It has been 70 years since Alan Turing (mathematician, cryptographer, philosopher as well as one of the fathers of computer science) introduced theories for building “intelligent machines” to the scientific world.
Today, many sectors are looking to Artificial Intelligence as a hotbed of possibilities.
Referring to e-learning what is the relationship? What are the possible benefits and future developments?

After years of smart working, the need to streamline certain business processes with the use of digital mediation tools has gone from being perceived as an emergency measure to becoming an awareness, thanks in part to the many solutions offered. Among the environments most affected by these changes is education. A world that had to readjust to the fluidity of the new condition. The user has become increasingly central, in choosing when and how to use the courses.
This is especially true of self-study, particularly that related to non-mandatory training. The premise brings attention to a tool destined to gain more and more space in the learning world: the Learning Experience Platform (LXP).

When we talk about E-learning, or distance learning in general, we cannot help but think of E-learning platforms, better known as Learning Management Systems (LMS). Over the past three years in particular, business interest in this software has intensified greatly, as has familiarity with its features and functionality.

It happens more and more often that the learning activity is delegated entirely to the user. This is because new technologies and methodologies prefer training paths in which it is the individual who embraces his or her own improvement, compatible with his or her time, space and needs. But what is it all about?

When people talk about E-learning in business, they always think of office staff, middle management, and managers.
What about the blue-collar workers? For too long they were neglected by digital training processes until something changed.

For the past few years, it has been possible to observe, especially on LinkedIn, the sharing of a kind of nameplate that showcases an earned title. Some may have wondered what it was all about: it’s Open Badges!

Learning many times is not the result of a planned and structured path, but can occur spontaneously, in unprepared contexts, through just listening or observing someone else’s experience. A video, podcast, or generally content conveyed through social channels may be sufficient.

What can be asked of corporate training? Certainly that its content is useful, functional, communicated in a simple way, and organized in an effective and, if possible, entertaining way.
But on top of it all, she must be asked to engage the user during fruition and to prevent them from abandoning the training that has just begun, once the first course is completed.
How can we make this possible so as to ensure enhanced learner engagement?