What's The Future Of L&D




In recent times, those business corporations which have invested in L&D programs have witnessed remarkable changes in terms of talent engagement and retention, increased business profits, and more. Business experts globally agree to the fact that conventional methods of employee training and development cannot bring the desired results as technology has drastically changed in recent years. The current technological advancements in IoT (Internet of Things), big data and cloud computing requires such skills and knowledge that cannot be fulfilled by a conventional learning and development program.

The undermentioned eight strategies can transform an L&D program from being an additional benefit of a pay package to a crucial incentive for professional advancements in every business organization.

1. Maintaining A User-Friendly Approach

Earlier, training was usually given to employees during their probation periods within the learning site. In the years to come, companies will not get the best results if they do not switch to unconventional training methodologies. A successful L&D training program needs to be upgraded by making it flexible, up-to-date, customizable, and user- friendly.

2. Encouraging Multi-Tasking

Employees did not prefer to switch jobs frequently. Lack of exposure to the latest technologies, new skills and techniques restricted them to stick to a particular type of job or skill set. However, employees now prefer to perform multiple roles simultaneously. Therefore, trainers need to design such L&D programs for employees that can help them remain engaged and motivated towards their organization.

Providing training, keeping in mind the needs and interests of employees is crucial to keep them engaged and inspired. Unlike in the past, an employee might look for another job if he feels he has not been given opportunities for professional growth and development.

3. Engaging and appealing to new talent

Earlier, employees preferred to work for a greater career span and were eager to work for well established and reputed business corporations for career stability. However, in the future, employees will acquire career stability by acquiring relevant knowledge and skillset. Therefore, businesses need to invest in an effective L&D training program that has the potential to attract and engage new talent for their organization.

4. Improving Accessibility

Earlier, conventional training programs were not easily accessible to all employees. Employees were given training occasionally as per the company's needs. However, in the future, employers need to take care of the individual training needs of employees at all levels according to their level of expertise and job duties.

Employers need to make sure that all the training resources are available online to employees at all times who either work remotely or simply cannot get time during their busy work schedules.

5. Providing On-The-Job Training And Education

In the future, employees won't completely rely on conventional university training and education. They would rather prefer to work for an organization that offers training and education for professional growth and development. They would prefer to get trained and learn how to design effective strategies and solutions for real business challenges.

6. Promoting Online Training And E-Learning

Earlier, trainers used to teach manually through books. The training was usually given to only the high level or technical staff of an organization. However, in the near future, in order to facilitate the training of both technical and non-technical staff of an organization, the information will be available online and would be easily accessible online to all users.

7. Imparting AI-generated feedback

In the near future, all learning and training programs will be digitally designed and will be readily available for user access. Moreover, AI technology will be utilized to provide data-based recommendations for learners to identify their areas for improvement and enhance their professional skills. Such input will be provided according to the trainees’ needs as and when required.

About The Author
Sana Sardar
Senior Manager, People & Culture at QuickStart

Sana Sardar

She is a result-driven and proactive HR professional with a diverse experience of 8+ years for working within the intricacies of People Management, optimizing HR operations and strategies to other business projects. An analytical problem-solver, with an EQ to coach, mentor, negotiate and resolve conflicts at any given time for her people, has been a part of QuickStart for more than 2 years.

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