The world of technology is changing at an unprecedented speed, leading to extensive and fundamental transformations. Thus, change is becoming the most talked-about topic across the globe in the field of technology today. When there are so many evolutions going on across the hemisphere, why do you think the HR systems and functions would be any different? The whole story of HR tech transformation wouldn’t be complete if we don’t touch upon the perils of learning and development in the field of HR and the impact that it is creating at an organisational level.
Creating an organisation that has the potential to constantly evolve in terms of learning and developing may seem like a daunting task. But getting the right skills within the L&D function is the key to accelerate the transformation and start with assessments. Nurturing a learning-friendly culture by using different ways to generate innovation and securing the existence of the organisation in times of digital transformation is also a smart way to foster employee development and retention in an organisation. The L&D department plays a crucial role in finding, evaluating and selecting appropriate material, and combining various elements together into cohesive programmes.
Let’s look at some of the most popular and widely used techniques in learning and development in recent times:
Learning and Development personalisation may come in the form of non-linear eLearning course maps, online training contracts, or self-directed online training activities. The major highlight of personalisation is to gauge the gap with assessments, and providing the learners with online training materials required to work on their areas of improvement. Values and culture passed on through personalised training in the field of management, sharing experiences on customer relationship management and communication can be a key competitive advantage for an organisation.
Self-Paced Online Training:
Self-paced online training is one of the most talked-about L&D trends today. The reason behind the popularity is, as organisation’s today have people with different skill-sets, that leads to the requirement of different online training resources. It focuses on convenience and also believes in the fact that learners must be able to go at their own pace and focus on the individual area of improvement. Rather, it is mostly their own-initiative to take up the coaching. Therefore training is also given when it is most convenient for them, to retain and recall the information. It involves setting their own schedule, developing targeted goals, and seeking out online training resources autonomously.
Gamification involves incentives like badges, points, and leaderboards for the online training experience. This is for the corporate learners who need improvement but don’t have a passion to actively participate in the learning session at least till their intrinsic motivation kicks in. It can be termed as a valuable feedback tool, for example; if someone is unable to earn the badge and move to the next level that indicates that they have rooms for improvement to achieve the desired outcome. It is always advisable to have incentives that spark the motivation.
This involves the maximum use of social media, blogs, and online discussion forums. Thus, this is believed to add a great taste to the whole process of the learning and development initiative. Social learning tools can be used to interact with peers and gain valuable feedback. They have the freedom to share online training resources and create their own online training content, which helps in improving comprehension of the learner as well. Participating in social media groups to discuss important topics and sharing tips with each other is a good way of knowledge sharing and thus exploring one’s own perspective.
Online mentorship programme:
Online mentorship programs help in exchanging and providing corporate learners to share their experience, knowledge, and skills with the rest of the community. It gives them more control over the online training process. Many organisations also facilitate training contacts with trainers for the employee development programme. As a result, corporate learners have the power to create personalised goals and set milestones for themselves.
This is not all. There are many more interesting ways in which the development session can be facilitated and certainly, AI makes a big mark in the whole process of L&D, facilitating the need to provide the learner with much smarter tools. The power of VR, AR and Interactive 360 videos are some more interesting applications for efficient immersive training. The recent advances in technology and communications have finally broken the so-called reach-trade-off, which means rich learning experiences can be achieved, irrespective of where the mentor and the learners are located at the same place or come from the same social class. All thanks to the corporate learning & development initiative.