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HI + AI in L&D: The perfect partnership?
Is it possible that training outcomes will become increasingly AI-driven and AI-developed over time? Our experts say yes, but that doesn’t eliminate the need for human expertise.
We spoke with Adrián Soto, Director of Emerging Technologies at SweetRush, and Emily Dale, Immersive Learning Strategist at SweetRush, to learn how HI + AI partnerships are emerging today and how they will evolve in the future. Here are three key insights for L&D leaders.
Understand your goals, optimize your team
Two avenues for using generative AI in learning experience design are, first, making training easier and faster to conduct through automation, and second, making training more effective and impactful through greater customization, real-time responses, etc. Understanding the path you are on and assigning the right team will set you up for success.
“The first path is to democratize learning,” Adrian says. “With new AI tools available to everyone, there will be new expectations for speed to market.” The roles of people in the association should include establishing quality standards for your organization and ensuring production meets those standards; these teams need to be experts in rigorous testing and analysis.
In the second path, you’ll see “leaders who demand excellence through their own drive and passion,” driven by the high-impact and compelling nature of learning needs, or both. Adrian says, “This training will be more human-centric, but augmented by AI, and will raise the bar for extraordinary content.” Here, you’ll need pioneers and innovators who excel in agile working methods, R&D, and creative collaboration.
Reduce bias: do your research, consider your needs
While we all recognize the need to make progress in discovering the best ways to use AI tools, the potential ethical and legal issues are real. L&D leaders should absolutely focus on reducing bias when their teams experiment with using AI tools.
Adrian warns against underestimating the human element. “Anyone who contributes to training development — learning experience designers, subject matter experts — likely has specific biases. Whatever technology they use, they’re bringing you to work. The challenge with AI is that it gives humans with biases a superpower, which is scale,” Adrian says.
He added: “They are now able to create more content with this bias, enabled by AI tools, which allow them to move faster and do more. So this was a problem before, but it has been amplified with the advent of AI. This means that any policies and safeguards that companies have in place against this situation must also be strengthened.”
Emily advises doing your homework: “Some LL.M.s and AI tools show more bias and ideology in their employees, and AI vendors are working to correct for these issues. “Stanford University has launched an index detailing which AI tools are the most objective or have the least bias in their results.”
He also suggests asking really good questions about how bias affects your specific business model or customers. “You can then integrate that into your prompt design and reduce bias, such as making sure you have diversity in your empathy interviews with trainees,” Emily says.
Institutional Knowledge vs Institutional Wisdom
How do we ensure that human creativity and innovation remain prevalent in our learning strategies and designs?
“One of the ideas we’re developing is the difference between institutional knowledge and institutional wisdom,” Emily said. As he explains, institutional knowledge is becoming increasingly accessible, whether through e-learning or artificial intelligence, which makes it easy to codify and reduce its value.
Instead, he said, “Institutional wisdom is a repository of stories, direct human experience, culture, the consciousness of the organization, memory.” “Older staff members who have such a rich historical wisdom to share retire.”
For L&D leaders exploring AI applications, HI + AI partnerships are key to ensuring these human factors are harnessed, channeled, and amplified into impactful learning experiences.
Download the 2024 L&D and Learner Experience Trends report now to dive into the findings and learn how to leverage the latest technologies and strategies to improve training programs and drive meaningful change.
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