Trends in Learning 2024

The Open University Trends in Learning report identifies emerging trends that are either already having an impact on the world of work or will do in the future.

The Trends in Learning 2024 report is out and analyses six trends with observations from experts in the learning community: Talking AI ethics at work; Intelligent content; The AI conversation imperative; Fostering peace at work; Climate action; and Assessments through extended reality.

Talking AI ethics at work

When gen AI arrived a couple of years ago, there was an explosion of new tools. Employers and employees are concerned about the potential implications and pitfalls. Organisations and L&D need to help employees through this transition stage and whatever comes next as AI tools keep evolving.

Jon Fletcher, Fractional HR AI strategist, and AI Lead at The LPI: “I’m concerned that L&D is getting sidetracked, focusing the majority of its attention on how it uses AI, when it should also be thinking about how to support employees to use AI and driving that conversation.”

Intelligent content

Intelligent content is much ‘smarter’ than anything that has gone before. It enables personalised, adaptive learning, with content adjusting in real time to meet the needs of the learner.

Tom McDowall, Chair of The Learning Network and freelance L&D professional: “It’s about the ability for people to quickly get to the information that is relevant to them and allows them to perform, rather than trying to remember as much as possible. It shifts the focus from learning as the desired outcome.”

The AI conversation imperative

The idea of having gen AI as a 24/7 virtual tutor is appealing to a lot of learners (and to a lot of organisations). It means people can access learning at any time, at the point of need, with questions that are specific to their context. 

Organisations are also increasingly interested in using gen AI tools for interactive learning, such as simulations and role play. Doing this enables learners to practice skills and behaviours in a safe space and receive real time feedback.

Some express a preference for honing their interpersonal skills in an AI environment as they feel less worried about making mistakes or being judged on their performance.

Fostering peace at work

There is a huge amount of conflict in the world currently. People’s different views, understanding and experiences of conflict can easily spill over into the workplace, causing conflict in work too.

Learning teams have an important role to play in terms of raising awareness among leaders, managers and the general workforce. L&D is well placed to lead on this, ensuring that the right learning interventions, resources and guidance are available.

Rachel Suff, Senior Policy Adviser, Employee Relations and Wellbeing, CIPD: Managers need to have the capabilities and the confidence to manage conflict. Training and ongoing guidance is really important, but often managers are thrown in at the deep end and don’t have training in how to manage people. 

Climate action

Learning professionals have an important role to play in helping organisations develop the skills, behaviours, culture, products and services to drive sustainability. What is good for the climate is also good for business. If L&D can foster a culture of innovation, of problem-solving, of trying to make products and services better, then it is helping organisations thrive, while also making them greener.

Tess Robinson, Director, LAS (LearningAge Solutions): “L&D is really good at things like behaviour change, skills, communication, community-building, bringing people together to share ideas, storytelling, motivating people by focusing on the emotional aspect. But I’m not sure that L&D has worked out how to map that onto what needs to be done for sustainability.”

Assessments through extended reality

XR assessments allow for in-depth and meaningful analysis and reflection of learner performance; you find out if someone can perform a particular skill or demonstrate a required behaviour and to what standard at a very granular level. These are the kind of learning analytics learning teams need to gather. Assessment is key to learning, but it’s an area that L&D struggles to get right.

Myles Runham, Senior Analyst for Digital Learning at Fosway Group: “You can evaluate performance, understanding and behaviour as people work through an extended reality experience without necessarily having to stop and test them. Their behaviour and activity during the learning is the signal of whether they understand and are proficient.”

The full report is available from the Open University web site: Trends in Learning 2024.