It probably doesn’t come as a surprise that Learning & Development is growing in importance. After all, most about everyone needs to up-skill, re-skill and adapt to the changing requirements that our new, digital era brings. With all the new jobs and roles that will come as a result of AI and automation.
L&D is not just a way to ensure a sustained success despite the technological changes that are currently occurring, but can also affect how attractive you are as an employer. What, with Deloitte having shown that “people now rate the ’opportunity to learn’ as among their top reasons for taking a job”, which seems to suggest that there are quite a few reasons for creating a powerful L&D. Or, in other words, that there are both short-term and long-term reasons for doing this, and that results will be visible in both these spectrums.
Investing in L&D is thus not a difficult case to make, but it still remains to be figured out in what ways to do that. To figure out what trends are currently affecting the L&D landscape, and what employees themselves want to see in such a program. Where Donald H Taylor’s L&D Global Sentiment Survey 2019 can provide some key insights.
Personalisation, AI and Analytics
This report, including answers from 1953 respondents in some 92 countries, showed that “Personalisation/Adaptive delivery” is in the tippy top of hot L&D trends, followed by AI and Learning Analytics. Which makes total sense, given the focus on personal customisation that has swept across the globe in the personal as well as professional space, and the rise of AI means that it would be rather surprising to not see it on the list. Learning Analytics is, however, a pretty new addition, and shows that the ability to actually analyse L&D practices and results has an increasingly important role to play. Which is positive in many regards, and seems to imply a maturity in the approach to L&D tech – as it shows we’re pretty far from just implementing cool solutions because they’re cool.
Of course, this is no sure guide on how to create an L&D program that is absolutely successful, but it does point to a potentially good way of approaching the creation of the same. I.e. when thinking Development for your employees, it might be a good idea to consider a platform in which learning can be individualised and adapted according to needs and wants, aided by AI for simplicity and efficiency, and offering a good, analytical view of the whole thing. To make sure things are progressing as they should, and to be able to act if the progress isn’t quite-so great.
Sources: https://donaldhtaylor.co.uk/insight/gss19-key-results-infographic/
https://www2.deloitte.com/se/sv/pages/human-capital/articles/2019-human-capital-trends.html
https://chefakademin.se/lara-eller-ga-under-las-rapporten-kostnadsfritt/
