SEE ATTACHED
Specifically, RESPOND TO MY PEER DISCUSSIONS USING THE QUESTIONS BELOW! ****AFTER MY DISCUSSION IS COMPLETED***
Where do your response and your peers’ responses differ?
Did your peers provide an adequate explanation of future trends? Why or why not?
What did your peers neglect to mention that would add to their discussion of future trends?
****CITE 3 SCHOLARLY AUTHORS FOR THE 2 PEER DISCUSSION RESPONSE BELOW***
JA1.) As we all know, the rapid advancement of technology has caused many organizations to provide additional training in areas such as cyber security, social media etiquette, and improper data sharing. However, these technological advancements have empowered us with two specific trends: generative AI (artificial intelligence) and data-driven learning, giving leaders more control and confidence in their training decisions.
As addressed in our reading of Chapter One, strategic knowledge takes facts and procedures and helps to revise goal-directed activities (Blanchard et al., 2023, p. 9). The time of sitting in a classroom with an instructor presenting a PowerPoint presentation is over. With AI’s content creation capabilities, organizations can now build personalized, interactive, and adaptive learning experiences more efficiently. Additional advances like automatic competency mapping allow trainers to assess employee mastery levels more effectively (Cypher Learning, 2024). This efficiency makes leaders feel more productive and effective in their training roles.
Most leaders are unwilling to learn new systems or practices to make employees’ jobs easier. However, using information technology (IT) to collect data-driven learning, such as using LMSs (Learning Management Systems), allows for collecting, analyzing, and suggesting actions based on data, facilitating the growth of data-driven learning (Cypher Learning, 2024).
This change in supervisors’ mindsets is not just about learning new things but also about being open-minded and ready for change. AI-driven insights provide forecasts on workforce dynamics, allowing data-driven talent management decision-making (Clark, 2024). For example, we use a software system called Workplace, which has a built-in survey for potential new hires to complete. This survey then scores the new hires’ answers to provide a percentage to see if they will fit the job correctly. This is a nice feature, but supervisors need to review the resumes and conduct in-person interviews to see an accurate picture and ensure the potential new hire does not just provide answers the organization wants to hear to get the job.
References
Blanchard, P. B., Thacker, J. W., & Crosby, D. M. (2023).
Effective training: Systems, strategies, and practices (7th Ed.). Sage Publications, Inc. ISBN 13: 9781071927809.
Clark, T. (2024, March 31).
How Will AI Impact HR? Forbes.
Cypher Learning. (2024, March 7
). 10 Learning and development trends are shaping the 2024 training landscape.
GC 2.)
As the Vice President of Training and Development, I recognize two major trends shaping our field: technology integration and the emphasis on diversity, equity, and inclusion (DEI). Advances such as computer-based training games and video conferencing have revolutionized training methods, especially for multinational teams, by incorporating highly interactive simulations.
As organizations encounter an increasingly diverse workforce, personalized and tailored training programs are becoming increasingly important, particularly during the onboarding process. In fact, North American companies make a significant financial commitment, allocating between $200 and $300 million annually to diversity training efforts (Blanchard et al., 2023). This investment underscores the growing commitment to fostering inclusive work environments.
Moreover, hybrid work models have prompted employees to seek greater flexibility, driving organizations to augment their technological infrastructure. This includes adopting Learning Management Systems (LMS) optimized for hybrid onboarding and training. Innovative web and mobile technologies enable trainees to access learning materials, contribute content, and engage in meaningful communication and collaboration with peers and instructors (p.447).
Additionally, the incorporation of artificial intelligence (AI) into training is set to further transform the sector. AI systems are increasingly capable of analyzing job performance data and personal career goals to anticipate specific learning needs. This unique capability allows for the creation of highly customized training modules aimed at addressing precise competency gaps, thereby significantly enhancing the efficacy of training and development initiatives (Hwang et al., 2020).
Through these advancements, we are not only adapting to current demands. Still, we are also shaping a future where training and development are more dynamic, inclusive, and efficiently aligned with each employee’s individual and organizational goals, radically enhancing the effectiveness of T&D initiatives (Hwang et al., 2020).
References:
Blanchard, P., Thacker, J. (2023) Effective Training: Systems, Strategies, and Practices, 7th Edition. Sage Publication.
Hwang, G.J., & Fu, Q.K. (2020). Advancements and Trends in Artificial Intelligence Technologies for Adaptive Learning Systems: A Review. *Interactive Learning Environment
