L&D as digital
Learning and development (L&D) has a task
to integrate itself into the heart of digital
transformation. As businesses and
enterprises of all sizes review their strategies
in the face of the Fourth Industrial revolution,
L&D has to ensure that it is at the vanguard of
both understanding and delivering the
changes that will happen to business models,
markets, and regulation.
It is easy to realise that digital technologies
such as artificial intelligence (AI) and machine
learning will impact working lives and
employment. What is much harder to
understand is how those impacts will be felt
and how organisations and workers should
be responding now.
Many sectors and functions are looking for a
guide giving L&D an opportunity to reinforce
itself as the trusted partner to help directors
make sensible choices over how they can
ensure that their businesses are set up to
embrace emerging digital technologies.
Partly this response to digital should be
framed as a positive; away from the headlines
over mass job losses more thoughtful
commentators suggest that fears for
employment are overblown - as they have
tended to be every time a new technology is
invented which threatens the status quo.
AI and robotics summon up images of robots
running the workplace, whereas the reality is
duller, more prosaic and more helpful; a coworker not a replacement worker.
The technology won't cause redundancy but
lacking the approach and the skills to
embrace and exploit the technology will.
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