Learning and development has gone through monumental changes over the last 15 years. Around the time of the new millennium, Learning & Development teams were mainly utilized as a way to develop and distribute content to employees. Fast-forward to today, and you find the emergence of the Chief Learning Officer (CLO) and other new initiatives to enable employees to excel in their careers. Learning professionals and HR Departments are required to stay updated with new techniques to teach their employees a myriad of proficiencies.
A commonly asked question is, “what has changed so significantly to cause this shift in Learning and Development procedures?” The answer is not a simple one, as there have been changes on both the learner and organization side of the matter. HR Times Blog has identified some of the top trends driving this change, as outlined below:
On the learner’s side, we have seen huge advancements in technology. Now, with never-ending information constantly available, we have come to expect the same amount of knowledge from those within our organization, as well as external information regarding our organization. This same availability of information has given us the increase in social knowledge, which gives people the ability to seek reviews and opinions about the products and services we use everyday. This, in turn, can alter our own opinions.
Culture and Engagement
The employee experience is defined by the organizational culture and employee engagement, both of which are part of the Top 10 Human Capital Trends. We have especially noticed this paradigm-shift when the millennials started to enter the workforce en masse. Millennials want the information they need in a quick and efficient manner. They also prefer to learn through experience. Therefore, incorporating experiential learning into your curriculum can greatly benefit your employees, especially your millennial population.
The advancements in science have also driven this change. The increased understanding of the brain and our ability to learn has directed the way that learning content is developed and delivered in order to increase engagement and retention.
For organizations to stay relevant, they must be constantly changing to align with the ever-evolving landscape of learning and development. These changes can stem from technology, culture, science and more, which creates a melting pot of factors influencing the framework. It requires a holistic approach to learning management and employee development. Learning and development can be administered in a variety of different ways, which all have their own benefits. Understanding which tactic is the best approach for each type of learning situation will help you better engage your employees and enhance your organization.