The workplace of the future is one that is both complex and exciting, with the inclusion and improvements to work processes - created by new technologies – it is now the perfect time for employers to focus on what learning and development (L&D) will look like in 2020.
Internal Training for today’s workforce has a different task. Not only does it have to evolve to meet the demands of ever-changing industries, but L&D also must meet the requirements of a workforce that can no longer rely on what they learned in university to bolster them throughout their entire career. The fast-paced nature of this innovative decade will most definitely bring learning and professional development to the forefront in every aspect of every job, at every level.
So, although internal training has already been transformed by technology and is predicted to continue in the foreseeable future; the different steps and processes that are needed to succeed throughout thentransition are vital for successful implementation.
Freshminds prides its self on providing the best candidates for roles across many industries. Our understanding of what it takes to facilitate interview processes that connect you with the best candidate formyour position means that we have spent a copious amount of time, listening to what employees want from roles - and most importantly what they require to stay.
Training,Training, Clear Training.
High Retainment figures are a desirable outcome for all companies; however with the increased demand for clear training, a new trend that emerged in 2019 is Preboarding.
The expanding gig workforce has forced L&D functions to think beyond internal training when it comes to ensuring peak performance for their company. Preboarding allows future an employee to interact with the company’s training processes before they commit to contracts. Using Preboarding as a training technique also will enable employers to see what upskilling is needed for prospective workers, and if they can adapt to the training cultures, they implement internally.
As the nature of work continues to evolve and utilise technology, clear training will also need to consider AI-powered learning investments as more than just tools for employees. AI learning will continue to provide employees access to customisable training, and social learning opportunities both internally and through preboarding. However, to successfully use this innovation company we should also consider the value this information provides to HR executives on the backend. The business market will continue to evolve and therefore, so must the role of the learning leaders within HR positions. Key trends for 2020 will reflect this broadening role of training.
Know your workforce.
Successful training isn’t about merely examining areas that need assistance and combating them; it is also about using training evaluations that allow employees to show which skills gaps need to be improved to prepare workers for the future – this will be critical for businesses. The actual reality of training in 2020 is that employees want to learn more. A recent study by Linkedin reported that 94 per cent of employees say that they would stay at a company longer if it merely invested in training and learning programs.
So, without a doubt, investing into the facilitation of meaningful learning won’t just impact skills, but also overall retention,loyalty, and satisfaction – all of which are critical in determining which companies survive the increasing transformation across industries.
Understand what your brand of training looks like.
Much like company culture, carving out the training for whether it is for Soft Skills Training or evolving business practices through automation and artificial intelligence (AI), it is essential to know what your ‘brand’ of training looks likes.
Will your company champion soft skills like creativity, agile thinking, communication and collaboration or (L&D) that relies on management gaining new responsibilities beyond their traditional role of merely deploying training programs as a response to discord or business leaders? No matter what your training culture looks like taking a more strategic approach to planning and developing training that’s aligned with your company’s overall goals, is key to organisational performance.
However, when it comes to shaping your culture, employing meaningful training that helps workers grow and develop their skills should be a critical part of the mission. Rather than engaging only with the trends, instead use technology to keep up with your needs, and invest in digital learning tools that are designed to benefit workers and your chosen training brand, rather than just what’s the ‘shiniest’ on the market, it will be the smartest business decision you make this year.
Training for the Gig Economy and Data Literacy
Increasing amounts of companies are now tapping into the bustling temporary/freelance (“gig”) employee’s pool. The gig economy demonstrates one clear shift in how employees view work, with increased value on the flexibility/ freedom of ‘gig roles’ over the traditionally structured jobs. As this economy grows, companies are now faced with the challenge of training these new types of workers, due to their lack of access to traditional employee systems, such as learning portals.
Equally another challenge for training the workforce of the future will be the data literacy (or the lack of) within the modern business environment, mainly due to the new capabilities for reporting and analytics provided by technology. In 2019, there was a rise in investments - through both the influx of capital investments and consolidation- in learning experience platforms (LXPs). Although this is a positive step for the movement of training, it also comes with complex challenges, specifically, how to consolidate this new data and how to use it accurately and ethically.
With both of these unique new challenges, it is not a numbers game, (in fact, in both cases companies are inundated). It is instead the prospect of the unknown and yet to be cultivated processes that companies must consider in 2020.