A recent panel discussion titled "AI-Powered Personalisation: From Digital Dreams to Learning Realities" has explored the transformative impact of Artificial Intelligence (AI) in Learning & Development (L&D). The event brought together industry leaders to discuss AI's potential to reshape workplace learning, how it can facilitate personalisation, and the challenges organisations face in utilising AI effectively.
The discussion commenced with Piyush Raghuvanshi, Head of Human Resources at APNA, emphasising AI's growing role in everyday L&D practices. “AI can help streamline the learning experience by creating personalised pathways for employees,” he explained. By analysing unique learning behaviours, AI can recommend specific courses and mentors, thereby optimising L&D programs to meet individual needs rather than adopting a one-size-fits-all approach. “It’s not about automating learning, but about optimising it to be more relevant to each learner’s needs,” Raghuvanshi added.
However, the discussion also highlighted the limitations of AI in certain areas of learning. Rocky Sasmal, Chief of Staff and Senior Leader for Talent and HR Programs at Lowe’s India, pointed out that while AI can efficiently manage administrative tasks like course suggestions, it may fall short in capturing the nuances of human interaction essential for effective leadership development. “AI can certainly make learning more efficient, but it lacks the ability to understand context in the same way a human mentor or leader can,” he cautioned.
Fouzia Kumar, Global Head of Talent Management at HSBC, contributed to the dialogue by discussing how AI fosters a culture of continuous learning and reduces the stigma associated with failure. She noted, “AI has the power to create personalised learning experiences that can cater to an individual’s unique learning style. But more importantly, it can reduce the stigma around failure by providing feedback in real time.” Kumar elaborated on how HSBC leverages AI to identify skill gaps among employees and tailors development programmes accordingly. “AI helps us assess what skills an individual is lacking and tailors development programs to address those gaps," she stated, underscoring the departure from traditional training methods.
The panel also delved into the significant role data plays in the AI-powered learning ecosystem. Sasmal highlighted the necessity of high-quality data for AI to function effectively, “AI’s potential in L&D is directly tied to the quality of data it’s given. If we feed AI fragmented or poor-quality data, we risk providing employees with irrelevant or incorrect learning paths.” Raghuvanshi concurred, stating that the effectiveness of AI recommendations improves with the volume and quality of data processed.
However, Kumar noted that challenges remain in data integration, leading to isolated information that hampers AI's utility. “We need to build better infrastructure to capture and connect data points across various platforms. Only then can AI truly personalise the learning experience at scale,” she argued.
Despite the optimistic outlook for AI, all panelists recognised the importance of maintaining the human aspect in L&D. Raghuvanshi emphasised that AI should serve as an enabler, allowing L&D professionals to focus on more strategic and impactful initiatives. “AI can handle the heavy lifting of administrative work,” he said, enabling professionals to design meaningful learning experiences.
Sasmal reinforced this idea, insisting that AI should enhance rather than replace human interaction. “The future of L&D is about blending the efficiency of AI with the empathy and insight of human coaches and mentors,” he noted.
As the conversation shifted towards the future of AI in L&D, Sasmal introduced the concept of agentic AI, which could take on a more proactive role in training development. “In the next five years, I envision a world where AI becomes an integral part of every employee’s learning journey,” he predicted. Kumar added that the successful integration of AI into daily workflows is essential, stating, “AI must become a part of everyday activities, nudging employees to learn new skills as they go about their tasks.”
In summarising the discussion, the panel reinforced the potential of AI to enhance L&D through more personalised, efficient, and effective frameworks. “AI is not a magic bullet. It’s a tool that, when used correctly, can unlock new levels of learning and development,” said Rao, encapsulating the core sentiments of the panel. To capitalise on the capabilities of AI, organisations must ensure they have the necessary data architecture and human elements in place, thereby paving the way for a future where learning experiences are not only efficient but also aligned with real business outcomes.
Source: Noah Wire Services