HOW ARTIFICIAL

INTELLIGENCE (AI) IS
REVOLUTIONIZING
LEARNING AND
DEVELOPMENT (L&D)
PRACTICES

PRESENTED BY:
Shreya Maske 19020448084
Jhilik Pradhan 19020448094
Abhishek Ranjan 19020448080
Vipul Trivedi 19020448069
Lalit Bhonge 19020448151
EXECUTIVE MBA- BATCH B(WEEKEND)
 WHAT IS ARTIFICIAL
INTELLIGENCE (AI)?
•Artificial intelligence (AI) is now a widely used term for an extremely broad set of
technologies. AI, at its core, is about designing software to help make decisions. Human
intelligence is more than just the ability to make decisions that are based on past
experience. 
•Artificial intelligence is a field of computer science that aims to solve cognitive
problems commonly associated with human intelligence.
•In other words, AI enables machines to “think like humans,” and perform tasks such as
learning, problem-solving, reasoning, and language processing. Today, AI is being driven
by two fundamental technologies – machine learning and deep learning.
•AI can find patterns in big data to learn and show information to deliver solutions to
complex problems.
AI IN LEARNING AND
DEVELOPMENT (L&D)
In the current talent landscape, where skills have a
shorter shelf life than ever before, AI could prove to be
the game changer. AI is enabling learning platforms to
replicate the qualities of successful consumer content
platforms like Youtube and Netflix to improve learning
outcomes.
some of the key impact areas of AI in L&D include:
•Personalized learning pathways
•E-learning analytics
•Conversational interfaces
 OVERVIEW OF INDIAN L&D
INDUSTRY
• As Indian companies expand overseas, investments in training and development for
employees become a requisite for empowering them to compete at the global stage.
• By 2028, India is poised to become the third largest economy globally. However, one of the
key challenges in maintaining the growth momentum of the economy is to accelerate L&D in
an increasingly competitive business environment.
• corporates are increasing investment in learning and development activities to enable them to
better address today’s dynamic environment and the rapidly changing customer needs
• Approx. 82% of the companies surveyed consider L&D as a significant part of their
organisation and 89% . of the organizations in India are expected to increase in their
investment in terms of time and effort for the development of their critical workforce, going
forward.
• The overall L&D spend in India is way lower than that of developed countries.

• In order to ensure that Indian businesses can compete at the global stage, L&D strategies need
to be put in place to plug the skill-gap of the workforce.
 THE IMPORTANCE OF AI IN LEARNING AND
DEVELOPMENT
• AI is here to offer L&D a solid competitive advantage.

• By evolving to meet the expectations of the modern learner, it explores

limitless new possibilities.

• Discover the amazing potential and the exciting future of Learning and
Development through Artificial Intelligence.

• Improve the employee experience by creating chatbots that can immediately

answer frequently-asked employee questions.

• Quickly create customized learning programs , based on insights and data

gathered from AI.

• Immediately create active learning experiences from content like text

documents, slideshows, or videos.

• Use machine learning algorithms to make personalized learning

recommendations for learners

• Create a safe environment for trial-and-error learning by removing peers and

trainers from portions of the learning experience
 AI TRANSFORMS LEARNING INTO A
COMPETITIVE ADVANTAGE
• Data has long been coined the new oil, but data on its
own won’t power your organization’s learning engine.
• It’s now critical to transform the data collected by your
platform on your learners’ activities into actionable
insights.
• These are used to create unique experiences with
Artificial Intelligence (AI) in Learning and Development.
• All in all, AI brings the potential for more radical changes
due to its ability to make decisions and take action much
quicker than its human counterparts. 
 OLD L& D AND ITS DIS-ADVANTAGES
• In today’s workplace, accelerating technological advances and an increasingly competitive business environment make
training more important than ever. But with employees’ short attention spans and tight schedules, where does learning
fit? Traditional training is no longer convenient or effective for the modern worker, and they are in desperate need of
tools that make it possible to experience learning on-demand.

• Gone are the days of relying on lengthy courses or formal training sessions to learn. Today’s workers want continuous
accessibility of learning content through a variety of devices, immediate availability of information to provide just-in-
time answers, and small, digestible training assets that fit into short timeframes. Here are some ways on-demand
learning tools are being used to improve learning at your organization today:

• Provide a place where learners can find answers to questions by offering libraries of curated content.

• Offer learner-driven professional development opportunities using MOOCs .

• Promote learning in the flow of work by strategically delivering microlearning content

 CHALLENGES OF
TRADITIONAL L&D
Some of the common pitfalls of the traditional corporate training model that you are likely
to face are:

• Limited library of content: Most traditional L&D tools use long-format training

modules such as powerpoint presentations, seminars and classroom-style lectures.
And creating an hour of such training content takes a minimum of 43 -185 hours. This
limits the variety and freshness of your learning content.
• Lack of personalization: Since content creation and dissemination is so time-
consuming, your training sessions are usually generic and not tailored to the specific
needs of the individual employee.
• Not user-friendly: Most LMS solutions are too complicated for your employees to
navigate. This leads to poor user experience and difficulty in locating relevant content.
• Difficult to measure returns: Calculating training ROI involves time-consuming
data collection and data entry processes. And after all that effort, the results are often
ridden with errors.
• Not suited to the digital workforce: Training is not a one-time initiative anymore,
but an on-going process, owing to the change in employee behavior. Today’s
workforce with millennials and Gen Z prefer to self-manage their learning
experiences, according to a LinkedIn Learning report.
 THE PROBLEM OF
IDENTIFYING SKILL GAPS
Historically, an important reason that training
programs haven’t yielded the desired results is because
they’ve usually been launched without sufficient
knowledge of where the gaps in employee skills exist.
Millions of dollars have been invested in learning
programs without 5 actually understanding the
necessity and impact of these programs. With the rise
of the social enterprise, this problem has become even
more complex. Recent research by Deloitte Human
Capital Trends, in a report titled The rise of the social
enterprise, concludes that in the 21st century, careers
are no longer narrowly defined by 6 jobs and skills,
but through experiences and learning agility. However,
only 37% of the 11,000 business and HR leader
respondents believe their organizations are ready for
this shift.
In fact, 72% of organizations already have career paths that do
not follow traditional organizational hierarchies, while only
53% of organizations develop their people through collaborative
learning and experiences needed for the development of talent
following these nontraditional career paths. According to
McKinsey & Company, unleashing the power of collective
intelligence is 7 critical to the digital-learning transformation.
Employees learn through collaboration and can be empowered
to share knowledge across the company, a practice that can be
used to identify skill gaps and measure performance. In large
global companies, HR or L&D can’t own detailed knowledge
about the existing and emerging skills a diverse workforce must
have to improve the performance of each business. In these
organizations, the collective knowledge of all employees can be
used to identify existing and emerging skills. This requires the
collection and interpretation of data from employees on a large
scale. Consequently, in order to identify skill gaps in the
modern workforce, organizations would benefit from a holistic
approach to data collection and intelligence.
PREDICTING SKILL
GAPS AND MEASURING
ROI

The challenges of identifying skill gaps and constructing

effective composite metrics are closely related. They both
require an ongoing loop of data collection, interpretation, and
optimization. The question of what skills to develop can be
answered by the analysis of people data and business outcomes.
Artificial Intelligence can be used to automate this loop and self-
optimize the process based on machine learning models.

By analyzing an employee’s experiences, projects, and training

programs, machine learning models can predict what skills the
employee should work on to best serve the company in the
future. This is what IBM Watson Analytics is already doing to
predict skill development needs and future performance of
employees. Watson Analytics is a platform for business analytics
and intelligence (BI), which uses predictive machine learning
models and cognitive capabilities to draw business conclusions
from data.
SHIFT IN L&D
INTERVENTION TREND
• E-Learning
• On-the-job Training with the aid of ‘Audio-Visual Content
• Growth of MOOC (Massive Open Online Course):
• Flipped Classroom Model
• M-Learning / Mobile Learning
• Social Learning: learning happens through social influence
• Theatre-based training
Progression from instructor-led training to social training
 THE NATURE OF THE CAPABILITIES L&D ARE DEVELOPING WILL
CHANGE

If the work that humans do is complex and focused on

skills that are harder to automate, for example
interacting with people, creative and design thinking,
then L&D needs to be more focused on developing
skills in:
1. interpersonal communication – communicating
with clients and customers to provide a human
touch
2. self-directed learning and learning how to learn-
data needs to be fended manually
3. strategic decision making-can only take
decision/provide data based on numbers without
human emotion
4. design thinking and creativity- upskilling will
need human intervention
AUGMENTATION OF L&D WORK
• There are many opportunities for the augmentation of L&D
work, for instance augmenting the design of learning
strategies.
• Imagine a tool that helps an L&D consultant plan learning
strategies. If the tool had data about past programs and how
successful they were for different learners for a range of
learning problems then it could guide which solutions might
be best in each context.
• Then if the project had a need for external partners the
system could make suggestions about who might be the right
fit and even automate the process of contacting partners
AUTOMATION OF THE ACTUAL LEARNING EXPERIENCE

We are already beginning to see AI being used

to automate learning experiences. Some
examples are:

1. chatbots
2. recommendation engines
3. predictive machine learning
4. intelligent adaptive learning systems.
 TOP L&D PROGRAMMES THAT INDIAN FIRMS
ARE RUNNING TO UPSKILL THEIR
EMPLOYEES THROUGH ARTIFICIAL
INTELLIGENCE
• Axis Bank: The leading private sector bank recently teamed up with Coursera
to offer world-class learning programmes to its employees. The course offers
training in subjects such as data analytics, leadership, innovative thinking and
more. These courses are being offered by some of the top universities across
the globe and all the Axis Bank employees are encouraged to take up the
course.
• Capgemini: As a highly employee-centric organisation, they believe in
nurturing the employees throughout their career with the company, since the
time they are hired. They have initiatives such as Group Learning &
Development (Group L&D) to prepare employees to be perceptive to our
clients’ business needs. Other programs include training fresh hires in
emerging tech such as data analytics, where they have collaborated with
universities. Employees are introduced to the digital learning journey through
its ten Corporate Open Online Courses (COOCs) across areas such as Big
Data, Cloud, Security, Digital and more.
• Infosys:
Infosys has power programmes to upskill their employees. It was one of the first
companies to offer a hike if the employees re-skilled in emerging tech. Its bridge
programmes skill young talents who have spent a minimum of three years in the
organisation to get trained in areas such as consulting, full-stack development, power
programming, tech architecture and more. The aim is to provide employees with
alternate career growth instead of them leaving organisations for further studies. It had
offered a salary rise by 80-120% to those who upskilled.

• TCS:
TCS runs multiple initiatives to help employees grow in their careers. Some of
these programmes are CareerHub, that provides TCS employees with mentoring
services. They also run Inspire, a specialized program that provides fast-track career
progression to high-potential employees. TCS Aspire is mandatory for all associates
joining TCS as fresher. The Initial Learning Program, the strongest and the best
assured grooming platform for all new recruits of TCS. The ILP aims to transform
fresh engineering graduates from diverse disciplines into software professionals and
to initiate them into the TCS way of life.
OPEN-SOURCED L&D PROGRAMS BY
COMPANIES
There are many companies that have open-sourced their skilling programmes that were earlier meant for the
internal employees. These can be now accessed by developers and data science community outside of the
organisation with little or no charges.
• Accenture: It has an academy for speciality skills which is cost-effective in providing speciality skills to
employees. It has extensive curriculum covering disciplines such as project management, process
excellence, and sustainability and enterprise-resource planning.
• Amazon: This course by Amazon has the machine learning curriculum including 30+ digital ML courses
totalling 45+ hours, plus hands-on labs and documentation, originally developed for Amazon’s internal use.
It can be availed free of cost.
• Google: Learn with Google AI initiative is suitable for seasoned machine learning practitioners or
beginners alike. It has numerous exercises and information to help skill and advance in your projects. It has
courses on clustering, recommendation system, ML framework and more.
EXAMPLES OF HOW AI IS TRANSFORMING
LEARNING AND DEVELOPMENT

• AI in everyday use

• Google Home, Amazon Apple’s siri use AI heavily

• The use of AI is all around us and can bring great benefits to

the Learning and Development (L&D) sector and ultimately,
the workforce also.

• Video tutorials, written content, in-person training,

gamification, audio guided presentations, or something else.

• Adaptative training program with auto transcribe videos

WHAT ROLE WILL AI PLAY IN L&D?
• L&D professionals need to stay on top of fast changing
technology

• Gartner report predicts that AI bots will be powering

85% of customer service interactions by 2022

• Organization having huge data available with them for

learning

• Contents can be personalized to suit learner’s needs

• Organizations need to harness the huge amounts of data

using machine learning
 PEOPLE HAVE
DIFFERENT LEARNING
STYLES
• Learning styles impact the development of learning solutions
• Influenced by age ethnicity cultural background etc
• The introduction of AI may not only help new hires learn
more quickly but may also free up L&D departments to be
able to provide more face-to-face coaching options.
• But across the board, all ages wanted face-to-face, live
training. And, contrary to popular belief, millennials want
face-to-face training even more than others. Why? Part of the
reason is the constant desire for learning
• Studies have found that the number-one complaint of new
hires in entry-level positions is that they aren’t learning fast
enough. New hires also say they would like more hands-on
help from managers or peers. 
 ENHANCING EMPLOYEE TRAINING & UP-
SKILLING EMPLOYEES WITH AI
• AI can improve the employee training experience and provide
feedback on areas to improve.

• Virtual Speech is one of the companies taking advantage of

AI, combining it with VR to give users a realistic way to practice
different soft skills and provide instant feedback on their performance.

• In our fast-changing world, L&D and HR teams have to be proactive.

They need to ensure the most relevant training tools and knowledge
resources are available to their employees when they want to learn.

• The technology landscape is changing extremely rapidly.

Organizations need to stay on top of the latest trends

• AI will transform how learning content is delivered, leading to greater

alignment with business values.

• This requires L&D leaders to understand the latest AI and ML

methodologies and trends.
 THE IMPACT OF AI ON LEARNING AND DEVELOPMENT
AI learning solutions will be used and how things like learning styles and types of learning solutions will be impacted.
 Learning Styles
A person’s learning style may be influenced by age, ethnicity and cultural background, which must be factored into the
development process. 

 Learning on Demand
The introduction of artificial intelligence technologies to learning on demand will provide additional speed and accessibility
for both L&D and the employees the departments support.

 Customized Learning
Today, there are coaching, culture, management and live mentor apps, all of which will become increasingly more
sophisticated. There are also several platforms with self-directed courses.

 Blended Learning
The kinds of programs that are most successful today will continue to be most successful in the future – programs that blend
online, virtual and face-to-face learning.
 Common AI used in eLearning tools

Each of the following AI-based technologies is widely available

from companies such as Amazon (AWS), Google (GCP), IBM
(Watson), and Microsoft (Azure). Using them within software
HOW AI IS platforms is easy and straightforward, which is why they are
AFFECTING becoming commonplace on many platforms, including digital
learning platforms you might use every day.
LEARNING & • Recommending content
DEVELOPMENT • Auto-tagging content
• Audio transcription
• Multilingual translation
• Text to speech
• Grammar and spell check
 Uncommon AI that is starting to appear in L&D tools
This section introduces AI-based technologies that are not yet common in corporate
L&D use but are emerging. Some of these technologies are already used by HR or
marketing professionals or in academic settings.
• Grading written answers : Attempts to create AI tools that automatically grade
written responses, such as short answers or essays, are more of a challenge. These
programs, trained in pattern recognition, are easy to game, favor highly formulaic
writing, and face the same problems of bias that plague much AI technology.
HOW AI IS
• Describing images: Google Chrome and Facebook incorporate facial recognition
AFFECTING and other machine-learning tools to automatically create text descriptions of images.
LEARNING & future direction for this technology is automatically generating descriptions of video,
as well as of still images. This technology is still in development
DEVELOPMENT • Generation of content and assessment questions: AI tools create short content
from data sets or summarize long content. Journalists use these tools to generate
articles from sports and financial data. The content is formulaic and simple but
accurate; the tools also assist journalists in analysis of data and detection of
anomalies.

• Use of predictive analytics to map employee skills: Predictive analytics uses

machine learning to analyze vast data sets, identify patterns, and use those patterns to
predict future behavior or results. Employers already use these technologies to
predict which applicants will be most successful in the workplace.
 EMERGING AI THAT COULD HAVE FUTURE
APPLICATIONS IN ELEARNING

The full impact of AI on L&D is still hard to imagine, as most eLearning has yet to even fully exploit the AI
technologies that are commonplace in marketing, consumer products, and customer service.

• Proactive training interventions : This could entail monitoring employees’ efforts as well as their productivity
and results and creating targeted training to help them work more effectively, rather than simply “working hard.”
• Detecting disengagement: Adding sophisticated tools to detect the exact point where learners or employees
disengage would be extremely valuable. Mapping training engagement data to employee performance or turnover
could help companies predict and head off worker disengagement
• Predicting employee job success : Using AI to analyze training data from previous employees could detect
correlations between longevity and specific behaviors during onboarding.
• Validating assessments: Data already gathered by some eLearning platforms as well as emerging AI tools could
enable L&D to develop better training and to evaluate existing training and assessments.
• Intelligent Virtual Agents : These new “intelligent” agents will enable realistic simulations for scenario based
and immersive learning and provide deeper coaching help for learners reviewing and mastering complex content.
Intelligent agents will bring us one large step closer to the humanlike AI-bots of science fiction
 THE FUTURE OF LEARNING AND DEVELOPMENT 
With new advances in artificial intelligence (AI), augmented reality (AR), virtual reality
(VR) and machine learning, technology is transforming the training industry at an
accelerated pace. It’s easy to get caught up in the hype of new technology without fully
understanding the benefits and drawbacks.
Leveraging technology in the right way can help improve employee performance. We
know that the power of doing has a huge impact on skill development, and these new
technologies can support that power. The technologies allow us to move beyond basic
skill development to employee performance improvement. Their use can benefit learners
by adding context, relevance and personalization to the learning experience.
The evolution of technology applied to learning delivery methods has made the learning
experience far more specific, personalized and measurable than it’s ever been. Not only
can we keep the experience interesting and engaging for the learner, but we can now
understand how to actually achieve what learning was intended to do: get a behavior
change and business outcome through growth in knowledge. Using a variety of delivery
modalities via software, and being able to measure their effectiveness deeply and
granularly, has allowed us to optimize the experience for everyone.
 • Transition from e-learning to mobile (m)-learning 
• More video-based, on-demand micro-learning  
• Learners taking more ownership and responsibility for their
learning 

THE FUTURE OF • More use of Virtual Reality in the traditional learning space 

LEARNING AND • Technology-enabled and digital learning devices –the rise of

Augmented learning 
DEVELOPMENT 
• Transition from training facilitators to Learning Navigators 
• Transition from digital learning to Intelligent learning
• Less focus on learning content and more focus on the learner
experience 

Companies are finding that AI is allowing them to succeed more than their competitors that don’t use AI. 
AI is a driver of the future of learning and the disruption of digital learning. 
A MOVING TARGET: AI WILL CONTINUE TO CHANGE ELEARNING

Today’s AI doesn’t yet resemble the human-like robots of science

fiction. Even so, narrow AI has already brought changes to the
way we create, improve, engage with, and evaluate learning that
would have been impossible to imagine only a decade ago.

Do you use or create adaptive training? Enlist the aid of automatic

tagging or a recommendations engine? Use an online tool to create
transcripts or closed captions for your video content?

What’s safe to say now is that AI will /might already help you
accomplish more in less time. Use of AI in L&D will evolve,
possibly so slowly and naturally that you won’t even notice the
changes as they occur. The pace of change and its unpredictability
underscore the challenge in anticipating how future technologies
will shape us and our eLearning.
 CONCLUSION

Contribution of Learning & development intervention is going to

taken an epic shape in future days, we have seen how different
intervention styles have been emerged to correspond and resonate
with the business needs reasonably, thus making a perfect ally
with the business. It’s the time to think differently and
innovatively to extract optimum benefits for both business and
the employees, by making a symbiotic bond. And, this bond can
be created through the development of workforce to bridge the
gap between their existing skill level and the desired competency
level to give business the steady upward stroke. L&D, here,
partners with business and makes a prominent positive
impression on business revenue and competitive advantage.