Where are you on your AI journey?

A maturity model for Learning and Performance

Jon Fletcher, Chief AI Strategist, LPI

Over the past six months, I have engaged in several conversations with organisations, vendors, AI data, and AI ethics SMEs, about their progress in the application of AI in learning and performance.

A lot of these discussions initially focused on exploring the art of the possible - the opportunities for AI in learning. Recently, the conversation has shifted. Now there is an urgent need to understand real-world use cases.

According to the latest LinkedIn Learning Workplace Learning Report , three data points are clear: people crave AI skills, they’re motivated by career progress, and companies must embrace both AI skills and career development to energise and retain talent.

But there's a problem. Learning leaders, learning functions, and the broader business community are still unsure of their current position on their AI journey. Consequently, at the start of this year, I began investigating how we might create a framework to evaluate this.?

This has led to the development of the AI Maturity Model for Learning & Performance.

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Understanding where you are in your AI journey is crucial to establishing a clear and practical pathway towards achieving AI maturity.?It involves recognising your current capabilities, infrastructure, and approach to embedding AI applications within your organisation.?

By assessing these elements and a few more, it is possible to determine your position on the AI maturity curve and identify the strategic steps necessary to evolve.?

Let’s explore each level a little deeper:??

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Level 0: Unknown?

You, your function, and your team have not yet begun the AI journey. There is a lack of awareness and understanding of AI’s potential benefits for HR & L&D.? At this level, there is:?

• Uncertainty where to start: There is no clear direction or strategy for implementing AI within L&D or HR.?
• Lack of knowledge: AI might be familiar, but its applications, especially in enhancing HR & L&D, are not recognised or understood.?
• Need for awareness: The first step for organisations at this level is to understand AI and its relevance to HR & L&D.??

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We would hope only a few organisations are at this level, as we believe the majority have already started their journey.??

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Level 1: Aware?

Awareness of AI exists, but its application in HR & L&D is minimal due to limited knowledge, experience or budget. At this level there is:?

• Recognition of AI’s potential: There is a basic understanding that AI can contribute to L&D & HR but very limited active exploration or implementation.?
• Limited application: AI might be used in very rudimentary forms, such as through their existing solutions with HR & L&D.??
• Information seeking: The focus is on learning more about AI and how it can be applied in HR & L&D functions, environments, and the flow of work.?

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Based on several reports, conversations, and engagements over the last few months, most L&D and HR professionals, teams, and functions are in or around this level, heading towards level 2.???

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Level 2: Exploring?

Organisations begin to explore AI's basics in HR & L&D, though actual usage remains low. At this level, there is:?

• Growing awareness: There’s an increasing interest in AI’s potential to enhance HR & L&D offerings, shown through experimentation.??
• Initial experimentation: Organisations start experimenting with AI tools and platforms on a small scale to understand their impact and potential benefits.?
• Strategy development: We are beginning to see AI incorporated into HR and L&D Strategies, though it might still be in its early stages.?
• Emerging Partnerships: Beginning to grasp the broad organisational AI strategy and initiating conversations with key AI leaders to support the deployment of AI solutions from an employee perspective.??

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We are starting to see more organisations, functions, and teams transitioning to this level, and we are also starting to see a split within organisational functions, where some functions are more advanced on their journey than others.??

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Level 3: Embedding?

AI is actively being integrated into HR & L&D to improve offerings and operations, with a developing strategy and the presence of SMEs. At this level, there is:?

• Strategic integration: strategic planning for AI in HR & L&D is occurring, with specific goals and objectives for its use.?
• SME involvement: At least one or a few individuals within the HR and L&D teams have a deeper understanding of AI.?
• Evident benefits: The benefits of AI integration are becoming clear, driving further interest and investment across the business.??
• Partnerships: Taking a proactive lead in supporting employee engagement and utilisation of AI solutions across the organisation.???

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Currently, we do not see any functions or teams at this level. This isn’t to say there are not any; I am just unaware of them.??

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Level 4: Optimising?

AI is integral to the organisation and strongly supported by the HR & L&D function. At this level there is:?

• Advanced integration: AI technologies are now critical tools for the organisation, with HR & L&D creating, delivering, and assessing employees’ performance and experiences.?
• Built-up expertise: HR & L&D teams include individuals with advanced AI knowledge or skills, continually building on their AI capabilities.?
• Strategic advantage: AI supports and enhances HR & L&D offerings, contributing to the organisation's competitive advantage.?
• New Operating Model: Organisations have started to move towards an AI-infused operating model. The underlying approach to HR & L&D, has evolved to focus on Employee Performance supported by Intelligence, which is underpinned by their experiences and learning journeys (more on this to come).?

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The reality is that I wouldn’t expect to see organisations at this level for a while, with smaller organisations reaching this level first and larger ones taking more time.??

Level 5: Optimised?

AI is fully embedded within the organisation with HR & L&D operating within a new AI-led operating model. At this level, we find:?

• AI-driven organisations: AI is central to organisations' strategies, and HR & L&D is leading in driving innovation, personalisation, and efficiency through performance underpinned by robust intelligence & data.?
• Specialised SMEs: There is now a wide range of AI SMEs within the different teams, ensuring cutting-edge applications and continuous improvement.?
• Business alignment: HR and L&D are now fully integrated into a new operating model, aligned with overall business strategies, and supporting broader organisational goals and capabilities.?

At this point, I am sure new emerging technologies will change the way we work, operate, and deliver.??I hope you find this useful. If you need deeper insights, guidance, or support, don't hesitate to contact me, Jon Fletcher .

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