| |OCTOBER 20209Consultants Reviewyear back still relevant. Most of the organisations are not internally equipped to keep pace with the fast changing world outside. Hence they need dedicated team to work on the training needs analysis, finalise the learning topics, keep the internal training material live and relevant and also reach-out to new external facilitators to constantly keep in pace with the market offerings.Traditional Learning vs. Digital LearningTradition learning concepts and methodologies are fast becoming obsolete and organisation needs to understand and migrate to digital learning soon if not already there. What this means is that the traditional classroom teaching and hard copy bound training manuals may no longer work with the new generations of millennials and even the Gen-X workforce as the attention spans are shorter than ever before and digital interface through smartphones is part of parcel of everyday life, including for gaining information and learning. Digital Learning ­ Pros & ConsDigital disruption happened a decade ago in the learning space wherein the content went digital and became available to everyone. The flip side to it was that even though accessible to all easily, the engagement levels went down due to a every shortening attention span. The courses though available to everyone on their fingertips did not really translate into they being completed as per planned schedule as a learners pace was at best slow given the stick ability of the content and low engagement due to distractions around. There are studies which indicate that digital learning has not met the intended objectives of skill acquisition and does have minimal impact on change in behavior.The Future ­ Learning 2.0The future of corporate learning is now driven by our experience of the digital learning phase and further building on it to address the built-in fallacies. Corporate learning has now moved to a mobile, individualised, experiential and tailored learning mode. This applied to all the content which now goes beyond the training material alone but stretches to online assessment and real-time tracking of progress made.Data analysis and artificial intelligence built into online learning helps suggest appropriate courses and material based on individual skills profiling and competence levels. The organisation, manager, HR are no longer passive but active players in the learning process and can keep track of the progress of the employee in order to offer meaningful intervention and guidance whenever required.Way ForwardCorporates need to move fast into the active learning phase whereby they need to have digital learning as a part of parcel of their training experience to the employees. What will not change though is the traditional collaboration and sharing of ideas and experiences to encourage deeper thought and create a meaningful experience for the learners. Data analysis and artificial intelligence built into online learning helps suggest appropriate courses and material based on individual skills profiling and competence levelsVishal Chhiber, VP - Human Resource
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