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learning and development roles and competency domains in higher education: a content analysis of job announcements

JOURNAL OF COMPUTING IN HIGHER EDUCATION 2022年第2期34卷 297-320页

作者： Martin, Florence Chen, Yan Oyarzun, Beth Lee, Mark Univ N Carolina Learning Design & Technol 9201 Univ City Blvd Charlotte NC 28223 USA Univ New Mexico Zimmerman Lib Room 242 Albuquerque NM 87131 USA Charles Sturt Univ Sch Educ Wagga Wagga NSW 2678 Australia

learning and development (L&D) roles are important to organizations for improving employee's knowledge and skills. This study examined various roles and competency domains required of learning and development professionals in higher education. Ten different roles of L&D professionals were examined for 20 competency domains through a qualitative coding process. We extracted and analyzed 294 unique postings from the job board, ***. Results indicated that designers and directors are the most advertised L&D postings. The top five competency domains required of L&D professionals were collaboration, communication, content development, project management, and assessment and evaluation. Communication and collaboration skills were required for most of the roles. Leadership and people management were ranked highest for executives and directors. In addition, competency domains aggregated by roles are provided. Implications are provided for employees, L&D graduate programs and professionals, and researchers.

关键词： learning and development Higher education Roles Competencies Domains

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Mapping learning and development literature in healthcare organizations: Need for digital health and diversity, equity and inclusion (DEI) training

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development and learning in Organizations 2024年第6期38卷 1-6页

作者： Singh, Ankit Kulkarni, Meenal Dubey, Dharmendra Symbiosis Institute of Health Sciences Symbiosis International (Deemed University) Pune India School of Business Dr Vishwanath Karad MIT World Peace University Pune India Sharda School of Allied Health Sciences Sharda University Greater Noida India

Purpose: Mapping the landscape of healthcare education is essential, particularly when examining the prevailing trends in learning and development (L&D) for healthcare workers. Design/methodology/approach: The Scopus dataset was searched on 25th November 2023 for relevant files, and analysis was done using Bibilioshiny and VOSviewer. Findings: Artificial Intelligence (AI), Machine learning (ML), and Deep learning (DL) are increasingly being adopted in healthcare organizations. Moreover, simulation-based team training enhancing interprofessional communication and sensitizing healthcare workers (HCWs) towards equity, diversity, and inclusion is increasingly reflected in organizations’ L&D practices. Originality/value: The study identifies prevailing themes in L&D in healthcare organizations in the last decade. © 2024, Emerald Publishing Limited.

关键词： AI in healthcare Digital health learning and development Patient safety Quality management

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The library of Babel: assessing the powers of artificial intelligence in knowledge synthesis, learning and development and coaching

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JOURNAL OF WORK-APPLIED MANAGEMENT 2024年第1期16卷 4-18页

作者： Passmore, Jonathan Tee, David Univ Reading Henley Business Sch Greenlands Campus Dept Leadership Org & Behav Henley on Thames England Univ South Wales Wales Coaching Ctr Pontypridd Wales

Purpose - This study aimed to evaluate the potential of artificial intelligence (AI) as a tool for knowledge synthesis, the production of written content and the delivery of coaching conversations. Design/methodology/approach - The research employed the use of experts to evaluate the outputs from ChatGPT's AI tool in blind tests to review the accuracy and value of outcomes for written content and for coaching conversations. Findings - The results from these tasks indicate that there is a significant gap between comparative search tools such as Google Scholar, specialist online discovery tools (EBSCO and PsycNet) and GPT-4's performance. GPT-4 lacks the accuracy and detail which can be found through other tools, although the material produced has strong face validity. It argues organisations, academic institutions and training providers should put in place policies regarding the use of such tools, and professional bodies should amend ethical codes of practice to reduce the risks of false claims being used in published work. Originality/value - This is the first research paper to evaluate the current potential of generative AI tools for research, knowledge curation and coaching conversations.

关键词： ChatGPT GPT-4 Generative artificial intelligence (AI) learning and development Coaching chatbots AI coaching L&D ethics

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learning at work: a model of learning and development for younger workers

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JOURNAL OF MANAGEMENT & ORGANIZATION 2024年第4期30卷 862-881页

作者： Mason, Robyn Brougham, David Massey Univ Private Bag 11222 Palmerston North 4442 New Zealand

In rapidly changing work environments, individuals need a willingness and ability to learn new skills and knowledge to contribute to their organization's goals and their own employability. As the baby-boomer generation begins to exit the workplace, organizations need to pay attention to developing the capability of younger, novice workers who will increasingly comprise the core workforce of the future. The present study, grounded in social cognitive theory, develops and examines a model of learning and development for younger workers. In total, 1,732 employees in New Zealand aged 16-24 years completed a survey relating to their perceptions, beliefs, and intentions regarding learning and development. The results from structural equation modeling show that individual and work-environment factors both influence younger workers' developmental intentions but affect this through different pathways. The study contributes to a better understanding of the development process for younger workers and offers implications for management based on these findings.

关键词： learning and development motivation to learn self-efficacy structural equation modeling younger workers

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Addressing learning and development issues in airport companies: implications for organizational development specialists

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development and learning in Organizations 2025年第1期39卷 28-31页

作者： Atiku, Sulaiman Olusegun Oladejo, Olufemi Michael Sibalatani, Angela Ntwala Harold Pupkewitz Graduate School of Business Namibia University of Science and Technology Windhoek Namibia Department of Management Studies University of KwaZulu-Natal Durban South Africa Department of Economics and Business Studies Walter Sisulu University Mthatha South Africa

Purpose: This study examines the issues affecting learning and development (L&D) interventions to enhance operational efficiency in airport companies. Design/methodology/approach: This study adopted a case study design following a qualitative approach for data collection and analysis procedure. A purposive sample of fifteen executives, including 6 Chief Executive Officers, along with 9 operational managers from the aviation industry in Namibia were suitable participants to gather information about issues affecting L&D for specific interventions to improve operational efficiency in airport companies. The data was collected using face-to-face interviews. The transcripts generated from the recordings were organized using thematic analysis via NVivo version 12. Findings: The results showcased a lack of training needs assessment and process, inadequate specialized training and poor levels of commitment. Hence, specialized L&D interventions will impact commitment and work outcomes, which are essential for operational efficiency in airport companies. Originality/value: There is a paucity of literature on how to address L&D issues for operational efficiency in the aviation sector. © 2024, Emerald Publishing Limited.

关键词： Africa Airport companies Aviation sector Interventions learning and development Specialized training

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Exploring professional perspectives on integrating generative artificial intelligence into corporate learning and development: an organizational change perspective

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development and learning in Organizations 2025年第2期39卷 21-24页

作者： Alhusban, Mohammad Issa Alshurafat, Hashem Khatatbeh, Ibrahim N. Department of Business Administration Business School The Hashemite University Zarqa Jordan Department of Accounting Business School The Hashemite University Zarqa Jordan Department of Banking and Financial Sciences Business School The Hashemite University Zarqa Jordan

Purpose: The primary aim of this study is to investigate the integration of generative artificial intelligence, specifically ChatGPT, into workplace L&D practices, exploring the associated advantages and challenges such integration from an organizational change perspective. Design/methodology/approach: This study uses a qualitative approach, conducting semi-structured interviews with twelve learning and development (L&D) experts. Findings: This study indicates that ChatGPT can positively impact L&D by streamlining processes and potentially enhancing employee performance, engagement and satisfaction. However, to mitigate employee resistance, organizations must clearly communicate the necessity and rationale behind the change, involve employees in the implementation process and address trust issues. Key challenges such as overreliance on ChatGPT, AI skill shortages and technology issues like privacy breaches and misinformation must be managed through strong governance frameworks, including policies, guidelines and regular audits. Research limitations/implications: The study’s scope is confined to semi-structured interviews with L&D experts, potentially limiting its generalizability. Further research could explore the long-term effects and broader implications of ChatGPT integration in different organizational contexts. Practical implications: By framing GenAI integration within the context of organizational change, this study offers insights into managing the transition effectively by providing guidance for managers on effectively integrating ChatGPT into L&D practices, emphasizing the importance of mitigating potential negative consequences while maximizing benefits. Social implications: Integrating ChatGPT into organizational L&D has the potential to reshape how employees acquire new skills and knowledge, potentially influencing organizational culture and dynamics. However, careful consideration is required to ensure that the integration process aligns with ethical

关键词： ChatGPT Expert interviews Generative artificial intelligence learning and development Organizational change

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Artificial intelligence in learning and development: a systematic literature review

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EUROPEAN JOURNAL OF TRAINING AND development 2023年第7/8期47卷 677-694页

作者： Bhatt, Parag Muduli, Ashutosh Pandit Deendayal Energy Univ Sch Petr Management Gandhinagar India

Purpose The presented research explored artificial intelligence (AI) application in the learning and development (L&D) function. Although a few studies reported AI and the people management processes, a systematic and structured study that evaluates the integration of AI with L&D focusing on scope, adoption and affecting factors is mainly absent. This study aims to explore L&D-related AI innovations, AI's role in L&D processes, advantages of AI adoption and factors leading to effective AI-based learning following the analyse, design, develop, implement and evaluate approach. Design/methodology/approach The presented research has adopted a systematic literature review method to critically analyse, synthesise and map the extant research by identifying the broad themes involved. The review approach includes determining a time horizon, database selection, article selection and article classification. Databases from Emerald, Sage, Francis and Taylor, etc. were used, and the 81 research articles published between 1996 and 2022 were identified for analysis. Findings The result shows that AI innovations such as natural language processing, artificial neural networks, interactive voice response and text to speech, speech to text, technology-enhanced learning and robots can improve L&D process efficiency. One can achieve this by facilitating the articulation of learning module, identifying learners through face recognition and speech recognition systems, completing course work, etc. Further, the result also shows that AI can be adopted in evaluating learning aptitude, testing learners' memory, tracking learning progress, measuring learning effectiveness, helping learners identify mistakes and suggesting corrections. Finally, L&D professionals can use AI to facilitate a quicker, more accurate and cheaper learning process, suitable for a large learning audience at a time, flexible, efficient, convenient and less expensive for learners. Originality/value In the absence of any sy

关键词： Artificial intelligence learning and development learning analytics Industry 4 0 e-learning Knowledge management Big data

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Artificial Intelligence in Corporate learning and development: Current Trends and Future Possibilities 2

Artificial Intelligence in Corporate Learning and Developmen...

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2nd International Conference on Smart Technologies for Smart Nation, SmartTechCon 2023

作者： Pavitra, K.H. Agnihotri, Alka School of Business Galgotias University Greater Noida India

ISBN: (纸本)9798350305418

Implementation of artificial intelligence (AI) in the learning and development (L&D) function of an organization helps organizations upskill or reskill their employees better and prepare for changes in the business environment faster. The purpose of this work is to study the generic implementation of AI in L&D function of organizations, the role of AI in developing personalized learning experiences for learners, specific examples of AI implementation in L&D function in organizations, and the contribution of AI in transforming the role of the human resources (HR) practitioner in L&D function. Primary data through focus group discussion (FGD) from HR managers from seven companies, and secondary data sources such as newspaper articles were used for data collection and analysis. It was found that AI played the roles of learning-culture enhancer and strategy-oriented work enhancer in organizations, to name a few. AI is being used in L&D function through use of virtual reality, augmented reality, and chatbots. AI tools such as data mining are currently being used in L&D functions in sectors such as automobile. Also, companies such as Oracle, IBM, and Accenture are implementing AI techniques for performing assessment of skill-sets and customized coaching. AI enables the HR practitioner to perform more strategic tasks, compared to administrative tasks. © 2023 IEEE.

关键词： Artificial Intelligence HRM human resource management L&D learning and development personalized learning training and development

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Five key areas to consider before using gamification in learning and development

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Strategic HR Review 2023年第4期22卷 115-120页

作者： Rebecca Parkerson University of Arkansas Fayetteville Arkansas USA

Purpose The purpose of this paper is to inform readers about the use of gamification and active learning as effective learning methods, particularly in hybrid, diverse and global organisations. Design/methodology/approach This study takes an advisory approach based upon experienced delivery of blended learning and gamification in an human resources (HR), training and development environment. Findings The introduction of gamification and blended learning is like any other method of development. It is only as good as the planning. Gamification as a novel way of learning will not last the distance without setting objectives, planning how to reach them, evaluation and ongoing support for behavioural change. Originality/value To the best of the authors’ knowledge, this paper is the viewpoint of the author and has not been published elsewhere.

关键词： Training Employee engagement Technology learning and development Strategy Multinational

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The role of HRD in bridging the research-practice gap: the case of learning and development

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HUMAN RESOURCE development INTERNATIONAL 2020年第2期23卷 108-124页

作者： Ross, Catharine Nichol, Lynn Elliott, Carole Sambrook, Sally Stewart, Jim Univ Worcester Worcester Business Sch Worcester England Univ Roehampton Roehampton Business Sch London England Bangor Univ Bangor Business Sch Bangor Gwynedd Wales Liverpool John Moores Univ Liverpool Business Sch Liverpool Merseyside England

An enduring challenge for HRD is ensuring academic research achieves impact on professional practice. We have located this research within debates about the research-practice gap. To investigate this challenge, we analyse case studies of academic impact from all disciplines submitted to the United Kingdom's 2014 research assessment exercise (REF 2014). We found that learning and development was a primary focus of significant number of impact case studies submitted across all disciplines compared to other areas of HR and HRD. We also found that learning and development was a key path to Impact. These findings reveal that learning and development in a work context plays a pivotal role in helping researchers irrespective of discipline achieve impact. Our findings therefore speak to the research-practice gap across academia. We conclude by considering the potential role for HRD in generating impact.

关键词： HRD impact learning and development research-practice gap REF 2014

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