Learning and development (L&D) has gained momentum on social media, with mentors and leaders discussing the importance of constantly improving knowledge. However, many organizations continue to have a one-size-fits-all approach to training and development. We’ve seen it happen often; the training framework or type of training either does not appeal to the employees or does not fit their needs.
For example, some team members may respond to tactical learning. Employees may vary from visual to auditory learners. Therefore, organizations must align learning and development to what the employees respond to because not doing so impacts knowledge retention. Lack of knowledge and skills will directly impact employee productivity.
Any trainer will tell you that personalizing learning experiences is not an easy task. Devising what, when, where, and how to learn to meet each employee’s skills, interests, needs, and strengths is extremely difficult. Fortunately, artificial intelligence (AI) provides solutions that are easy for professionals to adopt.
What AI does for learning
The role of AI in learning and education is multifaceted. It ensures personalization through adaptive, intelligent, and accessible learning methodologies. We’re exploring some of the important aspects of these methods below:
Makes it adaptive
Adaptive learning operates in an environment where systems orchestrate, deliver, and update customized learning based on each interaction and performance. It dynamically adjusts content, pace, and activities based on real-time data and predictive modeling. AI techniques such as machine learning, knowledge graphs, and recommender systems power these systems.
AI-driven knowledge graphs tailor training at the ‘knowledge point’ level, refining the model as learners engage and continuously update learning paths. Real-time analysis of the performance data tags concepts to customized recommendations, which in turn promotes better retention. Moreover, it’s possible to adjust content difficulty behind the scenes without any noticeable changes to the framework.
Facilitates intelligent learning
The diagram below captures how AI makes learning smarter across three key components:
Simulation enables the creation of real-world scenarios, where testing and applying the learned skills reinforce the training. Tracking knowledge progression using predictive analytics helps forecast issues based on previous performance, enabling AI and machines to adapt modules to learners’ interests and requirements.
Enhances accessibility
AI makes training modules more accessible through multimodal AI. Multimodal learning, as defined by the E-learning industry, involves teaching through visual, auditory, reading, writing, and kinesthetic methods, improving retention and understanding. Employees are learning with the flow, smartly managing the new challenges without impacting daily productivity
Essentially, training can happen outside physical modules and books by integrating videos, audio, images, text, code, and more. Creating diverse learning styles and needs is imperative as this is particularly useful for people with disabilities and for diversity and inclusion.
Future directions
The current scenario for personalizing learning experiences in organizations, especially enterprises, is being shaped by AI. It’s positioned to target emerging technologies and evolving workplace needs. The rapid adoption and spread of AI by enterprises has also triggered the need to accelerate AI literacy, including across legacy systems gentrified by AI.
Outsourcing partners have set the tone for AI to become integral to organizational training. The essential thing to remember is the human element. In training, mentorship, fostering curiosity, and supporting learners through their training journeys are some areas where the human element is pertinent to the success of a process.
At TP India, we are already seeing organizations use generative AI (GenAI) to create customized training materials, such as role-specific case studies or interactive quizzes. The capabilities of Gen AI have significantly reduced the training material development time. Yet, this is one area where leaders, while adopting AI to create learning resources, cannot leverage AI’s full potential in personalizing learning experiences.
There is one guarantee, though: AI’s role in learning will evolve constantly and continuously. We are still in the nascent phase of this revolutionary technology, and the future is a vista of opportunities and growth. While AI advancement is integral to organizations, its role in L&D will become pivotal to their success.
For instance, Gen Z employees may say, “We don’t like how training is delivered. We want to be in charge of our L&D.” The influx of employees from the generation that’s grown up on AI may use the technology in ways that not only benefit the organization but are also targeted at tapping into the potential of AI.
Conclusion
AI is revolutionizing organizational training and development by personalizing learning experiences that are adaptive, intelligent, and engaging. By leveraging AI, organizations can address the limitations of traditional training methods, improve employee engagement, and foster a culture of continuous learning.
However, successful implementation requires addressing challenges like bias, data privacy, and integration issues while ensuring ethical and inclusive practices. As AI technologies continue to advance, their role in shaping the future of organizational learning will only grow, promising more effective and tailored training programs.
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