slowly come closer to the end of 2019, it’s that time of the year again to look
at what ‘was’ and what ‘will be’ in the year to come. Every year brings with it
a flurry of new trends, mostly driven by emerging technologies and innovations,
which transform employee training just a little bit every time.
With the global eLearning market on a growth trajectory and poised to touch $15.72 billion by the year 2021, it is up to organizations and L&D leaders to get ahead of the curve and start planning and strategizing to leverage the newer learning and learning technology trends for the coming year/s.
next few weeks, we will take a detailed and comprehensive look at what L&D
leaders must embrace and what they need to let go of in 2020 and beyond- be it
in terms of eLearning, learning delivery, employee engagement, new and emerging
technologies and more.
In Part 1
of this series we explored the value in leveraging Big Data, Learning Analytics & Reporting in 2020 and beyond. Today, we explore the role of Artificial
Intelligence (AI) in corporate learning.
Role of Artificial Intelligence
about time L&D leaders step up their game and realign themselves with the rapid
technology advancements to optimize their
training impact, enhance the learning experience, and develop new strategies to
take advantage of emerging technologies, especially Artificial Intelligence
to Gartner, AI bots will power 85% customer
service interactions by 2020, while 20% business
(training) content will be created by AI. With the availability of limitless amount
of data in organizations waiting for analysis to draw actionable insights,
there is no doubt that AI will have a massive impact on L&D.
is enabling L&D leaders to offer training content and delivery in ways that
was unheard of before. AI can help L&D personalize content to suit learners’ needs by recommending
appropriate content, based on learning
patterns, style and behaviors and role-based learning, as well as auto-generate
learning content in real time. In terms of engagement, AI-enabled adaptive/ personalized learning has the potential to
transform employee engagement.
it is also important for organizations and L&D leaders to first understand
the concept of AI, its advantages as well as limitations, before deriving
conclusions on the capabilities presented by the technology.
of People Matters TechHR 2019 panel discussion, I had the opportunity to speak
about AI and employee engagement– ‘Anything
that is measured is data and anything that is data can be processed and
analyzed. AI algorithms can be written to make sense of the large amount of learners’
data, which can then be used to combine and analyze data from various systems.
Using machine learning, data science and better understanding of learners’
needs and behaviors, real-time and intelligent insights can then be drawn.
a constant calibration and re-calibration of the AI algorithms will keep the
analysis relevant and correct. For instance, AI can figure out which employee
or team shows varied engagement levels and what areas need more improvement.’
Solutions in 2020 & Beyond
into 2020, it is wise to remember that AI is still in a rather nascent stage in
its development in corporate learning. Tools and solutions for a wide range of
business services are still widely unavailable. Global tech companies are laying
the groundwork and readying platforms which can be used to create solutions
that use AI, but data still remains the most important part and its analysis in
terms of the domain.
said that, AI-powered solutions are popping up everywhere in the learning
industry in the form of Chatbots, predictive analytics and behavior mapping
tools, along with learning content development, training delivery, L&D operations
are fast becoming much valued assets in the talent-war to gain competitive advantage.
Organizations are feeling the need to leverage varied skill-sets, while the demand
for skills itself is constantly evolving. But, adapting to an AI-led workplace isn’t
much about more training, but rather, reskilling and upskilling and ‘new’ training. And, AI-powered solutions will play a key role in
identifying skills gaps in the workforce, recommend skills training and ensure
a future-ready workforce.
application of AI is seen in the emergence of Learning Experience Platforms (LXPs).
According to industry analyst Josh Bersin, “Today
learning is about ‘flow’ not “instruction,” and helping bring
learning to people throughout their digital experience,” adding
that L&D must focus on ‘experience design’ and ‘employee learning journeys’
and data-led solutions.
each organization has its unique training needs and goals, there are few common
benefits of leveraging AI-powered solutions in training-
- Training Content Development
Data-driven learning content development is an emerging AI
application in L&D. Content development tools integrated with AI can assist
Instructional Designers create content, based on suggestions such as
storyboards, text, graphics, etc. derived by the AI to make the learning
content more engaging and effective.
- Training Need Analysis (TNA)
Infused with AI, learning platforms like the Learning
Management System (LMS) can leverage its analytics data to make recommendations for training effectiveness by identifying training programs that can be upgraded for
better learning outcomes.
- Natural Language Processing (NPL)
With machine learning and deep learning, AI can understand any
and all languages to enable voice-based content creation as well as delivery,
making the whole mechanism much faster.
AI can be leveraged to offer a Virtual Instructor to learners
for simpler courses, while it can work in tandem with L&D professionals to
develop complex training materials like certifications.
As data is at the centre of any AI application, collecting
learners’ data in the form of surveys, feedback etc. will foster an improvement
cycle, where AI will automate the feedback collection process (via a Chatbot), while
also providing insights by identifying popular courses and improvement areas.
venture in to the New Year, it is important to remember that these are some of
the existing applications, while additional use-cases are sure to slowly pop up
with AI gaining a greater foothold in more enterprise solutions.
the advantages of AI are manifold. However, the key is to approach AI in
learning by identifying a specific problem and then figuring out how AI can
help with the solution. Businesses as well as the workforce need to show their
readiness to be agile and warm-up to AI and automation, and reskill/ upskill to take up advanced roles and responsibilities. More importantly, organizations and employees need to
foster a learning culture, maximizing the desire to learn over a lifetime in
order to successfully integrate AI in corporate learning.
in the series, we will explore the emergence of Learning Experience Platforms
(LXPs) and how learners stand to benefit from leveraging them to reskill/
upskill for the future of work.
Amit has played a key role in bringing an innovative approach to the traditional Learning Management System (LMS) and has been instrumental in putting UpsideLMS on the global map.With over two decades of work
experience across IT and eLearning, Amit has a wealth of knowledge and hands-on experience in start-up management, project management, technology solutions consulting, and technology solutions architecting and development. At UpsideLMS too, Amit continues to wear multiple hats as the key idea generator for UpsideLMS' tech-ops team, a Sales and Marketing orchestrator, a learning technology solutions consultant for his clients and prospects, a sounding board of ideas for his team of experts and a mentor for all the function heads. All product offerings birthed and led by Amit, be it the Learning Management System or the Mobile Learning Apps, have been disruptors in the eLearning industry and ahead of their times.
Amit is an active contributor to the company's blog and many eLearning forums. He has been profiled by Learning Solutions, a leading industry publication and the official online publication of the eLearning Guild, for its 'Leaders in the Limelight' series. He distils his expertise and experience into articles, which are regularly published in leading L&D and HR publications across the world.
Amit has spoken at various L&D events in the US, has co-hosted webinars alongside leading industry experts and has authored eBooks on Learning Management Systems. He has served as a judge for the Brandon Hall awards in 2002 and 2004. Amit holds a bachelor's degree in Computer Science (NIT–Kurukshetra) and a Masters in Business Administration (IIM – Lucknow).
Connect with him on LinkedIn.