Change, like everything else in life, is on the horizon in corporate learning. The present L&D landscape is substantially different from that of a decade ago. The old order has given way to the new in this fast changing terrain, and only the most nimble and adaptive can survive and prosper.
The following elements are driving developments in corporate learning:
- The Millennial Learner’s Ascension: The Millennial learner has played a significant role in bringing about a sea change in the professional learning environment. Millennials want to be able to lead their learning journeys. Therefore, L&D professionals are forced to create courses that provide flexibility.
- Better Technology: With the advancement of technology, innovative CLOs may rethink and build programs that engage learners, facilitate the learning process, and result in a seamless knowledge movement from desk to work. Technology has enabled flexible and innovative CLOs to influence the organization’s bottom line.
- The Priorities Have Shifted: The introduction of various sophisticated technologies such as mobile, social, and cloud tools has resulted in a shift in organizational priorities at the management level. According to Brandon Hall Group’s 2016 Learning Technologies Survey, the emphasis has changed from building learning methodologies to researching new and emerging technologies.
- Elevation of L&D to the Level of a Key Business Development Area: Lastly, a paradigm shift in how L&D is regarded in the larger context of company goals is driving these developments. Nowadays, the learning function is viewed as a strategic business growth area that fosters leadership development and innovation by fostering a culture of lifelong learning and cooperation. It is a method that promotes corporate expansion.
The paradigm change in corporate learning has compelled the C-suite to redesign learning efforts proactively. Companies must modernize their outmoded training procedures to satisfy the changing needs of modern personnel.
Accepting and adapting to a changing landscape is difficult unless you understand the game’s rules. We thoroughly examined the setting and devised the seven principles you must follow to navigate the environment.
1. Quick, easy, and handy material – We live in a rapid-fire and frequent learning age.
The information era is upon us. Every 12 hours, knowledge doubles. As a result, it is possible that at some point in time, new information may be discovered that you are unaware of. Contemporary adult learners face a difficult task: they must always be aware of what is occurring in their field. Companies must respond quickly and consistently to learners’ demands for learning. Using a paystub generator guarantees that you comply with the law, especially if you live in a jurisdiction where all companies must provide paycheck stubs.
2. Use the Netflix Approach
Yep, you read that correctly. Today’s workplace learning must follow in the footsteps of Netflix. Consider how Amazon or Spotify interacts with their audiences.
Welcome to the consumerization of learning, and your courses should compete with others in the marketplace for the learner’s approval. In this marketplace, the learners make the decisions, and knowing how they want to be delivered is crucial.
3. Accept Learning as a Natural Process
Adult learners value their independence. They want the freedom to learn whenever they choose, which may not be during working hours. They do not want to be dragged away from their desks to attend a training program or a course when they need to accomplish something else. People want learning information supplied to them when needed, not when management needs to deplete the training budget. Learner involvement is no longer limited to the workplace.
On-demand learning is the new rule in corporate learning. The key to learner engagement is to empower learners by allowing them to access learning anytime and wherever they choose.
4. Improve Employee Learning Experience! Maintain Employee Engagement and Motivation
Here’s the truth. Your employees will no longer ingest the material you shove down their throats today. They want to look at the available learning options and then decide which programs they want to pursue.
Learners are “consumers.” Therefore you must be aware of what people expect.
Contemporary learners have certain expectations that you must learn if you want to engage with them.
5. Say hello to “Workwide Learning”
The term “ecosystem” refers to the process by which a company, organization, or other group of people, acquires a new piece of property:
- Learning is no longer a once-in-a-lifetime experience. Learning must be a continual process since we live in the age of information and Big Data, and knowledge quickly becomes obsolete. Companies want their personnel to be continually updated.
- Learners desire to stay current on the skills and information required to be relevant in the job.
- A continuous learning culture makes it simple to calculate the return on your learning investments and efforts.
Implementing the “Worldwide Learning” concept has been compelled by the necessities of the times. Jane Hart’s philosophy and pseudonym are variations on the theme of lifelong learning. The Workwide Learning strategy is founded on the idea that workers should learn for, during, and after employment. Learning should not take place solely at formal training events.
6. Use a learner-centered design-thinking methodology
The design-thinking method places learners at the center of the learning environment.
The learning experience is created with the learners’ training requirements in mind. Because the learning programs are very intuitive and interactive, learners are drawn into the experience. The emphasis is also on developing engaging programs that improve information retention.
The rules of modern workplace learning outlined above aim to make learning instructionally sound, cost-effective, and relevant to learners. The emphasis is on making the material adaptive, agile, and flexible to adjust swiftly to changing learner needs and market demands.