In any business organisation, roles and responsibilities are continuously evolving into different shapes and forms. It is essential for the top management to recognise this dynamic environment and subsequently devise adept learning and development processes for their employees. The human capital can be considered as of the most critical assets of an organisation, which makes it even more important for the top management to divert their attention to their knowledge and attitude enhancement.
In the modern era of today, learning and technology function hand in hand. As high-technology innovations cultivate, so does the opportunity to create effective corporate training programmes and delivery plans. In recent times, it has been observed that organisations require personalised training that inculcates cutting-edge technology, facilitates professional development and promotes employee engagement and interaction. Training is now effectively providing skills that are essential in the world of technology and automation today. Learning and development processes are transforming at a rapid rate in recent years as a host of new technologies such as virtual and augmented reality, automation, and artificial intelligence have transformed our expectations for interactive and action-oriented learning. Some of the new-age trends which we can expect to grow popular in the near future can be elaborated as below.
Gone are the times when employee training and development related to the conduction of large seminars and workshops at a particular place and at a specific time. Activities need to be curated in such a way that they are available at any place, time, and on any device. In a recent study carried out by Gartner, learners cited that ‘ease of career application, ease of access, and ease of consumability’ are the three primary factors to consider when training. A primary benefit of accessible learning is that it allows employees to work at their own pace and comfort, and allows them to pick out topics and subjects which they may feel is more relevant to their needs. Instead of physically grading performance, organisations can utilise digital assessment platforms and a built-in grading platform, which offers the additional advantage of on the spot feedback. Similarly, feedback can also be easily collated from employees on an online programme as compared to physical feedback.
Virtual and Augmented Reality technologies have grown extremely popular in recent times. These emerging notions have an unbelievable potential to aid in facilitating changes in a business organisation. AR/VR replaces conventional courses and assessments with a single solution where the education and learnings required are taught and practised in a real-life simulated environment. A prominent example of the implementation of VR is sales training. New salesmen can be immersed in a virtual world where they can learn and develop their skills. Virtual situations like such provide rich and emotionally connected experiences that seem real. Variations on these core situations allow employees to experience different versions and extend their learning. The virtual process can be slowed down or broken down and hence, each minor detail or step can be individually examined.
Training For Succession Planning/ Retention
To maintain the sustained health and stability of a company, the top management must hone and cultivate employees who may be able to take over future leadership positions. Programmes and activities must be aimed at amplifying leadership development, communication and problem-solving skills. Management should aim at creating future leaders and managers as soon as an employee enters the door of a company, by providing mentorship and sufficient guidance.
Understanding and Embracing Automation
Companies embracing automation and technology must train their employees adequately enough when it comes to understanding these phenomena in order to utilise them to their full efficiency. The functionality and performance of machines and devices will continue to expand in the near future. However, it is critical to remember the fact that at the end of the day, they will still be managed and regulated by humans.
Technology is presenting more personal experiences as time progresses. Business organisations must find a way to inculcate these innovations in learning and development processes to stay up-to-date with the swiftly growing and ever-changing competitive business environment.
Frequently Asked Questions (FAQs)
What is learning and development in HRM?
Learning and Development is a subset of HR that aims to improve group as well as individual performance by honing their skills and knowledge. An important element of the learning and development process is resource acquisition as it requires trainers to be cost-effective and appropriate to the organisation’s needs.
What is learning and development?
Learning and Development strategies are those that outline how an organisation develops and enhances its workforce capabilities, competencies and skills to ensure their growth and success. A subset of the HRD function, it forms a significant part of the organisation’s overall business policies and strategy. It involves enabling people to acquire and learn new skills and abilities to enhance motivation and productivity at work by upgrading their knowledge.
How do you develop a learning and development strategy?
Following are the steps you can follow to develop a learning and development strategy:
- Define the L&D vision and goal of your organisation
- Inventorise all the existing L&D activities
- Design innovative and applied solutions to achieve your L&D goals
- Define the processes to deliver on your L&D strategy
- Measure results and update your curriculum as per requirement