The debate over AI versus human-led learning and assessment can feel polarising, with many firmly in one camp or the other. While some are eager to implement the latest tools, others remain cautious, driven by ethical concerns and a lack of trust.
The real challenge isn’t choosing between AI and human-led approaches, but understanding the right balance for your learning and development (L&D) programmes and how to effectively implement it.
In our latest blog, we share insights from industry leaders on strategic planning and integrating both approaches, with practical tips for creating more impactful and engaging learning experiences.
Are AI and human-led learning opposing forces in a tug of war?
This debate can feel polarising, with many people firmly in one camp or the other. The back-and-forth between the two can be painful, especially when it seems like you have to choose one over the other.
With so much hype around AI, some are getting caught up in the excitement and rushing to implement the latest tools in learning and development (L&D) programmes. Others remain cautious, driven by ethical concerns and a lack of trust in how AI systems make decisions and impact learning outcomes.
So, how can you and your teams strike the right balance? The real challenge isn’t about choosing between AI and human-led approaches, but about identifying your needs, evaluating solutions and maintaining the right balance for your organisation.
We spoke to HR, L&D AI and tech leaders, including Asmita Gaba, Georgina Reeves-Saad, Marcel Britsch, Sandrine Crener, Shivangi Gupta and Winny Wilson, for insights and practical tips on how to achieve this balance and integrate both AI and human-led elements for more impactful and engaging learning experiences.
1. Be strategic in selecting and implementing AI tools
There’s no denying the buzz around AI - over 72% of people are using it at work - and we’re starting to hear terms like machine learning every day. Caught in a balancing act, many L&D teams are taking an ad-hoc, fragmented approach to selecting and using AI tools for learning and assessment.
Marcel reminds us not to get swept up in the hype. He advises adopting a strategic, systematic approach to evaluating and implementing AI tools, to provide structure, reduce risk and encourage collaboration with a wide range of stakeholders across the organisation. Focus on specific opportunities and follow our four-step process to ensure that AI supports, rather than replaces, human expertise.
- Define the problem - Don’t try to overhaul everything at once. identify one area you’d like to prioritise Set clear objectives and measurement metrics
- Evaluate options - stay curious and critical, but don’t accept everything at face value. Question your findings and involve business leads and users in decision-making. Remember to check whether AI tools meet ethical standards and include
- Pilot and implement - Start with a small-scale pilot to test the waters, measure results, and refine your approach.
Remember that AI isn’t always the solution – could collaborating with instructional designers, setting up social learning or group projects solve the problems you’ve identified?
Sandrine explains that once you’ve implemented AI tools for learning, remember to evaluate them frequently, gathering feedback and refining processes to keep them relevant and aligned with organisational goals.
2. Put learners at the heart of programme design
Understanding your employees’ skills gaps and needs is the foundation of any effective learning initiative, but a thorough needs analysis goes beyond data and dashboards. While AI can help you analyse performance trends and identify skills gaps, it’s just one tool in your L&D toolbox. Deeper insights come from combining AI-driven analysis with feedback from managers, 360-degree reviews and, most importantly, real conversations with learners to ensure their unique needs remain at the centre.
Once learning needs are identified, technology should enhance your learning design, not overshadow it, advises Shivangi. Ask yourself:
- Are you using AI as a gimmick or to drive learning outcomes?
- How can you make sure the content supports learners to develop real-world skills?
- What balance between AI-driven and human-powered practice activities will support your learners to achieve their aims?
- What types of delivery methods will best engage your learners?
- How can you ensure your learning systems protect learners’ privacy and data and that they're making informed choices?
80% of L&D teams report using AI tools to create personalised learning tailored to individual learners’ needs, pacing and learning styles. Georgina reminds us that while this can enable engaging and effective learning experiences, it’s important to collaborate with your employees to ensure that diverse perspectives are embedded directly into learning. By inviting employees to share their stories, insights and challenges, L&D can create more inclusive experiences that reflect diverse perspectives. This ensures that learning feels relevant and accessible to everyone, fostering a sense of belonging and engagement in your programmes.
Putting the learner at the heart of assessment is just as crucial. This way, you not only measure progress and outcomes, but also provide opportunities for learners to reflect on and accelerate their knowledge, skills and growth. Base assessments on real-world situations to make the experience more relatable and meaningful. Winny highlights the importance of including formative assessment - ongoing feedback from colleagues, trainers and the learners themselves - to refine learning and deepen understanding. She also advises us to incorporate self-assessment, reflection and goal setting to improve the transfer of learning and enhance outcomes.
This approach encourages continuous improvement and empowers learners to take ownership of their learning journey. And when learners have autonomy, they’re more likely to stay motivated and see the value in your programmes.
3. Make human connection a key part of delivery
While AI and tech can personalise learning experiences, it’s the interactions between learners, facilitators, mentors and peers that make those experiences meaningful. Asmita highlights that in virtual or hybrid learning in particular, it can be easy to rely heavily on technology – but that trainers can deliver a personal touch with nuanced input, feedback and coaching in a supportive environment. Combine AI tools with live online or in-person sessions and ensure trainers are skilled in developing psychological safety in groups to build trust and foster meaningful connections.
Create opportunities for learners to connect in ways that allow them to share insights, ask questions and collaborate. This doesn’t just have to be formal learning - even casual check-ins or peer discussions can spark motivation and deepen understanding. They provide learners with a space to share challenges, celebrate successes and support one another, which in turn boosts resilience and emotional wellbeing, supporting learners’ overall development and mental health.
And don’t forget the power of reflection. Learners who are given the space and time to reflect on their learning journey are not only more likely to retain information but will also take greater ownership of their development. Encourage regular moments of self-reflection, peer assessment and group discussions to help learners gain deeper insights into their progress, challenges, and goals. This way, you strengthen their commitment to the learning process and fosters a sense of accountability, ensuring that your programmes have a lasting impact on both their professional and personal development.
'There's all this buzz around AI and sometimes we forget, even though the models keep getting smarter and smarter, they generate responses based on statistical probabilities and how that model has been trained. But humans think about events and consequences. So, we think about the story and everything behind it. And our strength is that we build relationships and we connect the dots to what's bigger and wider out there, including our long-term strategic goals.' Winny Wilson, Training Consultant
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