| | JULY 20179Consultants ReviewWith niche skillset requirements increasing within organizations & industry and shortage of candidate availability in the job market, companies will have to continue looking inward for developing their talentTrends in L&DThe learning space is changing and the demand for micro learning; with structured, personalized, bite-size videos is on a rise. Bite-size videos help employees easily access, learn and retain key message, with the advantage of reach to multiple people and locations. Virtual reality: Wearables and gamification has emerging as an advanced and innovative way of learning for the need to directly experience and practical applica-tion of learning.Just-In-Time (JIT): Learning is the fastest and easiest way to reach out to millions/billions of employees across different locations at the same time. Organizations con-tinue to invest in web-based JIT learning opportunities to make use of this highly effective learning solution.Big-Data & Analytics: Few successful organizations have already started leveraging learning technologies to create training programs based on data-driven learning strategies, big data analysis and measurement of learn-ing outcomes. To develop better training initiatives in the future, companies can build models from the abundance of data available in order to predict potential results, track learning & behavioural patterns of the participants.Open online learning platforms: Wide majority of people worldwide browse & rely on search engines like google. Organizations with internal search engine and interactive- online learning platform with formal and informal learning will help employees to learn, share and interact with people in real-time across domains and geographies.Skills Development: Technical skills such as IT, software development, office productivity, data analytics and design thinking has seen a massive growth during 2016 and it will continue to grow in 2017. In soft skills and leadership continued focus has been on cross-cultural communication, etiquette, making impactful presentation, leadership presence; along with critical thinking, design thinking, creativity & innovation. With the change in per-formance management system and transparency as a key theme for organizations that need for giving effective and timely feedback and coaching by immediate manager is becoming of prime importance for every business and L&D head.II) Generation @ WorkWith Gen Y as prominent players in the business environ-ment and Gen Z soon to join the workforce; dynamics at the workplace will soon change. Research done by `The Bersin by Deloitte' indi-cated, `Opportunity to be a leader' and `Profession-al Development as top two priorities by millennials besides Work Life Balance, Flexibility and Sense of mean-ing for my work. The survey showed that 22 percent of millennials desired learning benefits, as compared to 19 percent wanting flexible work schedules and 14 percent wanting cash bonuses. It is clear that this trend will con-tinue and more millennials will enter the workforce seek-ing training opportunities that they can leverage to climb the corporate ladder.L&D ProfessionalsToday, organizations are blending informal and formal learning by supporting training classes with videos, online games, coaching, and other learning tools. L&D professionals will have to continue to provide blended learning approaches with multiple options to choose from: video, online content, web/mobile-based platforms to immersive technology to all-day learning festivals.With niche skillset requirements increasing within organizations & industry and shortage of candidate availability in the job market, companies will have to continue looking inward for developing their talent. This would mean a lot of partnering from L&D with the business leaders to understand the specific needs of the business and map it to the employees' career aspirations to engage & develop employees and drive talent pipeline to achieve business outcomes. While we all have seen training metrics and leveraged it for measuring course completion rates and test scores; what'll really matter is how we build predictive models us-ing big data and analytics to understand how the learner's behaviour is impacted post the learning activity, what percent of learners will apply the learning at work, what business outcomes will they achieve and what learning path will they opt for next.
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