Learning and development is where AI can do the most good for employees — and where HR must close the biggest gap: AI skills themselves.
Three uses of AI in L&D
- Content: AI drafts course outlines, quizzes, scenarios and translations, so L&D teams build faster. Experts must check accuracy.
- Personal learning: recommendations based on a person's role, skills and goals; AI tutors that explain, quiz and give feedback.
- Practice: role-play for difficult conversations, sales calls or customer service, with feedback — safe practice at scale.
Teaching AI itself
The biggest learning need is how to use AI well in each job. BCG's AI at Work 2025 survey of more than 10,600 workers in 11 countries found:
- only 51% of frontline employees are regular AI users, a figure that has stalled;
- employees who get five or more hours of training — especially in person with coaching — are much more likely to become regular users;
- leadership support makes a large difference, but only 25% of frontline workers said they get it.
So "a one-hour e-learning on AI" is not enough. People need role-specific practice, time, and managers who use AI themselves.
A simple AI learning program
- Everyone: basics, safe use, the AI policy, prompts for their own tasks (2–3 hours).
- By role: hands-on workshops using the skill packs for their job (3+ hours, with coaching).
- Managers: how to redesign team work and talk about AI and jobs.
- Champions: deeper skills and time to help peers.
Track completion and use afterwards, and connect it to your skills data.