Integrating Cutting-Edge Technologies Into Learning and Development to Enhance Innovation

Sarvesh Raj Rocque, PhD
Training Specialist,
Amity University – AUMP
srrocque@gwa.amity.edu

With the advent of cutting-edge technologies such as machine learning and artificial intelligence, time will be saved, staff workload will be reduced, personalization will increase, and costs will be reduced. Due to these factors and several others, new technologies and related technologies, such as artificial intelligence and machine learning, will have a profound impact on the field of learning and development in the near future.

In many leading education organizations, these technologies are already being used in their day-to-day operations for a variety of reasons, including classroom use. In order to ensure the effectiveness of their programs, learning and development professionals, as well as training professionals, need to understand what these new technologies are, why they are beneficial, and how they can effectively incorporate them into their own programs. In light of the increasing prominence of cutting-edge technologies in the field of learning and development, the area of personalization at scale has become more and more critical. Using the technology available in the digital age, it is possible to identify learners’ weaknesses and strengths, adapt content and research to achieve better results, or even connect students with the right mentor based on their previous behavior and evaluations.

Depending on the type of corporate training program, there are several types of materials that are used. Some of these materials are based on a repository of training materials, and others are based on classroom-style lectures, such as presentations, symposiums, study manuals, and blends of materials that take countless hours to prepare and as much time as it does to present. This kind of material must remain generic due to the fact that it takes a considerable amount of time and resources to develop. This causes the document to become outdated within a relatively short period of time due to this problem. 

Consequently, learning and development materials that are long-form are often difficult to use, which results in a poor user experience and a reduction in student engagement, which is the cause of these problems. This includes difficult-to-measure results and likely errors, as well as results that are difficult-to-measure and likely to occur, as well as a poor user experience and a reduction in engagement as a result of a deficient user experience. Due to this change in technology, the conventional approach to training no longer meets the needs of trainers in a digital educational organization. Thus, this indicates that the system is not closer to meeting the current requirements of learning and development professionals than it was in the past. As a complement to traditional methods of learning, training professionals are increasingly turning to hybrid approaches. Several hybrid learning approaches combine traditional learning methods with the latest technology, combining traditional methods with more modern methods of learning. With the shorter segments of lessons being split up into smaller segments for ease of production and to better adapt to the changing needs of today’s training landscape, micro learning is becoming increasingly popular, as smaller segments of lessons are being split up into smaller segments for ease of production and to better adapt to today’s learning and development preferences.

There is no doubt that holistic training strategies are one of the most widely used learning methods in organizations today. The advent of new technologies, such as machine learning and artificial intelligence, has made it possible to analyze large amounts of data. Technology also allows the creation of training profiles consisting of a variety of data sources. Using older methods, this would normally take several days to complete manually. Using this program, it is possible to identify the skills your trainees lack automatically, and these deficiencies can be rectified quickly.

It has been demonstrated that new technologies have resulted in new teaching and learning approaches that are currently being tested in a variety of contexts due to the development of new technologies. Besides the fact that it has a direct impact on the training, learning, and development of employees. It is expected that a variety of technological developments will have an impact on labor markets, industrial services, agricultural processes, value chains, and in particular the organization of workplaces in the future.

Recent years have seen educators around the world reevaluate the use of new technology to create effective training programs. As a result, administrative tasks such as onboarding and training have already been reduced. It will be necessary for educators to retrain their trainers so they can develop the skills necessary to adapt to the rapid changes taking place within an environment that is rapidly changing in order to successfully navigate the transition to new technologies. In the near future, thousands of workers will be required to reskill due to technological advancements. A strong emphasis should be placed on developing “people skills” such as creativity, judgment, and effective communication when it comes to learning and development.

To conclude, forward thinking and, when possible, preemptive action will allow educational institutions to thrive in the era of new technology and contribute positively to economic, social, and individual advancement.

(The author, Sarvesh Raj Rocque, PhD, is currently employed with Amity University as a Training Specialist. For the past 17 years, he has worked in the field of human resources and education. He is an experienced trainer who enjoys working with both large and small groups. In addition to teaching English, he also teaches foreign words, presentation skills, public speaking, personality development, interview skills, and answering techniques to law students and business students.)