AI and the future of work and learning

Stewart Watts at D2L describes the transformational ways that learning at work is evolving

 

Innovation across automation and artificial intelligence (AI) technologies is reshaping the global workforce. While the impact varies across job functions, we can expect the majority of employees to experience the effects of automation in some way. As a result, a large cross-section of staff will require reskilling within a relatively short space of time.  

 

Recently, nine leading tech companies announced the formation of the AI-Enabled ICT Workforce Consortium, which will be led by Cisco to address the impact of AI on the tech workforce. This initiative aims to upskill and reskill workers most likely to be affected in some way by the growing adoption AI. It’s first project will be to produce a report outlining the steps that business leaders can take to prepare their workforce for AI-enabled environments. This aims to better link staff with training programmes to help them adapt to the evolving job landscape. 

 

Many of these tech giants, including Intel and IBM have existing commitments to skills training, particularly in AI. This new consortium, however, establishes a benchmark for the rest of the industry on addressing the ongoing talent crisis. 

 

Numerous questions remain regarding the implementation of these training programmes. A critical issue is what they will entail. As the current talent shortage focuses on technical skills, a top priority for enterprises will be to foster a culture of lifelong learning and establish the groundwork for more adaptable courses. In response, companies will need to continually revise and enhance their learning and development (L&D) strategies to meet evolving industry challenges.

 

A new era of L&D 

Given the rapid evolution of AI in the last year, L&D teams need to adapt quickly. Recent graduates or those just entering the workforce will need different skills compared to what was required just a few years ago. There is a notable gap between the skills currently taught by the education system and those demanded in today’s workplace.

 

To truly equip employees with lifelong skills, a significant shift in the delivery of education is necessary. Training programmes should be reviewed in accordance with ongoing business challenges and the demands of the current job market. Future courses should offer greater flexibility, providing tailored training programmes that allow workers to regularly update their skills and learn on their own terms.

 

What’s more, these programmes should enable organisations to customise skills sets for individual employees and adapt them as circumstances change. Training should be easily integrated into existing workplaces and accommodate busy schedules, allowing knowledge transfer through mentoring programmes that can build connections within teams and leverage the skills and strengths of the entire workforce demographic. 

 

Market ready skills

Modern employees often need a vast array of skills for a single job. To meet this demand, broader programmes, made up of shorter courses, such as micro-credentials, are essential. They can provide routes into alternative areas of work for employees who may wish to explore new opportunities or develop a broader set of skills at pace.

 

These courses can be delivered ‘on demand’ through flexible learning pathways that provide a way to rapidly upskill or train employees of all experience levels in targeted areas. 

 

In contrast to traditional training methods, a programmatic approach to learning emphasises continuous collaboration and feedback. Action-based blended learning programmes, which blend theory with practical application, allow employees to apply what they’ve learned in real-world scenarios, often extending over several months. This not only helps employees understand how their work relates back to overall business functions but also enhances knowledge retention.

 

Tailored learning 

Many organisations still find it challenging to pinpoint the exact needs of individual learners. While an approach may be effective for one person, it might not suit another. Understanding specific learning preferences is complex – so scaling this across an organisation without the help of technology is nearly impossible.

 

Modern learning platforms that utilise data analytics can be invaluable in this regard. Learning analytics allow L&D professionals to determine the types of content that specific employees are likely to engage with and provide tailored content such as videos, interactive quizzes and gamification to meet individual needs. This enables personalised learning pathways to be created for employees, delivering course materials in formats and contexts that work best for them.

 

Closing the skills gap and addressing the worker shortage will be challenging, particularly as AI continues to advance. Looking ahead, the focus should not only be on acquiring new skills but also on fostering the right mindset. Employees should have opportunities to re-enter the education system periodically to learn new things. Moreover, businesses need to embrace diverse and more flexible learning methods to prepare employees for emerging technologies.

 

If all stakeholders collaborate effectively, we can ensure that all courses and programmes incorporate useful skills, paving the way for training that truly meets the demands of the new digital economy.

 

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Stewart Watts is Senior Vice President, EMEA & APAC at D2L

 

Main image courtesy of iStockPhoto.com and Dimensions