Can Integration of AI in Learning Platforms Lead to Career Mobility?

The business case for corporate learning platforms is clear. They help L&D stakeholders manage, distribute, and track employee training. Yet, this is of little use if the organization is unable to make the most out of it.

Your training programs may fail because they are not backed by the right technology, detached from the on-field reality, or simply unengaging for the employees.

Your biggest platform problem is typically a disconnect between learning and harnessing the learning for organizational benefit. The integration of AI in learning platforms can help overcome this. Personalized learning with AI can create truly efficient connections between training and development.

For L&D this is an attractive proposition. The possibility to analyze large data sets and predict outcomes can be used for driving internal mobility. Leaders can use AI in their learning platforms to track all their employees and figure out who, when, where, and how of internal mobilization.

There’s an added benefit here, it takes the onus of leading internal mobility efforts from one department to a platform through tangible reports. With AI integration, learning platforms can become leaders that drive internal mobility effectively and efficiently. Moreover, it can help organizations that don’t have any solid internal mobility program move forward, as they redefine their key performance indicators (KPIs) by learning overlooked skill sets along the way.

Here are four different techniques through which AI integration in online education can be done:

1. Employee confidence building

Only 1 in 5 employees have a strong confidence in their ability to make an internal move. A significant factor warranting internal mobility is employee upskilling. A growing number of companies are seeing higher internal mobility with strong learning cultures. Giving employees a space to develop skills first, can increase employee engagement and decrease turnover rates. However, only 46% of employees find value in their organizations’ available training opportunities. 85% say that they want L&D that applies both professional and personal development opportunities. After all, skills training for professional development can’t be the same as training for regular compliance requirements. Moreover, the learning style, pace, and progress are different for every employee.

2. Enhance the Quality of Bench Talent Data

The talent bench is akin to a catalog where the skills and experiences of employees are detailed. Three things are important here: the employee’s current role, improvement in the role, and future role prospects. By collating talent bench data, social media, professional networks, internal HR systems, and public records with the AI-driven learning platform, leaders can create a centralized platform for ensuring comprehensive talent profiles.

AI-based education tools can then help discover the underlying potential of employees who have been overlooked in favor of existing KPIs. It can identify and promote diverse talent by highlighting candidates from underrepresented groups who may have been overlooked due to unconscious biases. Moreover, leaders can use predictive analytics to forecast hiring needs and identify potential internal candidates for future roles.

3. Improve Mobility Processes

Internal mobility is effective in organizational transformation but creating the perfect mobility process can be tricky. How do leaders promote new roles, facilitate them for application, and manage the large candidate pool?

Re-enter AI. AI can continuously scan internal databases to identify employees who may be a good fit for upcoming roles based on their skills and performance history and notify them. It can simplify and streamline the internal application process by automatically parsing resumes and populating application forms, reducing the manual input required from employees. A step further, AI can also coordinate interview schedules by finding mutually available times for candidates and interviewers, reducing back-and-forth communication.

4. Establish an Internal Marketplace

About half of executives lack confidence in their L&D programs. One of the key factors driving this is the inability to practically apply the skills learned. This can be due to a lack of awareness and marketing of new positions. Oftentimes organizations do not have new positions at all. However, this should not affect providing employees with new opportunities. Creating internal marketplaces is an effective way to help employees gain exposure to different areas of the organization.

AI can identify and recommend internal projects, cross-departmental initiatives, or temporary assignments that align with employees’ development goals. Furthermore, it can match employees with mentors who can guide their development and provide opportunities to learn from experienced colleagues.

The integration of AI in learning platforms can allow employees to become more agile in their current roles and facilitate transfer to different internal roles. While your company may still be at the starting line to drive internal mobility, AI can help you make the leap faster.