Magazine Articles

Many HR teams start with manageable use cases, such as using AI to generate training outlines or track learner progress, and then begin expanding the technology’s role.

L&D must develop adaptable, behavior-focused strategies that prepare teams for an evolving landscape of cybersecurity threats and regulatory requirements.

Nearly all software now integrates some form of AI, from automation to predictive analytics, placing a premium on the ability to harness these capabilities effectively.

The combination of application simulation training and Digital Adoption Platforms (which deliver in-app, contextual guidance that reinforces workflows, helps users adopt new features, and supports ongoing enablement) form a complete software adoption strategy.

To redefine relevance in an AI-driven world, L&D needs to evolve from a reactive service provider to a proactive architect of organizational capability and adaptation.

Gamification at work must be fair and aligned with the business’ goals. Simply adding leaderboards or points without a clear purpose can lead to disengagement or unhealthy competition.

Microlearning gives learners a sense of progress, which keeps them motivated. Short lessons and quick quizzes make learning feel manageable and rewarding.

These standards ensure that Continued Professional Education-eligible training programs—whether eLearning, virtual instructor-led training, or traditional instructor-led training—adhere to strict guidelines that enhance learning effectiveness.

Trained on the right knowledge, AI can offer insights much like a master craftsperson would, delivering the right suggestion at the right time for that specific situation to apprentices.

This is a valuable tool to evaluate the effectiveness of training programs by understanding their financial returns and helping to ensure that every dollar spent contributes to meaningful results.