3. L&D TRENDS
In a post-COVID world, organizations have
adapted to a new workplace challenges –
many around how to manage a remote
workforce. Perhaps no department met
tougher challenges than corporate learning
and development (L&D) teams.
4. L&D TRENDS
1. Microlearning
Microlearning is a learning framework where
training is delivered small, digestible, 2-5 minute
chunks.
The average employee reports having just 4
minutes per day to dedicate to learning.
5. L&D TRENDS
2. DEI Trainings
2020 saw Diversity, Equity and Inclusion (DEI)
catapulted to the forefront as an area for
improvement. Many changed their corporate
culture to one that better works in the
interests of all.
6. L&D TRENDS
3. On-Demand Training
On-demand training delivered online offers the
flexibility of the modern-day workplace as
employees are allowed to learn at their
convenience - at a time, pace and device of their
choosing. Employees don't have to be on-site to
get training, and managers don't have to hire
external trainers or cover travel costs.
e.g.: Skillshare, EduMe
7. L&D TRENDS
4. Corporate Learning Management Systems (LMS)
It builds online courses to train and educate their
employees. Some LMS require a separate authoring
tool for course creation, while others let you build
directly on their platform. LMS is used to store,
organize, and distribute courses to employees as
needed.
8. L&D TRENDS
5. Hybrid Learning Approach
It is an approach to education that combines
online educational materials with traditional in-
person classroom methods. Put another way,
hybrid learning is a form of synchronous
learning that happens both physically and
remotely.
9. L&D CHALLENGES
1. Digital Transformation
It is the act of modernizing business
processes by replacing traditional
systems with digital technologies.
According to WEF, manual labor from
humans to machines will lead to the loss
of 85 million jobs by 2025 – but will also
create 97 million new ones.
10. L&D CHALLENGES
2. L&D Post Evaluation
• Development of soft skills
• Learning transfer
• Tangible or intangible outputs
• Changed behavior
11. L&D CHALLENGES
3. Development of soft skills
With social distancing and remote work,
people have experienced higher anxiety
levels and lack of physical support from
the organization.
12. L&D CHALLENGES
4. Employee Engagement
Accessing training remotely may be
convenient but it causes competition to
the learner’s attention from constant
distractions, emails and calls and the
temptation to surf the internet.
13. L&D CHALLENGES
5. Multi-generational learners
There cannot be a one-size-fits all
learning.
Workers in different stages of their
careers will inevitably have different goals
and training needs. It’s L&D’s
responsibility to make sure they are
offering opportunities for development to
14. L&D CHALLENGES
As an emerging Human Resource
Professional, what is the concrete
solution to the challenges of L&D?
16. Reskilling refers to an employee learning a new set
of skills in order to perform a different job.
Upskilling refers to an employee learning additional
skills to be better equipped to do his/her job.
Cross-skilling refers to an employee developing
new skills that apply across different functions.
19. Retains top talent
Supports a culture of
continuous learning
Contributes to competitive advantage
by improving productivity
20. Connect with me:
Email: kdyapo@mmsu.edu.ph
Contact No.: +639158551254
Clarifications?
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Editor's Notes
After largely succeeding in adapting to the new ‘Zoom’ era of work, L&D professionals are valued more than ever before across enterprise companies.
The birth of widespread remote work during the 2020 pandemic was perhaps one of the biggest disruptors to Learning and Development. Human beings are social creatures. We learn through play when we are children, group assignments and presentations in school, and career development training on the job.
As face-to-face interaction has significantly decreased, L&D had to step up its game in trying to bridge this gap left by previously office-based employees needing to live and work online. In fact, L&D has to go beyond this to provide learners with a superior learning experience.
A lack of time combined with short attention spans makes microlearning the perfect antidote.
This are for the busy ones who can’t commit a whole day training.
Due to its short-form nature, microlearning excels at engaging modern learners and promoting knowledge retention - it was found to raise learner engagement by 50% and knowledge retention by 20%.
With microlearning, learners don't have to put aside entire hours, days or weeks to get the lessons they need all at once. This appeals to most employees who have on average only 4 minutes a day to dedicate to learning and learners are 58% more likely to be engaged when information is delivered in this way.
There are famous movements like #MeToo and #BlackLivesMatter. HR must be aware of this movements to better understand their people.
They must be awakened to the necessity for structural change in the workplace to promote inclusivity, equity, and ultimately, be more representative of wider society.
Conventional trainings – instructor-led trainings where instructors are given full authority to decide the pace, time and scope.
On-demand training gives that power to the trainee - employees are able to access relevant training materials at their point of need.
LMS – MVLE –
In businesses, we also have the corporate LMS so that employees will learn at the LMS of their businesses – all materials will be uploaded in the software.
The LMS can also be used to onboard new employees.
Instead of arranging files in gdrive or linktree, we have LMS to organize these files into one software.
Hybrid is a combination of face-to-face and virtual. Trainings are taught simultaneously face to face and virtual.
This trend is great for companies who has employees working from home and working on site. It is through hybrid that brings employees closer together.
In CBEA – uso ito – during meetings – face to face – concerned employees / executive council – all other employees will join virtual.
Migration strategy –
Samples of digital transformation:
QR code – mobile payments –
Universities – virtual classrooms – online assessments
L&D – eliminating manual processes – online onboarding online learning.
Adoption of new software in L&D.
Age – plays an important role in the migration strategy.
Being prepared is the key to meeting L&D in 2021 head on.
Our anxiety levels increased during work from home – without intensive lectures, lack of physical support – we don’t develop our soft skills such as critical thinking, complex problem solving because we don’t interact much with people. Anymore – there is no discussion.
The challenge for L&D teams is to develop training courses that spark curiosity. Need-based – from the employees. Not just top-down but bottom-up approach.
Design thinking -
Short, bite-sized modules and gamifications can contribute to the successful learning outcomes.
Each generaton has different needs – HR must be aware of these L&D needs – by conducting self – assessments to the employees – FGDs with the help of the immediate supervisors – you will never know their needs of if you don’t have data – gather data .
Hybrid learning implements synchronous lessons taught simultaneously in-person and online. It is a type of blended learning that focuses more on bridging the physical classroom and virtual learning spaces closer together into a more complete education. P
Reskilling refers to an employee learning a new set of skills. For example, For example, due to the pandemic – we had to transform our processes digitally – therefore, training an administrator in digital marketing would be classed as reskilling.
On the other hand, upskilling refers to an employee learning additional skills – for instance, a human resource executive is studying MBA to better understand the needs and characteristics of leadership roles.
Cross-skilling – learning different skills – in order for you to be multi-functional – having different fields is a great asset – HR enrolled in layouting – graphic designer in the job adverts.
Reskilling and cross-skilling is about versatility, while upskilling is about specialization.
Reskilling refers to an employee learning a new set of skills. For example, For example, due to the pandemic – we had to transform our processes digitally – therefore, training an administrator in digital marketing would be classed as reskilling.
On the other hand, upskilling refers to an employee learning additional skills – for instance, a human resource executive is studying MBA to better understand the needs and characteristics of leadership roles.
Cross-skilling – multi-functional – having different fields is a great asset
Reskilling and cross-skilling is about versatility, while upskilling is about specialization.
Hybrid learning implements synchronous lessons taught simultaneously in-person and online. It is a type of blended learning that focuses more on bridging the physical classroom and virtual learning spaces closer together into a more complete education. P
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2. Your company is only as innovative as its people. With industries and orgs evolving, the employee skills remain the bedrock of innovation.
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