Essay: Top 10 Learning & Development Trends to Watch for

On emerge of new technologies, the learning and development strategies are changing rapidly than ever. Organizations often face struggle with learning management practices in delivering the right quality and productivity. Leading organizations are avoiding traditional way of learning by offering more modernized ideas, talent and performance involving innovation in technology. Some of the factors affecting the future of enterprise learning and development are: 1/3 organizations are increasing their cost for learning and development 41% organizations report about their culture controlling them Only 10% of the organizations are providing mobile leaning opportunities 59% of organizations are offering social learning solutions To overcome these situations, companies should concentrate on their business improvements as well as technology innovations. As a research conducted by Deloitte, it would be a success if on-job training is conducted cost effectively. Self development within an employment has more potential to support both business outcomes. For more business growth, their skilled talent is the greatest assets to keep the talent engaged in business and it is also the key role of L&D sectors. Top 10 Learning and Development Trends Here are the top key trends that shape the future of learning and development to deliver meaningful outcomes in future. Development in Neuroscience In this scientific world, science has supported us in understanding the human brain functions such as retaining and learning the information. A recent neuroscience research suggested that the location impacts our knowledge retention. 80% of our short term memory loss is affected by the change of our location such as travelling from one place to another. This is suggested by the research called ‘Doorway Effect’. Similar kind of results emerges when jumping from one technology device to other. So this concept also works for L&D within organizations. The environment and location play a major role in affecting a person’s short or long term memory loss. Individual’s Generation Science repeatedly tells that every person’s brain functions differently. Companies are able to understand every kind of brain and they intelligently change from an Employee Value Proposition (EVP) for employed families to an Individualized Value Proposition (IVP) for individual employee. The IVP approach helps the special learning needs of an employee and also his career development. Digital Shift Innovation in new technology defines that the working way changes the learning way as well. Companies which follow digital micro learning can offer structured training ideas to well defined learning cohorts faster. Traditional ways of L&D roles are impacted vastly by devices and social platforms, making people to co-operate immediately. Facilitating digital learning ideas for all organizations are expanding the opportunities to improve employees’ knowledge. Customized Learning To ensure an individual’s talent, passion and goals about learning, more personalized materials and contents should be provided for the learner. Big Data Big Data is the common word used by many organizations but it is less effectively used. According to a recent study, only 10% of organizations provide predictive analytics these days. 1/5 organizations in Australia suggest that they regularly incorporate advanced analytics in workforce. Mobile Learning The mobile learning technology has become very popular that the location and time are not fixed. The smart and modern learner learns smartly anywhere and anytime using their laptops, tablets and smart phones. This makes mobile learning more accepted for its mobility and flexibility. Team Learning and Knowledge Sharing Employees share their knowledge with the talents of other popular field to get a mutual learning experience by evaluating and sharing information they already know. Knowledge sharing can be done through personal and digital forms. Ecosystems The traditional method of hiring permanent employees for their organization is changing due to employee location and preferences. The scope of learning and development grows as the talent ecosystem rapidly grows. Relationship with external partners, crowd sources, freelancers and collaborating with competitors are always considered out of traditional responsibility. Investment Made in Learning and Development A global study highlighted that 82% of companies plan to promote and develop from within, while an education technology company states that 23% of employees completed their course in 2 years time. Only few employees are experiencing organized learning in L&D and the L&D team in an organization should look for the ways to maximize the usage by hiring more employees. Both employers and employees need a structure to define the skill sets. The Role of L&D and Leadership Conversation between executives and HR need to happen regularly as a priority to deliver trustworthy relationship. Over 60% of learning costs are held within the responsibility of HR and only 4% of professional see their relationship as strategic. This should change as the L&D transformation is not only HR’s responsibility but the team and CEO people should play their role as well. Author: Deebak.B