮРЧЕНКО
