{"id":14676,"date":"2024-10-16T14:58:25","date_gmt":"2024-10-16T12:58:25","guid":{"rendered":"https:\/\/oeb.global\/oeb-insights\/?p=14676"},"modified":"2024-10-16T14:58:25","modified_gmt":"2024-10-16T12:58:25","slug":"learning-analytics-and-ai-questions-of-ethics-and-trust","status":"publish","type":"post","link":"https:\/\/oeb.global\/oeb-insights\/learning-analytics-and-ai-questions-of-ethics-and-trust\/","title":{"rendered":"Learning Analytics and AI: Questions of Ethics and Trust"},"content":{"rendered":"
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For most of\u00a0 my career with USA state government I was housed in, under, or adjacent to the Human Resources (HR) department. I found this to a bit of both blessing and curse. The curse: Much of my work had to do with creating training on dry-as-toast compliance and bureaucratic procedure topics, with colleagues less interested in \u201clearning\u201d than in providing content, often in the form of reading text-based slides aloud to a captive audience. The blessing: This helped me develop a reputation as someone who could find novel or interesting things to do with dry topics, and it gave me an understanding of why\u2014boring or not\u2014they were important.<\/strong>

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Another positive takeaway: I saw how frequently the HR side of things was overlooked. I love new technologies and admit to rolling my eyes at some of the attempts to control humans (\u201cWe should have lawyers vet every comment before posting!\u201d).\u00a0 But there have been many times I watched a new technology praised to the heavens by L&D folks with little regard for the legal and paperwork realities involved.

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This has been especially noticeable with a recent hottest topic: Learning analytics and AI. The affordances and promises are dazzling: increased efficiency by informing better choices of materials and approaches to suggesting personalized learning paths and even predicting future performance\u2014it raises a number of questions often rooted in the philosophical or policy arenas.

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