In an ever-evolving environment of learning and development, artificial intelligence (AI) is emerging as a transformative force. HR specialists and industry leaders recognize the potential to revolutionize learning at work, improve knowledge retention, and support employee professional growth. However, like any technological advancement, there are exciting opportunities and caveats to consider.
Stella Collins, Chief Learning Officer and co-founder of Stellar Labs, emphasizes the importance of asking the right questions when integrating AI into learning delivery platforms. At Stellar Labs, we seamlessly weave AI into our learning platform by generating learning content and designing test questions. These questions are added to a pool of spaced and repeated questions to help people remember what they have learned over the long term.
Robin Hoyle, Head of Learning Innovation at Huthwaite International, highlights working with organizations to integrate AI chatbots into their training programs. This AI-powered chatbot helps learners plan their actions, reflect on their progress, and overcome barriers to applying their newfound knowledge. It’s still in development, but the impact of this innovation will be observed and shared when it goes live in the summer.
Hoyle says one of Huthwaite’s clients is using AI to measure changes in organizational behavior. For example, as people complete the learning process of selling or negotiating, the AI evaluates and compares interactions with internal customer relationship management systems (CRMs). The data are now quantitative. For example, how much data was added to her CRM fields related to a particular client opportunity compared to the seller’s previous CRM usage and her untrained colleague’s CRM usage. is. Early stages of this approach are promising, but data sharing and further investigation are needed.
Some concerns remain…
But amidst the optimism surrounding AI, there are also concerns that warrant attention. Leading learning and education research figures such as Baroness Susan Greenfield, Eric Cofield and Daniel Willingham expose the idea of tailoring training to specific learning styles. They found that attempts to tailor training content to the expected learning styles of trainees did not have a positive impact on trainees’ learning abilities and often inhibited trainees’ learning experience and depth of knowledge. They argue that means of assessing someone’s learning style should be more robust.
It is also imperative that AI systems are built on the beliefs and values of the people and organizations that created the algorithms that help AI “learn” and provide it with intelligence. If a hand dryer designed by a western company doesn’t work when faced with black skin (not because the designer was racist, but because the designer and the people who tested his AI-powered hand dryer were all white. ), there is a problem.
This issue is known but not yet fixed. Until it’s fixed, care should be taken to extend the scope and application of AI to the world of L&D.
Adopting AI tools in a world striving for diversity, equality and inclusion requires careful consideration to avoid perpetuating outdated perspectives.
Meanwhile, AcademyOcean CEO and founder Vladimir Polo points out that more than 50% of companies are now using AI to train their employees, according to a study conducted by Deloitte. Many AI use cases range from the very sophisticated to the simple. A simple example is using AI in recruitment to find the right person for the job and eliminate bias. A more advanced example might be AI recommending learning content based on information about corporate training within an organization.
People Alchemy CEO Paul Matthews aptly captures the uncertain yet exhilarating nature of advances in AI. As technology continues to accelerate, the possibilities of AI will expand exponentially. Current limits may be superseded by breakthroughs in the next 12 months. I couldn’t even imagine a cell phone, except for the sci-fi movies that looked the same as when we didn’t have cell phones and seemed like a fantasy.
Jo Cook, founder of Lightbulb Moment and a specialist in live online learning, sees the relevance of AI in enhancing descriptions and titles that are more readable and engaging for people. She leverages tools like ChatGPT to open up for help in areas where her expertise is limited. However, Cook feels that if someone’s expertise and work experience is niche and stands out, it doesn’t help much, she feels.
When it comes to workplace learning, AI, when properly embedded in applications, can help people get what they need and stay in the flow of work. However, it should be noted that AI depends on the quality of the data it receives. ChatGPT, for example, can tell you about your learning style, although there is no empirical evidence.
AI has huge potential to revolutionize workplace L&D. HR specialists and industry leaders recognize its ability to enhance learning experiences, improve knowledge retention, and support employees in their day-to-day work. That said, we must be careful not to fall prey to ineffective practices and inherent prejudices.
Interview by the corporate training platform AcademyOcean
