AI in L&D Report 2025: KPMG's journey with AI in learning - LinkedIn

Before using AI, KPMG faced the common challenge of helping their many employees find the right learning opportunities at the right time. It was difficult to offer personalized learning experiences to everyone, which meant some employees might miss out on important training or spend too much time searching for what they needed. This could slow down skill development and make learning less engaging.

KPMG invested in its in-house learning team and technology, including launching a conversational AI skills coach called KPMG Spark. This AI tool acts like a smart assistant, helping employees navigate the vast amount of learning content available. It provides tailored recommendations based on an individual's role and learning history, making it easier for them to find courses and resources that are most relevant to their needs. They focused on integrating this AI into their existing learning system over 18 months.

By using the AI skills coach, KPMG was able to help employees find the right learning content more efficiently. The AI provided smarter, more personalized recommendations, which likely led to more relevant and engaging learning experiences. This approach also allowed KPMG to gather data on learning patterns, helping them understand what works best and continuously improve their training programs. While specific numbers aren't provided, the impact was on making learning more targeted and data-driven.

If you are thinking about using AI in learning, start by understanding what your employees really need to learn and how they prefer to learn. One thing to watch out for is making sure the AI tool feels helpful and easy to use, not like a complicated system. The biggest lesson here is that AI can help personalize learning at scale, meaning you can offer tailored advice to many people without needing a huge team. It's also important to be ready to learn from your initial attempts and adjust your approach as you go.