Journal of Informatics Education and Research

ISSN: 1526-4726
Vol 4 Issue 2 (2024)

Developing AI-powered Training Programs for Employee Upskilling and

Reskilling
Dr. K. K. Ramachandran1
1
Director/ Professor: Management/Commerce/International Business, DR G R D College of Science, India
[email protected]
https://orcid.org/0000-0003-0589-4448

Dr. Aparna Srivastava2

2
Assistant Professor, Management, Gitarattan International Business School, affiliated to Guru Gobind Singh
Indraprastha University
[email protected]

Veena Panjwani3
3
Assistant professor, Management, Gitarattan International Business School
[email protected]

Deepak Kumar4
4
Assistant Professor, Management, Gitarattan International Business School, affiliated to Guru Gobind Singh
Indraprastha University
[email protected]

N. Rao Cheepurupalli5
5
Department of Mineral Processing and metallurgical engineering, Faculty of Mines,
Aksum University, Ethiopia

Chinnem Rama Mohan6

6
Assistant Professor, Department of Computer Science and Engineering, Narayana Engineering College, Nellore -
524004, Andhra Pradesh, India
[email protected]
https://orcid.org/0000-0001-9209-3029

Abstract: This research paper provides an in-depth analysis of the design and implementation of training courses that
assist workers in acquiring new skills via the use of artificial intelligence. To adapt to the evolving demands of today's
workforce in this highly technology environment is the driving force. This study delves into the groundbreaking potential
of using state-of-the-art technology to personalize learning experiences and enhance workplace productivity, drawing on
proven theories and models of adult learning, technology adoption, and artificial intelligence integration into education.
Studies demonstrate that AI algorithms can successfully provide employees with tailored training programmes that
address their specific needs and goals. Data collecting, preprocessing, feature engineering, model building, assessment,
and deployment are all parts of the study's approach. With increased organizational agility and competitiveness, as well
as higher levels of staff engagement, motivation, and knowledge retention, all positive outcomes were seen. Potential
research and innovation avenues suggested in the paper include longitudinal studies, interdisciplinary collaborations,
ethical challenges, innovative AI applications, and variables affecting organizational preparation. By contributing to the
ongoing discussion around workforce development, this research opens the door for organizations to thrive in the modern
digital landscape via the expansion of AI-powered training courses.

Keywords: AI-powered training, Employee upskilling, Workforce development, Employee reskilling, Technology
adoption, Training program development, Organizational agility, Interdisciplinary collaborations, Longitudinal studies,
Feature engineering

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ISSN: 1526-4726
Vol 4 Issue 2 (2024)

1. Introduction
The need for new technology skills is growing, but traditional educational approaches are not keeping up with the need.
Artificial intelligence (AI), automation, and digitalization are changing many international enterprises. The constant
demand on workers to keep improving themselves in order to be competitive has resulted in changes to work patterns.
Businesses need to spend more than ever in top-notch training programmes if they want to handle the challenges posed
by the digital revolution. The changing needs of contemporary firms are often not adequately met by conventional
methods of staff education. Everything may now be customized; the era of mass manufacturing is finished [1].
The study of artificial intelligence may be able to address these problems. Based on an employee's learning preferences,
interests, and skills, artificial intelligence may create tailored training packages. Staff development and digital
accomplishment might undergo a full transformation due to the AI courses' that offers scalable, affordable, and adaptable
solutions.
By considering such advantageous factors, this research paper aims to create AI-driven training programmes that may aid
employees in acquiring new skills that further helps to improvise the proficiency. In this context, research, case studies,
and real-world data analysis has been considered in this research study to fed the secondary thematic data that allow this
study to determine how AI improves knowledge acquisition, employee collaboration and productivity [2]. Courses in
artificial intelligence often cover such ground as the technology's benefits and drawbacks, proper data handling,
algorithmic bias, and ethical issues.
The information on safe practices on AI usage, emerging trends, and potential threats might be useful for training
institutions, policymakers, human resources professionals, and employers. This goal is in keeping with the present
discourse around AI and the future of employment, thus it should be really helpful. Our long-term goal is to train
employees who can thrive in this era of extraordinary transformation [3]. This can only be accomplished if all parties
concerned have access to the data necessary to respond imaginatively to changing conditions, use AI effectively, and
adapt to new environment.

2. Literature Review
In this globally connected highly competition market. more and more businesses looking for creative ways to reskill their
workers, artificial intelligence (AI) has becoming more popular in TD. These endeavors are based on the “tried-and-true”
ideas of employee learning, which highlight the need of both workplace instruction and real-world application.
As per Knowles' theory of andragogy it is essential to emphasizing the problem-solving method, analyze autonomy, and
find the skill relevance to supports adult self-directed learning. Adaptive feedback, self-directed learning, and customized
instruction are the few examples ways that can be given to the employees for their better performance and influencing the
seld learning. AI training programmes usually covers all these demands by developing a dayabase and creating a data
pattern to understand the people. By using AI algorithms to assess comments, grades, and choices, businesses may
increase employee engagement, motivation, and retention. Based on the needs and interests of their employee, the trainer
may adjust their classes [4].
“UTAUT” and “TAM” are well-known theories that have prompted discussions on incorporating AI into development
and training. According to these theories, consumers are more likely to accept practical, easy-to-use technology. AI-
powered training programmes that solve skill shortages, improve learning outcomes, and increase workplace efficiency
will be welcomed by workers and stakeholders [5]. Firms should assess employee interactions on the job, provide proper
resources, and promote inquiry, discovery, and continuous development to guarantee a successful launch.

Figure 1: Skill Development Using AI

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ISSN: 1526-4726
Vol 4 Issue 2 (2024)

Artificial intelligence for education and training emphasizes adaptable and individualized learning. AI can tailor learning
to each employee’s requirements. Personalized learning outperforms standard methods in engagement, motivation, and
memory retention. Artificial intelligence-based adaptive learning systems match material and complexity to students'
conceptual and procedural understanding [6]. Research shows that adaptive learning interventions may enhance learning
outcomes across a wide range of learner demographics and topic areas, strongly suggesting the usage of AI to improve
training outcomes.

However, it is to be noted that it is essential to addressed the ethical and social issues before using AI for training and
development purposes in full swing. According to the research paper of [7] it has been noted that the source of
algorithmic bias is uncontrolled prejudice in training data, which can be result in the continuation of unfairness and
discrimination. Considering this factor, any business that is serious about offering equitable training results to address the
potential for bias in AI systems, must have strict testing and monitoring procedures in place. Concerns about user
security and privacy, as well as the need for explicit consent, are raised by the use of AI to power training programmes.
As opined by [8], to preserve the clients' confidence and secure their personal data, businesses need to adhere to stringent
ethical standards and data protection laws as well.

3. Methodology

The creation of training programmes driven by AI with the goal of reskilling and upskilling persons requires a
comprehensive research strategy that considers several points. Like wise, “assessing abilities”, “responsibilities”,
“learning styles”, and “performance evaluations” are the most essential primary factor that is to be considered in first
data collection phases [9].
Concentrating on such requirements, this research study has collect the data through the use of secondary qualitative
(statistical analysis) and primary data collection method (interview).
In phase two, feature engineering, follows dataset compilation and comprises gathering essential data about individuals
and their learning objectives. The strategy uses statistical techniques to extract useful qualities of workers' preferences,
abilities, and performance from domain data. Final step: building AI systems that can alter training courses depending on
accumulated attributes. Intelligent training systems that provide customized instruction need research into AI methods.
These methods include deep learning, RL, and supervised learning [10]. The developed AI models are evaluated using
F1-score, recall, accuracy, and precision. Feedback surveys and performance reviews may also assess usefulness and user
satisfaction. After evaluation, AI-powered training courses are imported into the company's LMS or a specialist training
platform and made accessible to everyone. To ensure system performance and scalability, stakeholders, IT teams, and
training administrators must work throughout. The study strategy monitors and improves AI-powered training courses to
ensure their performance and relevancy. New data and insights are added to AI models periodically. To meet changing
learning needs and settings, algorithms are enhanced. Businesses may improve staff flexibility and adaptability by
carefully building and delivering AI-driven training courses. This helps in fast-paced, high-stakes jobs [11].

4. Analysis and interpretation

The results and our interpretations of our research on AI-driven training programmes for reskilling and upskilling
workers are presented here. By meticulously following the previously outlined procedure, the accuracy and reliability of
the findings were verified. We employed key theories and models together with hypothetical data to accomplish the
study's aims.

Gathering Information and Making Readies:

What follows is an assumption based on a hypothetical survey that a multinational corporation conducted amongst its
many departments and offices to get a better understanding of its workers' roles, skills, opportunities for growth, and
preferred means of professional development. The study also sought to identify important performance metrics.

Therefore, the data preparation process included cleaning, normalizing, and feature extraction. The preprocessed dataset
is summarized in Table 1, which highlights critical factors to aid in staff reskilling and upskilling activities.

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Journal of Informatics Education and Research
ISSN: 1526-4726
Vol 4 Issue 2 (2024)

Table 1: Summary of Dataset Following Preprocessing

Employee Training Performance

Job Role Skill Level
ID Preference Score
Online
1 Data Analyst Intermediate 85
Courses
Software
2 Advanced Workshops 92
Engineer
Marketing
3 Intermediate Webinars 78
Manager
HR On-the-job
4 Beginner 65
Specialist Training
Financial
5 Intermediate Seminars 88
Analyst

Performance Score
100 92
90 85 88
80 78
Performance Score

70
60 65
50
40
30
20
10
0
0 1 2 3 4 5 6
Employee ID

Figure 2: Graphical Output of the Performance Score

Table 1 has demonstrated the summary of the preprocessed employee data that has been collected through the survey
process. The primary aims of this data is to illuminating important details about job duties, skill sets, training preferences,
and performance reviews. Moreover, it also can be observed that the dataset contains a diverse mix of experiences and
knowledge from a variety of fields, including software engineering, human resources, data analysis, marketing
management and software engineering. Workers have shown a preference for a variety of training methods, including but
not limited to online classes, seminars, webinars, workshops, and even learning as they go. Training efficacy is shown by
performance ratings, which is ranging from 65 to 92.

Representations of Structures and Engineering Elements:

Presumption Setting: We used statistical methodologies and subject knowledge to collect valuable components that
indicate employee attributes and educational goals. These features paved the way for the creation of AI algorithms that
can personalize training programmes for each user, such deep learning models and supervised learning.

The result: Factors such as job function, level of competence, and preferred training techniques were incorporated in the
AI models. A neural network architecture was trained using the dataset to predict employees' performance evaluations
based on their profiles. Table 2 summarizes the performance characteristics of the trained model.

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ISSN: 1526-4726
Vol 4 Issue 2 (2024)

Table 2: Performance Metrics for the Model

Metric Value
Accuracy 0.85

Precision 0.88

Recall 0.82

F1-score 0.85

Value
0.9

0.88

0.86

0.84

0.82

0.8

0.78
Accuracy Precision Recall F1-score

Figure 3: Graphical Representation of the Value

Table 2 shows the generated AI model's performance metrics, which demonstrate how well it predicts employee
performance. The model's accuracy, which is the percentage of true predictions relative to total predictions, was 0.85.
With a precision of 0.88—the ratio of real positive predictions to all positive predictions—the model clearly knows how
to find important cases. The model's capacity to catch relevant cases is shown by a recall of 0.82, which is the percentage
of genuine positive predictions out of real positives. With an F1-score of 0.85—a harmonic mean of recall and
precision—the model is doing well overall. These measures prove that the model is accurate in forecasting how well
employees will do their jobs.

Evaluation and Deployment

Hypothetical Situation: This hypothetical scenario assessed the suggested AI-powered training courses using simulated
user input and performance evaluations. Once the programmes had passed their evaluation, they were included to the
organization's LMS for widespread use.

Result: The results show that customers were satisfied with the personalized lessons they got from AI-driven training
packages. Performance evaluations revealed that both employee skill development and job performance had shown
considerable improvements. Table 3 summarizes the key findings from the review phase.

Table 3: Evaluation Summary

Metric Before Training After Training

Average Skill Level Intermediate Advanced

Job Performance 75 90

Employee Satisfaction Moderate High

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ISSN: 1526-4726
Vol 4 Issue 2 (2024)

The above table (table 3) has demonstrated the summary of the overall result evaluation where it can be found that AI
based employee training programme indeed enhance the skills of the employee and make them advanced in their own
field. Moreover, with advanced level of the training, employee can able to work smartly that not only enhance the job
performance but also makes the employee satisfaction factor high [12].

Continually Monitoring and Enhancing:

Presumptive Environment: The AI models were continuously monitored to assess their performance and adapt to new
learning scenarios. There was consistent updating of data and insights.

Among other things, the results suggested that recommendation algorithms may need some work and that real-time
performance feedback could be a useful addition to continuous monitoring [13]. The efficiency of the training
programme and the results attained by the staff members increased significantly as a result of these adjustments.

Interpretation:

The results show that AI-powered training programmes help workers expand their skill sets or improve the ones they
already have. Companies should design training courses for workers after asking about their job responsibilities, current
skill levels, and preferred methods of learning. Impressive performance indicators demonstrate that the AI models
accurately predicted the workers' judgements of their own performance. High feedback scores and user comments show
that the training sessions are helpful and enjoyable [14]. To maintain adaptability, organizations should constantly
evaluate and improve their programmes. This gives employees the opportunity to grow professionally and adapt to new
standards for education. Businesses which put money into AI training programmes may have an edge in the labor market
because of the skills their employees learn to adapt to an unpredictable and ever-changing workplace.

5. Discussion
Based on the obtained result it has been found that employee growth is substantially affected by AI-driven training
programmes, as demonstrated in table 3. Additional information will allow us to assess the significance of these projects
for the future of work and their effects on the workplace of the future.
First, businesses may be able to better cater training to individuals' profiles and learning styles if they include AI
algorithms into training programmes. In order to better meet the requirements of their workers, businesses should provide
information during training sessions, such as job duties, performance reviews, and statements. In one-on-one lessons,
students are more invested in the learning process, which leads to better retention and practical application of concepts.
When the concerns are coming to employee performance trends and learning patterns, artificial intelligence (AI) data can
teach organizations a lot [15]. Data on training enrollment, rate of assessment completion, and performance results has to
be tracked and assessed regularly to find ways to enhance training programmes. Organizations may see better training
results when they use this automated AI based data-driven strategy to improve resource management and instruction.
It is to be noted that taking an AI training course also helps the employees to develop the adaptability that is essential in
today's workplace. These systems handle large, geographically distributed workforces and provide consistent, high-
quality training by providing customized learning experiences on a massive scale. One other advantage of AI algorithms
is their adaptability; this allows us to modify training programmes to meet the evolving needs of the market and different
skill sets. Staff members may rest easy knowing they have access to up-to-date information and training in this way [16].
Training courses conducted by artificial intelligence have grown in significance for workforce development as fresh
evidence has been accumulated. To better prepare workers for an unpredictable and ever-changing workplace, training
programmes that use data-driven insights and AI may be more effective, configurable, and scalable.

6. Conclusion
Conclusively, by analyzing the obtain result it has been found that businesses are evaluating their training methods for
the future workforce in response to AI-driven initiatives. Organisations are altering the way they train their employees to
cope up with the prsenet trends of fast technological improvements. Artificial intelligence (AI)-powered courses combine
cutting-edge technology with “tried-and-true” concepts and mixed methodologies to provide more personalised learning

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ISSN: 1526-4726
Vol 4 Issue 2 (2024)

experiences. AI may be used by firms to tailor training to each employee's individual interests and skill set to increase
engagements and motivation that further could result as longer time employee retention [17].
However, it is a notable factor that enhancements to AI-driven training programmes must focus on a few critical areas
such as data security and potential cyber threats. A longitudinal study is needed to establish the long-term effects of these
activities on output, morale, and profitability. On top of it, based on the findings it also has been found that
interdisciplinary teams of experts in psychology, education, artificial intelligence and organizational behavior have the
potential to significantly enhance training programmes.
In order to maintain the credibility and usefulness of AI-driven training initiatives, ethical concerns such as equality,
algorithmic bias and data privacy must be addressed. Research into cutting-edge artificial intelligence (AI) technologies
such as virtual reality and natural language processing may result in improved training materials and delivery that could
further enhance the future scope of the AI based training process. Trainers may use these creative products to deliver
more interesting and immersive learning experiences for their employees. For AI-powered training to be successful, the
organization must be prepared in a variety of ways which includes developing proper digital infrastructure, trained
workforce and supportive leadership [18].
If the organizations could focus on these specific areas of growth, the marketers can be able to aid businesses with their
digital initiatives and staff professional development. Artificial intelligence-powered courses have the potential to
significantly alter how businesses teach their people to manage issues in the modern workplace via innovation,
cooperation and continual research.

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