In recent times, as Artificial Intelligence (AI) has been increasingly discussed in executive meetings, a recurring question has emerged: “Will AI make L&D redundant?” In some organizations, this question is taken even further: “Is it still necessary to invest in training when AI can already provide answers to almost everything?”

Reality shows that AI does not make L&D disappear. On the contrary, AI is forcing L&D to be fundamentally rebuilt. Without reinvention, L&D will be pushed to the margins. When rebuilt correctly, L&D becomes one of the organization’s most critical strategic capabilities.

The Issue Is Not AI, but How L&D Currently Exists

AI can: Answer questions; Summarize documents; Suggest approaches;Support decision-making.

However, AI does not automatically create organizational capability. Capability is formed only when people:

• Apply knowledge to real work;
• Reflect after action;
• Adjust behavior based on feedback.

If L&D is still understood as: Running classes according to an annual plan; Delivering one-way knowledge transfer; Evaluating learning through end-of-course tests… then AI will indeed render such a model obsolete very quickly.

AI Exposes the Inherent Weaknesses of Traditional L&D

In many organizations, L&D has existed for years, yet:

• Training content is disconnected from real work;
• There is little follow-up after training to ensure application;
• Impact on performance is not measured;
• Employees “attend training for compliance” rather than growth.

AI does not create these problems. AI simply reveals an underlying truth: traditional L&D lacks integration with day-to-day operations.

[Image: A training session delivered by Lead-UP Academy for Tien Phong Bank (TPBank) Da Nang]

L&D in the Age of AI Must Shift from “Teaching” to “Enabling Organizational Learning”

In the new context, the role of L&D is no longer to deliver knowledge, but to design learning systems embedded in work itself. This includes:

• Learning through real projects;
• Learning from emerging situations;
• Learning through continuous managerial feedback;
• Learning from data, outcomes, and mistakes.

At this point, AI is not a “teacher,” but an accelerator of learning and development within the flow of work.

AI + Learning in the Flow of Work: The Core Formula of Practical L&D

When integrated properly, AI can:

• Help employees prepare before handling tasks;
• Suggest options during task execution;
• Enable rapid reflection after task completion;
• Personalize learning content based on roles and capabilities.

However, without a sufficiently robust L&D system to:

• Identify the capabilities that need to be developed;
• Standardize how learning is derived from work;
• Equip managers with the ability to coach employees;
• Measure progress over time.

… AI remains merely a convenient tool, rather than a driver of real capability transformation.

Frontline Managers Become the Organization’s “Living L&D”

In the new L&D model, middle managers and direct supervisors play a decisive role. They are the ones who:

• Assign tasks linked to learning objectives;
• Observe behavior in real work situations;
• Provide timely and specific feedback;
• Encourage controlled experimentation.

AI can support managers by analyzing data or preparing coaching materials, but it cannot replace the human role of leadership and development. If L&D fails to equip managers with coaching capabilities embedded in work, all AI initiatives will remain superficial.

[Image: Participants engaging in role-play exercises within an AI-generated scenario training program at TPBank Da Nang]

Why Organizations Must Rebuild L&D Instead of Merely “Deploying AI”

Many organizations begin their transformation by purchasing AI tools, while overlooking a foundational question: “How does our organization actually learn?”

Without a practical and integrated L&D system, organizations face several risks:

• Employees use AI inconsistently and individually;
• No shared capability standards are formed;
• AI fails to become a sustainable competitive advantage;
• The organization becomes dependent on individuals rather than systems.

Rebuilding L&D is precisely what allows AI to:

• Enter operations;
• Influence day-to-day work behavior;
• Strengthen long-term organizational capability.

The Outsourced Training Department: An L&D Model Fit for the AI Era

In a context where organizations must learn quickly but lack sufficient resources to build a mature internal L&D function, the Outsourced Training Department model becomes particularly relevant. This model enables organizations to:

• Access expert teams to design L&D systems aligned with operational needs;
• Partner with managers in on-the-job coaching;
• Integrate AI into learning-in-work processes in a controlled manner;
• Continuously measure and adjust based on real outcomes.

This is not about hiring trainers; it is about engaging an L&D capability that operates alongside the business.

AI Does Not Weaken L&D - AI Forces L&D to Become Stronger

AI does not replace L&D. It simply sets a new requirement: L&D must become more practical, more embedded in work, and focused on building real capability.

Organizations that treat L&D as a strategic priority - rebuilding how learning happens and integrating AI effectively - will gain a significant advantage in the coming years. Conversely, if L&D remains limited to classrooms and fragmented programs, AI will quickly outpace the organization itself.

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