Discussing AI in Learning and Development with Dr. Steve Hunt

AI is the big thing for our age. But, do we truly understand what the two letters stand for? What can AI really do? And where do the limits stand? If you are a learning and development professional searching for these answers, you are at the right spot. We have Dr. Steven Hunt, a lifelong AI learner and the author of HR tech trifecta of books, speaking about AI in learning and development with Ashish, covering:

• What are the strengths and limitations of AI in HR practices today and in the future?
• What can AI do, what can it not do, and what might it be able to do in the next five years?
• What is the impact of AI on the learning and development (L&D) space, and what are the main applications and use cases?

And much more…

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Understanding AI in Learning and Development with Dr. Steve Hunt

• AI is essentially a sophisticated mathematical pattern recognition algorithm that can interpret data and spot patterns to make predictions or provide information. It can automate repetitive tasks.
• AI lacks wisdom, care, and the ability to make value-based decisions. It can help with decision-making but cannot ensure the decisions are correct. It cannot care for other people or make ethical judgements.
• Generative AI can be thought of as an “infinitely knowledgeable intern” who is eager to provide information but does not know whether the information is correct or not.
• The primary purpose of work has shifted from basic survival to knowledge and service jobs that focus on exceeding expectations, solving problems and making people feel good about using technology.

AI is changing the landscape of work by automating repetitive tasks, which frees up humans for more creative and caring roles. It is important to focus on tasks that are not repetitive. AI in learning and development is helping by:

• Identifying skills people need to learn
• Matching people to the right training resources
• Delivering microlearning experiences in the flow of work
• Democratizing coaching
• Capturing information from subject matter experts
• Enabling immersive virtual learning experiences

What should L&D leaders keep in mind while using AI?

• AI can help identify people’s potential based on existing skills. For example, a high school teacher may have similar underlying skills as a store manager.
• Organizations need to become early adopters of AI rather than waiting for it to mature, and they need to be part of the product design process with startups.
• AI is not meant to eliminate jobs, but to eliminate repetitive tasks and allow humans to focus on more uniquely human tasks, such as caring for others and imagining.
• Humans are wired for change and learning, whereas organizations can become resistant to change as they grow.
• AI blindly applies data, so biased data will lead to biased results. There is a need for regulation around the use of AI, similar to the pharmaceutical industry.
• Organizations need to rethink how they evaluate expertise and how they compensate people, especially for jobs that involve caring for others.
• L&D leaders should experiment with AI, find “true HR professionals” who are excited about using technology, and provide concrete examples of how AI can solve business problems to convince leaders to invest in it. Organizations must ensure they are using technology for effectiveness rather than familiarity.

Further reading: 7 Easy Ways to Use AI in Learning and Development

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