2024年人工智能在学习与发展中的应用报告-从言到行（英文版）

AI in L&D: From talk to actionBy Donald H Taylor and Egle VinauskaiteIntroductionKey findings of this researchA lot can happen in five months. Our previous report, AI in L&D: The state of play was published on 30 November 2023, the anniversary of the ChatGPT launch. It showed that after 12 months of extraordinary technical progress, speculation, and argument about artificial intelligence (AI), adoption by learning and development (L&D) practitioners had been slow. Of the employers responding to the survey, 45% were either taking no action or were only experimenting with AI – and this was among a self-selecting group of broadly enthusiastic respondents.Where did this low adoption rate come from? It wasn’t a lack of interest. In February 2024, the L&D Global Sentiment Survey (GSS) reported a fascination with AI across more than 3,000 respondents. In answer to ‘What will be hot in workplace L&D in 2024?’, AI topped the overall table and dominated every geography and demographic in the survey. Votes for it were substantially larger than any other option in the survey’s 11-year history, having leapt to 21.5% from a lowly 12th position in 2022 of just 4.7%.Now, five months after the November report, L&D is beginning to put AI to work. This report explores what is happening in two parts.We begin with a broad view of what L&D practitioners are doing, based on a survey of 317 respondents. This is followed by a collection of case studies exploring the application of AI in deeper detail.AI in L&D: The state of play showed that L&D expected the key initial benefit of AI would come in content production. This report shows that expectation has become a reality. L&D is indeed using AI for a range of content tasks that would previously require much more time or, in some cases, specialist skills. For better or worse, it is now possible to create more, better-looking, content faster than ever. The gains are extraordinary, but they remain efficiency improvements within the L&D department. While content production has long been a slow and resource-intensive process ripe for AI disruption, we know that it takes more than content to build human capability. Knowledge capture and discovery, skill development, personalised learning and career paths and data-informed talent development are just some of the key weapons in L&D’s arsenal, and AI can improve them all.We have chosen to explore a handful of rich applications of AI beyond content creation. Readers will notice that these examples require the L&D department to work increasingly closely with the rest of the business: making a business case, accessing data and expertise, collaborating with internal stakeholders, and testing the solutions.Working like this requires a demanding mixture of abilities – technical smarts certainly, but also skills in relationship building and negotiation as well as knowledge of the business overall. We have come a long way from the sole responsibility of the training department being the