The expectations of todays learner have changed, and corporations must keep pace with those expectations to keep employees happy and attract new talent. But thats not the only thing driving change in the corporate training landscape. Employers have finally recognized that an organization with a strong learning culture, one that is aligned with business strategies and goals, will outperform its competition.
Few would argue that Learning and Development is now more critical than ever to any corporations long-term success. This awareness has spurred a number of improvements to the corporate training landscape.
Several factors have contributed to the evolution of corporate training and the increasingly central role of learning within companies. In this article, we’ll go over some trends L&D professionals cant ignore anymore.
- More Soft Skills Training
2019 will be the year that communications and emotional intelligence (EI) training programs really take off. Employers are beginning to see the real value in these skills and are starting to invest more heavily in ensuring that their employees have them.
In fact, according to a CareerBuilder survey, 71% of employers said that they valued a candidates EI skills over his or her IQ. And moving forward, employers are much more likely to hire and promote individuals with developed EI skills.
- Even More Personalized Training Experiences
As artificial intelligence starts to dominate learning management systems (LMS) and how theyre powered, L&D professionals will be able to offer even more personalized training programs and opportunities than they have in the past. Not only will learning content be more personalized for each learner but so will entire programs and learning pathways.
- More Video-Based Learning Content
In 2019, video content will make up most of all Internet traffic. So, L&D professionals will need to create more of it, as well as curate it, if they want their initiatives to be successful. Learners find video-based learning content more engaging and will actively seek it out.
- The Rise ofe Learning
From its humble beginnings as computer-based training, the use of e Learning has grown to a multi-billion dollar market. According to Todd Maddox of Amalgam Insights, if you combine the corporate and academic e Learning market, it will surpass the $180 billion mark this 2018. The rising costs of instructor-led, classroom-based training is one factor in the increased use of e Learning. Also, the need for continuous, life-long learning has gradually driven its growth.
The use of e Learning doesnt end with compliance and awareness training, however. Increasingly sophisticated platforms have made even soft skills training a practical reality for this approach. Add to that the potential for significant cost savings, and its not difficult to predict the continued expansion of e Learning for years to come.
- Millennials View Learning Differently Than Previous Generations
By the year 2025, the Millennial generation is projected to comprise 75% of employees globally. Not only do they rank Learning and Development as a high priority, they expect their training to use the mobile devices that have become such an integral part of their lives.
Learning is about helping people develop quantifiable and practical skills, not passing a multiple-choice quiz. Millennials expect learning to be decision-driven so that new information can be internalized and quickly translated into action. They also expect it to be offered just in time training, available when and where they need it.
- Skills Gap Continues to Grow Among Companies
With the rapid pace of technological development, most employees have realized that they will need to become lifelong learners to remain competitive in todays workplace. With the continuous emergence of new technologies and new business practices, the skills that were required to succeed yesterday are not the same as those required to succeed today or tomorrow.
Skills shortages are being created by digital transformation across all industries. In fact, many employers are facilitating the re-skilling and up-skilling of employees as a way to keep positions filled that might otherwise have remained vacant while Human Resources worked to recruit the necessary talent. According to a Pay scale Research Report, approximately 33% of companies had open positions for six months or more, due to a lack of skilled or qualified candidates.
Companies must increasingly anticipate the benchmarks of the future, and plan proactively to meet them. If employers want to fill skills gaps with appropriately skilled workers, they need to provide employees with the development opportunities to meet the demands of their current as well as future roles.
One effective way to address the skills gap is the use of e Learning and micro-learning. Employees can learn new skills, or refine and update current skills using these highly interactive and agile technologies. Additionally, since they are online and mobile, learners can accomplish their learning objectives more quickly and conveniently.
- L&D Will Be Offered as a Benefit
Because the average life span of an acquired skill is less than 5 years in the modern workplace, employees are starting to seek out organizations that will make an investment in their skills development on a rolling basis. And as a result, L&D departments will start to offer up skilling programs and other training initiatives as part of their benefits programs or packages when hiring new employees.
- Attracting and Retaining Employees through Learning and Development
Training is increasingly being viewed as an employee incentive, right along with health and retirement benefits. Workers understand that access to training will help them refine existing skills and develop new ones, ultimately making them more successful in their roles. Employee retention is rapidly replacing compliance as a key driver of training.
In fact, attracting and retaining top talent is a major challenge for most corporations today. In a recent Gallup poll, more than half of all currently employed adults are either actively searching for a new job or are at least passively entertaining other career opportunities. Using online training software as part of a digital learning strategy is one way to help employees develop proficiencies that will not only help the company but keep them engaged and productive in their current jobs.