Artificial intelligence (AI) is becoming part of the cognitive architecture through which organisations sense change, interpret experience, create knowledge, and coordinate action.
This shift calls for a move beyond viewing AI as a tool for automating training or delivering personalised content. It requires organisational learning to be understood as a living ecology in which employees, leaders, HR professionals, routines, communities, data, cultural artefacts, and artificial agents continuously shape one another. The proposed track examines how such human-AI learning ecologies can be designed and governed to build capabilities while preserving the qualities that make organisational knowledge meaningful: contextual judgement, critical reflection, creativity, relational trust, and human dignity.
Scholarly work on AI-enabled learning, knowledge management, and workforce transformation remains fragmented. Research often focuses separately on adaptive learning platforms, reskilling, algorithmic decision support, or human-AI collaboration.
An ecological perspective connects these streams by asking how knowledge is generated, circulated, validated, retained, and forgotten across interdependent human and artificial actors. It also foregrounds diversity, balance, symbiosis, and resilience: whose knowledge becomes visible, which competences are strengthened or displaced, how epistemic authority is distributed, and how learning systems respond when AI outputs are uncertain, biased, or detached from local practice. The track welcomes conceptual, empirical, and methodological contributions across organisational settings, sectors, and levels of analysis.
For managers, the challenge is not simply to adopt AI, but to cultivate a healthy learning ecosystem.

This includes:

• aligning technology with work design and organisational purpose;
• developing AI literacy alongside ethical, social and interpretive competences;
• enabling reciprocal learning between people and machines;
• building governance arrangements that secure transparency, inclusion, accountability and employee agency.

Particular attention will be given to the evolving roles of leaders, trainers, and HR professionals in curating knowledge, orchestrating learning relationships, and preventing deskilling or over-reliance on automated advice.
By focusing on learning as the regenerative capacity of the knowledge ecosystem, the track directly advances IFKAD 2027’s theme. It invites inquiry into the conditions under which human and AI genuinely co-create sustainable organisational value, and into the practices needed to maintain an ecology that is innovative and adaptive without eroding human expertise, aesthetic sensibility, or dignity.