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Top 5 Trends in HR Learning Technology

Cornerstone Editors

In a world where optimization, automation and gamification are the new normal, how can HR leaders efficiently adapt their talent development strategies to better align with the future of work? Today, technology solutions have taken center stage as HR leaders acclimate to the fast-paced, rapidly changing business landscape. Organizations need a digital transformation to help streamline their core HR functions, notably in learning and development.

So what’s next? Here’s a look at the top 5 trends providing digital dexterity in the HR industry.

1) Personalized learning

In the post-pandemic world, organizations focus less on stationary roles. Instead, workplaces prioritize the skills required to drive effective workflows and realize competitive advantages.

Transitioning to meaningful learning methods advances us from yesterday’s conventional, inexpedient training methods. Personalized learning journeys encourage employees to develop the critical skills that create internal mobility and propel workforce agility.

AI offers insights into learner behavior and performance metrics, driving future talent development strategies. All of this, in turn, can help organizations transition from a top-down approach to a more employee-centric strategy for learning and development.

2) Artificial intelligence

AI has helped revolutionize various industries, impacting all organizational functions, including the learning and development ecosystem. Educators and companies worldwide are realizing the value of personalized user experiences. According to a study by eLearning Industry, more than 47% of learning management tools will be enabled with AI capabilities within the next three years.

AI-based systems provide the best learner experience by automating and streamlining content management to create personalized learning journeys. AI helps guide the selection of relevant content, identifies skills and learning gaps and provides accurate recommendations aligned to the needs and preferences of individual users.

3) Collaborative learning

Earlier in the article, we discussed the shift in learning from the traditional instructional methodology to more immersive and interactive methods. Collaborative learning has become a meaningful way to share tacit knowledge and redefine conventional learning structures. Although virtual training began before the pandemic, it’s now a norm for most L&D organizations. Instructors and learners work together to achieve shared learning goals, often virtually.

Collaborative learning is people-centric. It’s an educational approach that uses groups to support learning. The interactive learning process encourages critical thinking and decision-making, two vital skills.

An example of collaborative learning outside the classroom is internal subject-matter experts authoring course content to ensure timeliness and relevance. Employees are engaged, and intellectual knowledge is readily shared, often using advanced Talent Experience Platforms.

4) Immersive learning

Educators often struggle with learners' retention power when teaching complex and layered concepts. A trainer can use an immersive, visual format like augmented reality (AR) to convey information and share knowledge. Especially in the case of complex and technical topics, it's more effective to use 3D imaging and augmentation rather than traditional teaching mediums. The learner sees superimposed elements on real-life objects, so they clearly understand the relationship.

Another tech trend to look forward to is virtual reality (VR). AR and VR are often used interchangeably but are distinctly different. While augmented reality overlays computer-generated objects in the natural environment, VR creates a new virtual world as a learning medium. It helps simulate real-life scenarios that learners can assess and learn from.

When using immersive learning, people perform real-life tasks in a simulated environment. The user's actions are recorded to replay and identify missed steps and mistakes. Employees can practice concepts without risk to machinery, tools or themselves.

5) LXP

A Learning Experience Platform (LXP) is a leading-edge alternative to Learning Management Systems (LMS) in large global corporations. This innovative technology helps learners and administrators with the resources needed to drive effective L&D initiatives.

Today, LXPs offer greater functionality due to AI and machine learning technologies. Using an LXP, learners can create or curate content from various internal and external sources to create personalized learning journeys. The LMS, on the other hand, was designed to manage prescribed internal content. However, these platforms are widely used in tandem. The LXP extends and enhances the LMS's capabilities by capturing all internal or external learning, supporting how people learn today.


By democratizing the learner's experience, LXPs put learners at the center of their skill development. Employees are engaged and can actively create a personalized professional development plan based on their goals and organizational objectives.

For additional information about the Cornerstone AI-powered Opportunity Marketplace, click here.

To learn how to creatively conquer the business challenges of tomorrow and ensure your people feel passionate about work, download this eBook co-authored by Dr. Edie Goldberg, an expert in the future of work and talent management.

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From sci-fi to reality: Creating a virtuous partnership of AI and HR

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From sci-fi to reality: Creating a virtuous partnership of AI and HR

Artificial Intelligence or AI is often shown in movies and books as a mysterious and super intelligent tool. Some think it's scary, like a powerful force that takes away our control and jobs and is generally portrayed negatively. AI is not magic, and it's helpful for HR and employees like you and me!

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