This document provides a guide for learning and development (L&D) professionals for the next decade. It discusses how workplace skills are changing in a knowledge-driven economy and how L&D should adapt to these changes. Key points include: (1) skills like computing, communication, and literacy are becoming more essential for many jobs; (2) L&D must shift from trainer-centric to learner-centric and business-centric approaches; (3) the focus should be on developing skills that deliver higher value to customers rather than just training employees.

1. L&D 2020?
A guide for the Next Decade
Martyn Sloman
www.training journal.com
m.sloman@kingston.ac.uk

3. Our agenda
How workplace skills are changing in a
service-led and knowledge-driven economy
1
How should we react to the recession?2

6. • founded in 1981- now a
$4.8 billion company
employing 115000 people
• “our aim is to become a
provider of business
solutions leveraging
technology to compete
with any consultancy in
the world”
• major investment in
knowledge and learning

7. • each year seeking to
recruit 10000 people. In
2007 received over 1.3
million applications
• new entrants receive 14
weeks training – delivery
50% classroom, 50%
hands-on activity with the
support of a mentor
• training department
intervenes through just-in-
time courses mainly
delivered off-the-job and
mainly project-specific

11. “You never know what the next product will be, so you need to update the
skills so that people have new techniques to cope with whatever comes
their way”
“Previously the investment has been in machinery, now the investment is
in people”
Adrian Roberts
Personnel Manager, Ina Bearing Company Ltd
The rate of learning must be greater than the rate
of change L C

13. L&D builds organisational
benefits through higher
value products and
services. The challenge is
how to do it in practice in
the context of the
organisation.... Hence the
profession needs both a
new mindset and a new
skillset.
.......like it or not we must all become economists
http://www.trainingjournal.com/content/a-professional-guide-for-the-
next-decade/

14. “there has… been a marked and sustained
increase in the proportion of people who
report that computing is an ‘essential’ part of
their job. This rose from 31% in 1997 to 40% in
2001, and then to 47% in 2006.”
Use of ‘influence skills’ (communicating,
analysing, persuading) and literacy skills rising
most .”
Changing skills at work
“we need to ensure that we supply the ‘right’
skills which effectively meet the changing
needs and requirements of the labour market.
This calls for a renewal of the commitment to
‘economically valuable’ skills.”

15. PowerPoint exercise

16. Training
an instructor-led, content-based intervention, leading to
desired changes in behaviour
Learning
a self-directed, work-based process, leading to increased
adaptive capacity

17. Learning not training

19. The googlisation of learning

20. “the information economy
is the culmination of what
the Industrial Revolution
started – it has placed
human capital front and
center as the main driver
of productivity and
growth.”

22. From trainer-centric to learner-centric and business-
centric approaches
“There will be a shift in balance of the L&D professional’s skillset towards
greater business understanding, change management, organisation
development and use of new technologies”

23. From
To
Developing the individual knowledge and skill that deliver higher
value products for customers or clients
- determine the skills needed to deliver value
- investigate how they are best acquired/developed

25. How do organisations regard
value?
Value is defined by the receivers of
HR work – the investors, customers,
line managers, and employers - more
than by the givers. HR is successful if
and when its stakeholders perceive
that it produces value. Delivering what
matters most to stakeholders focuses
on the deliverables (outcomes of HR)
rather than on the doables (activities
of HR)
Ulrich and Brockbank 2005.

26. Thank you