There has never been a more crucial time for organisations to train their employees to cope with global changes. The learning landscape in organisations is changing at a rapid pace and leaders are increasingly looking at training as an essential measure to drive strategic change. The learning culture is being sharpened with technological tools and innovation. The key endeavour is around how fast learners can access the information they need to do their jobs and help improve the performance of the business.
According to Price waterhouseCoopers (PWC), Indian workplace of 2022 report, “a vast majority of the Indian employable population feels that technology will improve their prospects in future. This will enable them to embrace the new and leverage technological advances in the workplace.
With India being on the way to becoming the country with the largest and youngest employable population in the world, we find ourselves amid a reasonably favourable set of circumstances. Indian CEOs seem well-placed to meet the expectations of the workforce of the future.” Here are some of the trends that will shape the learning landscape of organisations in 2019.
Digital transformations are no longer restricted to a specific department or a vertical in an organisation but are also transforming the creation of learning and development (L&D) programmes and their delivery.
Data management and analytics tools deployed by organisations are resulting in greater flexibility and cost optimisation when deploying the right talent at the right place and time.
Companies are creating simulated environments where trainees can interact with their instructors. This will allow participants to attend live workshops and conferences in a virtual classroom.
Organisations are developing courses using virtual environments to conduct simulations of various situations including disaster preparedness or medical emergencies and even business scenarios.
Rise of the LXP
The LXP, Learning eXperience Platforms, is designed to support new ways of creating and delivering learning paths built on a larger set of content. LXPs enable integrating various training delivery modes like self-paced trainings, classroom trainings, live-virtual trainings and MOOCs.
LXPs can lead to better employee engagement, the rapid development of skills that are aligned with the organisation’s needs and improved retention of employees.
Increased use of AI in upskilling of employees certainly holds immense potential for learning. It can drive efficiency and personalisation which help provide understanding and adaptivity. This year will witness the large adoption of AI-based assistance across the gambit of eLearning.
The learning landscape can bolster growth with the integration of AI and ML in eLearning. An example could be how an AI algorithm begins by learning and then distributing basic information like, what a new inductee might need. This information can be presented through AI -enabled chatbot that ‘understands’ and responds to conversational text messages and questions from those employees. With multiple applications, AI will help developers create better eLearning environment.
Social learning and gamification
Engagement is one of the most common demands for L&D professionals struggling to get more buy-in from the ever-busier workforce. There are many tactics that are credited with enhancing engagement. Social learning means collaboration between individuals at the workplace through various modes such as forums, informal chat sessions, sharing sessions and learning circles. Social learning has gained popularity as a result of building a learning organisation.
In an era of learning transformation, it is important to keep track on all the changes that are taking place so that the organisations are geared up for the adoption of immersive approaches that will help create a massive impact on the performance of the business.
The mobile telephony growth is being well capitalised by L&D initiative of large organisations with a diverse and widespread workforce. The online learning helps set up content ahead of time when access to Internet connection is available, and then engage in self-paced offline learning at their own convenience. Hence, the provision of offline eLearning has become a hit for companies, who engage on-field staff on a regular basis.
Features like micro learning, mobile micro-assessment and on-going process in employee training programmes will take off to aid knowledge retention in the coming year. Running mentoring
and coaching programmes will also catch up. Corporate trainers should adopt new ways to keep conventional training fresh without being overly demanding.
(The author is with, Centum Learning New Delhi)