Great questions, Kristie. I work in the public sector and we’re not seeing that level of impact from AI …yet.

I'm currently participating in the first cohort of the ATD-UPenn TD Executive Certification course and we just wrapped up a module on technology that was mostly focused on AI. We were exposed to and had the opportunity to practice with a number of different AI tools...not just open LLMs like ChatGPT and Co-Pilot, but also AI tools that we can use to develop infographics, PPT slide decks, and videos--and some took us less than 45 videos to create with the tools!

What we spent a lot of time talking about is that AI may not take away our jobs, but that those who aren't as proficient with the AI tools could lose their jobs to those who are. I've taken that challenge and begun a conversation with our head of IT on what parameters we might need to operate within for AI tool usage (both in L&D and HR, as well as within the organization), what policies are needed, and how we can develop training for others on the proper and efficient use of those tools—the latter so we can better prepare them for exactly the kinds of challenges you were talking about.

Granted, we are currently still in the exploration and discussion stages, but it has changed the way I’m approaching AI going forward.

There are many articles out there like this one that talk about how AI is (or will be) replacing entry level roles.  Has anyone started to see this play out? I'm curious how we ask L&D or Talent partners can support the business because while AI may be able to replace many manual tasks there's a lot you learn in an entry level role about how to communicate, organize your tasks, manage your time, etc.  You get to work out a lot of these processes behind the scenes in lower stakes situations.  If people are going to be expected to jump from an intern role to a mid level role, how do we make sure they are ready?  https://www.adweek.com/agencies/as-ai-advances-staff-level-jobs-at-ad-agencies-decline/