Trends in 2020: Expanding the Role of Training and Development (L&D)
Jan 02, 2021
L&D professionals, apart from their traditional role of implementing executive training programs, are gradually taking a more strategic and proactive role in planning. Planning and developing training linked to business goals, improving the organization's performance.
For example, executives are increasingly realizing that training has become and is becoming a competitive advantage for organizations competing for talent. Employees today want to develop skills for themselves and their jobs, which has put training at the forefront of many efforts to attract talent. When recruited, employees demonstrate good competency and tend to stay longer in companies that have built a strong learning culture, developing employees for their current and future roles. surname.
The business market is changing at a dizzying rate, which requires businesses to become more flexible and respond to this change. Technology is only driving this rate of change through innovations in areas like automation and artificial intelligence. Today's organizations must support and enhance their employees at a faster rate, deploy learning experiences that quickly bridge the soft skills gap, and prepare all, employees, and customers in future.
As the business market continues to grow, so does the role of the training leader. 2020 trends reflect the expansion of L&D's role to provide training solutions at a changing pace.
Training for Gig economy
More and more companies are hiring for contract or temporary employees. The temporary economy represents a shift in the way employees see work, appreciate the flexibility and freedom of contract jobs compared to traditional placement of a stable job (9.00 am - 5.00 pm). When the economy temporarily grows, businesses are challenged by this way of training new employees, they may not be given access to traditional employee systems, such as school portal practice.
The interim workforce requires the L&D department to think further in order to ensure top efficiency of the organization during key phases. As the nature of work continues to evolve, L&D must begin to adapt by providing learning opportunities for workers that are beyond the focus of traditional corporate training.
Focus on developing soft skills training
Technology is evolving business operations through automation, artificial intelligence (AI), and future jobs will include jobs that never existed before. Even with this transformation, soft skills such as creativity, flexible thinking, communication and collaboration will become in high demand. However, our research shows that the soft skills gap exists in all positions and at all functional parts. Businesses in all industries are responding by offering a wide variety of training options. We can admit that this gap is ubiquitous and like "data savvy", soft skills training is becoming the key to success in business and for employees.
Soft skills don't have to be learned and practiced in a training session. In order to develop this skill, employees require a variety of experiences over a long period of time to learn and practice them. We expect the market to continue to focus on soft skills training and L&D professionals must create a holistic learning experience to develop this critical skill set.
Data understanding
There is no shortage of data in modern business environments, thanks in large part to the reporting and analytics provided by technology. Organizations are having a hard time consolidating all this data, including learning data, and understanding how to use it correctly and ethically. Our research shows that companies that actively invest in developing data insights for their employees outperform other companies, including revenue growth and profitability. profit and employee satisfaction.
The training department - in every company, in any industry - cannot ignore this excellent competitive advantage, and handling the missing "data gaps" in the team is of utmost importance. . Our recent career and competency research shows that among the weakest competencies for L&D professionals are organizational performance analysis, performance measurement and training business performance evaluation. . L&D professionals must take the first step, investing time and resources into data self-knowledge to demonstrate the value of learning for business executives. Then we can move on to boost the development of this critical skill across the organization.
Focusing on capital investment in learning experiences
In 2019, we have seen more investment through investment flows and consolidation in learning experience platforms (LXPs). Traditional learning libraries no longer support organizations that need to aggregate content from multiple sources and vendors to create more employee experiences. As a result, organizations are turning to on-demand learning to support employees when they need it, with AI and Machine Learning becoming more prevalent in a wide range of tools, from distribution platforms to chatbot-based coaching tools and content management applications.
We expect to see more flows of investment in learning spaces next year with a focus on improving the learning experience of employees. Understanding the implications of these technologies, potential integration trends, and the source and use of learners' data will be a top priority for L&D professionals.
Define the role of L&D in building learning culture
Improving and refining the employee experience continues to be the focus of many organizations. A strong learning culture maximizes the potential of employees, thereby encouraging creativity and innovation. The result of a strong academic culture can attract talented employees and keep them in the business.
The challenge we face is to define the role of L&D in building culture of learning. All departments from C-suite, HR, organizational development and L&D teams have an interest and responsibility in building and maintaining a corporate culture of learning. The tone at the top is at its core and our research shows that executives feel they are making the required investment to maximize the impact of learning. for the company. The challenge for L&D is making sure the investment gets the results we expect.
The irrationality of customer education
Technology is always changing and the user will adapt whether by downloading a new application on their phone or installing new software on their computer. Today, every technology has a helper function so people do not need any training to use it. Many tools also have short videos or articles available to answer frequently asked questions. There is also a growing focus on technology design with an intuitive user experience that allows for assistance-free navigation.
As a result of this development, one can argue that client education has largely become a model of self-help. With technology evolving so rapidly today, it is important that these training tools are consistent, simple and flexible, they can be of lower quality than traditional training materials. L&D must consider the values we can bring to the development of this open form of enterprise learning. The powerful instructional design of these programs will reduce costs and reduce risk, but will we decide this? The best companies recognize the important role L&D plays in client education programs.
According to the Training Industry
MVV Everlearn 4.0 is developed based on 2 main platforms: Learning Platform and Management Platform will help businesses use and manage in the most independent, effective and secure way.
3 The main benefit of the company using MVV Everlearn is that it will Reduce costs compared to conventional, focused training. Easily controlling the quality of training through the governance system and Creating a sustainable learning culture for the business.
