The modern workplace has different types of employment and people from different generations and geographies. Robots are another addition to this complex ecosystem. In this scenario, learning and development (L&D) professionals face the challenge of optimizing the potential of human resources in their respective organizations.
Janani Prakaash, Head HR, Quantela Inc., joined greytHR for a Parichay ‒ Ask the Expert session to discuss the transformative impact of AI in L&D. During this interactive session, she also explored how AI technologies can revolutionize the way organizations approach training, engagement, and business.
In this blog, you will read about the four common ways to enhance learning and development with artificial intelligence. The pointers are based on online research and insights drawn from the above webinar.
The learning and development (L&D) function has always involved a myriad of activities like research, transcription, paraphrasing, course creation, and translation, among others.
Back in the day, these activities required separate skill sets and entailed additional expenses. Artificial intelligence (AI) has begun to automate many of these tasks, making the lives of educators easier. Trainers can now generate text, visuals, audio, or video in a matter of seconds or minutes, not hours or days! AI also makes it easier to curate content from disparate sources to enhance the quality of training initiatives across the organization.
Different employees and employee groups have different training requirements. The preferred channels, timings, and styles can also vary at times. Even the capabilities of learners can be different. Physical training has limitations in terms of speed and scalability. AI offers L&D teams the power to personalize training programs as per the requirements of the learners. Some of the programs can be delivered via chatbots and virtual coaches. Augmented reality and virtual reality can create interesting simulations to enhance the engagement and experience of learners.
The learners’ actual proficiency can’t be evaluated accurately without an in-depth analysis of their knowledge level, skill sets, and intelligence. Manual assessments don’t always yield the desired results in terms of accuracy, speed, and consistency. Today’s learning management systems (LMS) and performance management systems (PMS) have built-in capabilities to assess a learner’s performance during and after a program. Since the competency levels of different learners are different, organizations must combine the right AI platforms and human interventions for the best results.
Gauging the success of every learning initiative may not always be easy for L&D teams. This can be achieved only by collecting and analyzing learner data continuously. Modern technology platforms use AI, machine learning, and neuro-linguistic programming (NLP) to assess performance, feedback, and learning history to generate intuitive reports. It is up to the L&D teams to glean insights from this data to improve their programs and the learning experiences of attendees. When this is achieved, it becomes simpler to predict future trends, make data-driven decisions, and calculate the return on investment of every program.
When it comes to learning and development, individual goals have to be aligned with the goals of the organization. Organizations have to empower L&D teams to harness the power of AI in creating personalized learning experiences, identifying skill gaps, and driving continuous improvement. L&D teams, in turn, have to work closely with the employees to make their initiatives impactful. Metrics like training time, cost, productivity, and impact on revenue are important for determining the progress of L&D initiatives. When organizations and L&D teams learn to leverage the full potential of AI, ROI is automatically improved and the impact on business becomes visible.
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