4 Ways AI Will Reshape L&D — And What It Means for Your Organization

Learning and development professionals have always been at the forefront of workplace innovation. From pioneering e-learning and corporate universities to adopting mobile-first strategies and microlearning, L&D has continually evolved to meet the needs of modern workforces.

Now, artificial intelligence is driving a transformation unlike any before. Just as the internet revolutionized how we access information, AI is set to reshape the entire learning and development landscape, redefining how organizations help employees build the skills they need to succeed.

At Talent Connect 2024, industry analyst Josh Bersin explored this major shift, offering predictions and practical insights on how AI will transform L&D priorities, practices, and results.

1. The L&D tech stack will be re-engineered

Artificial intelligence is set to revolutionize traditional learning management systems (LMS) and learning experience platforms (LXP), paving the way for AI-driven platforms and AI-generated content. “I don’t think very many of you are going to throw out your LMS, but you’re not going to use it as much,” Josh notes, highlighting a shift in how organizations approach their tech stack.

He shared an example of a client using a hybrid model that offers a glimpse into the future. In this setup, compliance training stays in the legacy LMS, while other learning content moves to an AI-powered platform. These systems personalize learning journeys and simplify the management of multiple layers of technology.

“We’re not going to need quite so many layers of technology in L&D,” Josh explains. This transition signals a shift toward streamlined, AI-first solutions that combine content creation, delivery, and analytics into a single platform. Organizations should expect a surge of vendor pitches for all-in-one AI solutions designed to simplify operations and enhance learning outcomes.

2. AI will transform how content is created and managed

As AI becomes a central tool in learning content creation, L&D teams are shifting their focus from producing content to orchestrating its strategic use. Josh highlighted a client’s insight: Their biggest challenge isn’t creating content but equipping instructional designers and developers with the skills to harness AI tools effectively, ensuring that the curriculum meets modern learners’ needs rather than following outdated approaches.

This evolution marks a shift from one-off course creation to managing the broader ecosystem that powers AI-driven learning. “You’re going to be in a very different mode of how you build content,” Josh explains. Teams must prioritize curating a high-quality “corpus” — the foundational source material AI relies on — to ensure content remains accurate, relevant, and timely. At the same time, safeguarding compliance and security in AI-generated learning materials will be critical, especially as organizations push for personalization and scalability.

While AI can automate and enhance many aspects of content development, the human element remains essential. L&D professionals will increasingly act as curators, strategists, and quality controllers, bridging the gap between advanced technologies and the nuanced needs of learners. This dynamic ensures that AI-powered learning delivers tangible value without compromising quality or context.

3. L&D will shift from being a service provider to a strategic partner

The future of L&D lies in building stronger collaborations with business leaders to design learning solutions that directly support organizational goals. “You’re going to have the opportunity to partner with lines of business very intimately,” Josh explains, “instead of asking them what they want, developing something, and then seeing if they like it.”

Josh emphasized that L&D professionals will move away from the traditional model of responding to requests, creating content, and seeking approval after launch. Instead, they will co-create AI-driven learning initiatives with business unit leaders to address real-time challenges and opportunities.

This new approach requires L&D teams to embed themselves within the business, gaining a thorough understanding of each unit’s goals, workflows, and obstacles. By integrating these insights, L&D professionals can craft learning experiences that solve immediate problems while anticipating future needs, ultimately driving measurable business results.

4. L&D roles will change dramatically

“You’re going to have a completely different role,” Josh Bersin told the Talent Connect crowd. While foundational responsibilities such as curriculum planning and compliance training remain essential, he predicts that AI will assume many repetitive, time-consuming tasks, enabling L&D teams to focus on higher-impact initiatives. “The old way of developing courses is going to be replaced by an AI learning platform that will dynamically generate content,” he says. These advancements will free up L&D pros to concentrate on aligning learning initiatives with business priorities, improving learner engagement, and ensuring measurable outcomes.

“I think this is going to happen in 2025, and it’s going to be up to you to decide how quickly you want to move, what platforms you want to adopt, and where to focus your energy,” Josh explains. “And this is going to affect your job, your skills, and what you’re capable of doing.” By embracing AI, L&D pros can amplify their influence within the organization, steering learning strategies that directly contribute to growth and innovation.