AI-based learning platforms promise speed, personalisation and measurable impact. Ian Howell from FutureLearn explores how LXPs remove barriers, match challenge to ability and deliver just-in-time microlearning. He shows how data identifies skills gaps, predicts retention risks and builds motivation through autonomy, competence and relevance; turning L&D into a responsive engine.
With skills needs evolving faster than ever, businesses face a critical challenge: how to deliver learning that keeps pace. Unfortunately, many training programmes still waste valuable time and resources, failing to engage employees or translate learning into measurable results.
AI-based training platforms are changing the game, by making workplace learning faster, more personalised and more impactful than ever. What is the role of AI in the future of learning? How is it making workplace training more efficient, personalised and effective? These are key questions for learning teams to address.
Overcoming learning barriers
Barriers to learning in the workplace can stem from various factors, such as resistance to change, fear of failure, a lack of focus, varying personal learning preferences, previous knowledge gaps and a difficulty in seeing the bigger picture.
Unique and bespoke LXPs have the potential to change things, as they offer a personalised and adaptive approach
Naturally, these emotional and practical barriers can hinder peoples’ ability to fully engage with and benefit from traditional training methods – something that can be tricky for HR and L&D teams to grapple with.
On the upside, unique and bespoke learning experience platforms (LXPs) have the potential to change things, as they offer a personalised and adaptive approach that’s tailored to individual needs and preferences. For instance, learners’ self-determined motivation (acting out of interest, curiosity and abiding values) is associated with higher academic wellbeing, persistence and achievement; all of which can be met through LXPs.
The principal reason such platforms are effective, however, is because they operationalise what psychology research shows to matter most: helping learners to feel capable, giving them meaningful choice and showing the significance of their training.
How AI-powered LXPs meet learning needs
Ample research shows that competence, autonomy support and relevance are the three key motivational factors when it comes to learning – and LXPs meet these requirements in many ways. For instance, by adjusting training difficulty to match each learner’s ability, LXPs ensure tasks are challenging but achievable, often via progress dashboards, adaptive feedback and micro-celebrations of success. This reinforces the learner’s sense of capability, which predicts higher motivation and persistence.
Microlearning also plays a key role here. By breaking content into bite-sized, easily digestible modules that employees can access anytime, learning becomes more flexible, manageable and rewarding. LXPs also allow L&D teams to implement ‘just-in-time learning’, providing resources exactly when employees need them, rather than relying solely on pre-scheduled courses.
AI-powered learning also shines by embedding personalisation into learning pathways. This acknowledges individual needs and preferences, reduces pressure on the learner and encourages ownership of learning. When learning instructions feel pressuring, employees will often experience psychological reactance and disengage. On the other hand, autonomy-supportive, non-pressuring approaches reduce this and improve uptake. As such, giving employees the choice to pick and choose from a suite of carefully curated resources naturally helps them to engage.
Such software also allows L&D teams and employers to tailor examples, modules and recommendations to learners’ goals and interests, making content feel purposeful and connected to the real world. This strengthens intrinsic motivation, by showing why the material matters to their role. Recent reviews and meta-analyses also report that personalised or adaptive setups tend to raise engagement and, in many studies, achievement, by matching pace, content and support to the learner’s current state.
How L&D teams can use AI to close skills gaps
Delivering learning that keeps pace essentially means designing training or development programmes that are relevant, timely and adaptable to the speed of change in an organisation or industry. But how can HR and L&D teams do this with AI-driven LXPs?
It starts with identifying trends in technology, market shifts and regulatory changes that could impact the organisation, as this will allow leaders to anticipate challenges and opportunities. Using this information, L&D teams can continuously assess skill gaps by leveraging tools like surveys, performance data and industry benchmarks.
Once skill gaps are identified, learning can then be prioritised – giving lead to the areas that will have the most immediate and meaningful impact on employee performance and overall business outcomes, ensuring the business remains agile and competitive.
At this point, L&D teams can leverage AI to really make the learning strategy shine. AI-powered platforms can analyse individual employee skills, performance data and career aspirations to recommend tailored learning paths. They can also match this data against the skills the business needs, ensuring the right employees are upskilling on the right courses. This is a key benefit, as it helps leaders to automatically identify specific skills gaps within teams or across the organisation, enabling targeted upskilling or reskilling initiatives. This ensures employees receive training that aligns with their current roles and future career goals, making development efforts more relevant and engaging.
Given that AI-driven LXPs can analyse patterns in employee behaviour, engagement surveys and turnover data, they’re also able to predict which employees may be at risk of leaving, allowing HR to proactively address concerns, provide support and create retention strategies tailored to individual needs. Again, when done well, this will help to bridge any skills gaps, while keeping employee satisfaction and retention strong.
The next generation of workplace learning
AI-powered learning platforms can create a learning environment where employees feel supported, motivated and equipped to overcome their challenges, fostering a more effective and engaging workplace training and development experience.
Exclusive features, such as an AI-powered career coach and skills assessment tools, will also offer unparalleled personalisation and advanced learning support, providing real-time, bespoke advice to support employees’ career development. Not only will this provide employees with instant feedback on their work, helping them to improve in real time, but it will also keep them motivated and more connected with their progress. As an added bonus, this will also assist managers in delivering more effective coaching by offering insights into team dynamics and individual performance.
Of course, embedding a robust learning culture is still crucial in making sure L&D strategies are successful. Once HR teams have this nailed down, AI learning could be the new team member needed to make sure every employee is upskilled and equipped for the future.
Ian Howell is Managing Director at FutureLearn
