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The impact of AI on corporate learning processes

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The application of some kind of Artificial Intelligence in learning processes is not exactly new. For several years, companies operating in the Learning & Development segment have been looking for ways to optimize their solutions using algorithms, machine learning, virtual assistants, robust LMS programs, etc.

All of this, in one way or another, can be considered a form of AI and many of these devices have collaborated to make the learning experience more fluid, intuitive, and, why not, fun.

Enter 2023.

It seems that we are on the verge of a big, huge leap, when we talk about AI in general and also with a focus on L&D, doesn’t it?

And, oddly enough, we’re not talking “just” about bots, ChatGPT, Bard, Adobe Firefly, or any other solution that some big tech has released in recent weeks.

We’re talking about a true revolution in the way training is built in the first place. And, even if everything is recent, there are those who are making it happen, as is the case with ReFrame Learning.

As Renato Gangoni, CEO of the company, explains in a very didactic way, it is possible to divide the evolution of Artificial Intelligence into three very distinct stages. “First came what I call the ‘secretary’, virtual assistants and chatbots, which, through a process of machine learning (still rudimentary), helped in the communication and presentation of some content for students and participants. Now we’ve reached a stage where tools like ChatGPT, Bard, etc. are much more sophisticated and elaborate and are capable of helping to produce and improve much of the training content, as well as offering some valuable insights. And there is a third stage, which for me is the most interesting and fascinating, which is when Artificial Intelligence starts to help you formulate the training strategy itself. This is where the full potential of AI is harnessed by those working in L&D”, he says.

Artificial intelligence helps in strategy

Yes, in addition to purely operational functions, in which AI serves as a tool for communication with users, or even collaborating in the construction of the contents themselves, there is another way being built in which Artificial Intelligence contributes to the elaboration of strategies of learning, something much more sophisticated and that can, in fact, bring a great impact to organizations and the way human capital is developed.

“I see a lot of people worried about the possible obsolescence of L&D professionals and the replacement of labor, in general, by Artificial Intelligence, but I don’t think that should be the focus. At least in that first moment, until this model is better trained and developed, I see much more acceleration and optimization of processes. People will continue to be fundamental, the question is what should we learn so that we can have AI as a great ally in operational, tactical, and strategic processes in L&D”, tells Gangoni.

In practice, the application of AI even before the training itself, in the diagnosis and planning phase, helps to enhance the process as a whole, after all, the whole part of data analysis, isolation of variables, establishment of KPIs, tests and analyzes of a control group, becomes feasible under a prediction approach as well. That is, Artificial Intelligence can anticipate many of the barriers, inconsistencies, and challenges that will appear in the subsequent stages of training and already offer new paths and solutions so that the training strategy is designed in the most assertive way possible.

That is why the key to this issue does not lie in placing Artificial Intelligence as a villain (or heroine), without question, but in understanding how it can serve the greater purpose of any training: to lead people to access new knowledge and adopt new attitudes to perform better, generating more results.



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