October 19, 2019

AI in Training, Learning and Development: 5 HR Technology Best Practices for Every Company

AI in Training, Learning and Development: 5 HR Technology Best Practices for Every Company

AI and Automation have digitally transformed all major operations in an organization. Enterprise software developers have been working on Artificial Intelligence (AI) to help organizations save time, human resources and cost of Operations. AI in Training and Development is slated to become a powerful avenue for the HR Technology industry. AI is going to be a training and development platform for the year 2019 and 2020. As we move forward into the year 2019, HR Technology providers are constantly looking at bringing AI to the center of every Human Resource Capital Management platform. It’s an opportunity for everyone to use AI to design a learning and development strategy framework.

In the complex mix of technology, processes and business values within an organization, AI developers seem to be taking a cautious approach toward Training, Learning, and Development (TLD). In this article, we tell you about the best practices you can adopt for TLD programs using AI, Machine Learning and Automation.

Leverage AI in Training, Learning, and Development to Deliver Personalized Digital Learning Experience 

Most businesses are transforming their digital journeys. HR Technology for TLD programs can make this transformation easy and seamless. Personalized learning and development is a key requirement for HR teams to manage talent and skill gaps successfully. Traditional TLD programs are considered dull, costly and non-conducive for business-centric processes. AI can help TLD teams to build personalized digital learning programs that an employee can access anytime, anywhere on any device.

Read More: IP Telephony: The Future Of Cloud Telecommunications

Tech-Based Social Collaborative Learning and Development

Collaborative learning and social learning are intertwined with each other in TLD courses. People who work together also learn from each other. In contrast, people don’t learn from technology. That’s where AI in TLD becomes so relevant to HR Technology adoption at a global scale. Given AI’s unbiased and personalized delivery, employees can really collaborate with humans and technology interfaces equally. An organization that adopts collaborative learning with tech-based personalization can expect better results from their TLD courses.

Micro-Learning using AI, Augmented Reality and Virtual Reality (AI + AR/VR)

What is Micro-Learning in training and development programs?

Micro-learning can be defined as the adoption of small units of structured content (text, video, images and live messaging) designed to drill down an idea or topic in a repetitive manner. There are currently no anecdotal disadvantages or complaints against micro-learning in TLD except this–

Human Trainers have to manage hours of Micro-Learning modules with little or no scope of personalization; leaving learner to perils of practical applications and examinations to test his/her knowledge. That’s why AI in Micro-Learning becomes an essential technology. Combine this with the digital twins within artificial intelligence and employee training — and voila, you have a powerful Micro-Learning platform for TLD programs.

By adding AR and VR to the ‘AI’s mix of things’ in Training, Learning, and Development, HR Managers can throw open a wide range of practical examples to workplace collaboration. This is the best way to sustain long-term learning goals without losing sight of the short-term objectives.

Together with AI, AR and Virtual Reality offer learners an extremely engaging and immersive corporate experience. However, without human trainers wanting to leverage these technologies, there is a major danger that enterprise-level TLD will miss the impactful benefits of 360-degree digital experience.

Use AI for TLD Analytics with Real-Time ROI

Today, we rely on technology to set performance goals. Every action can be measured using metrics and analytics. Using AI and Machine Learning algorithms, companies can measure the ROI from their TLD programs. These can be broken down at micro-levels for every participant in the TLD process. For instance,

  • Learner

Pre-training ranking: Based on the current competence and skills, each learner can be accurately aligned to a TLD program. For example, if a shop-floor manager needs to be sensitized to a new time management module, he/she can be provided with a TLD on that particular new system only.

Post-training ranking: Using AI-based analytics platform for theoretical knowledge, practical application and collaborative learning,  each learner can be rated unbiasedly during and after every TLD session. This can help to ascertain if the learner has managed to fully satisfy the objective of the training course.

  • Trainer

Using AI-based analytics platform for time-management and quality of delivery, a trainer can be rated unbiasedly during and after every TLD session based on learners’ feedback and improvement in key operations’ performance.

  • Groups and Departments

Collectively, every team, group, and department can be analyzed using data analytics and data visualization techniques. This gets sophisticated as we scale the hierarchy of an organization.

  • Enterprise
  • Partners, Customers, and Consultants

Enterprises, technology partners and customers can also be included in a TLD for various activities to promote brand loyalty, technology upgrade, market research and so on. AI in TLD delivers a non-salesy experience to employees as well as customers.

After all, your modern employee and customers are always looking for opportunities to learn and grow their skills. With AI in TLD, this learning becomes friendly and relevant to current necessities of every leaner.

Read More: How AI is Changing The Way We Work and Personalize Tasks

Freedom to Choose AI for Employee Training

Freedom at workplace drive employees to test and try their own skills without any professional hindrance. The best pasture to test this ‘freedom’ at the workplace could start with their Training, Learning and Development process. Allow them to choose their own TLD packets. Do they want to learn about new technology? Do they wish to learn about diversity, inclusion and fair gender pay programs? Or, what is their next appraisal all about?

You may hunt down hundreds of TLD ideas, but letting your employees come up with their own TLD topics can save your tons of hours that go into designing relevant learning programs for a diverse section of employees. With the ‘Freedom to Choose’ options, your on-site and off-site employees would feel really close to your HR headquarters, no matter what. AI gives that empowerment to the organizations to allow their employees to train, learn and develop their peers and subordinates at an unprecedented scale of collaboration, competence, and relevance.

Read More: 4 Reasons Peer-to-Peer Recognition and Rewards Should Be the New Normal

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Sudipto Ghosh

Sudipto is a technology research specialist who brings 11 years of professional blogging and technical writing experience. He has developed cutting-edge content for over 100 websites and mobile applications. Our ‘Wordsmith’ is an engaging conversationalist and has done more than 200 interviews with some of the leading names in automobile, digital advertising, IT/ITES, medical technology, real estate, gemstone certification, HVAC, tourism and food processing industries. Apart from technical writing, he loves to blow off steam by chronicling stories about top medical professionals, innovators, spiritual 'gurus', gym trainers, nutritionists, wedding planners, chefs and off-beat hobbyists. The best place to find him beyond work hours— the shadiest underground gym in the city. He is an ardent sports buff and contributes with his witty live commentary too.