In the post-pandemic era, new and innovative strategies in learning and development (L&D) are being introduced and implemented across various industries. These emerging L&D processes and practices profoundly demonstrate how organizations are adapting to an ever-evolving environment. Stakeholders have experienced the impact of these workplace learning initiatives, which are revolutionizing how employees acquire knowledge and skills. Human Resources (HR) and L&D professionals play a huge part in driving the transformational shift in the learning landscape, strengthening its alignment with business strategies and goals as well as balancing in prioritizing employee skills and human development, placing them at the center of their learning strategies.
Key L&D trends for 2024 and beyond include intensified virtual training programs, blended learning, microcredentialing, personalized learning pathways, gamification, generative AI tools, immersive technologies, emotional intelligence integration, and more. Understanding these shifts is crucial in fostering a strong long-term foundation for a successful, growth-oriented workplace.
One-size-fits-all approach
The 2023 survey conducted by TalentLMS and Vyond reveals that 80% of employee respondents value L&D programs customized to their future professional growth and specific skill requirements. Employees do not like a one-size-fits-all approach, as it frequently fails to address their unique goals. Individualized approaches to learning are becoming increasingly important in 2024 and beyond. However, this does not imply that the entire responsibility for training falls solely on employees. Instead, L&D practitioners should remain accountable for developing and managing impactful learning experiences. It is important to acknowledge that not everyone has a clear vision of where they want to go in their career. As employees take on the role of individual curriculum curators, L&D teams serve as facilitators of the curation process, guiding and supporting them as they navigate their career paths.
The year 2022-2023 saw a record-high spending on formal training. But does this mean organizations achieved a strong result in terms of learning outcomes? In many cases, the answer falls short of justifying L&D’s return on investment (ROI) targets. While employees received training, nearly half felt it was insignificant, and its application proved unsuccessful. According to ADP Research Institute/People at Work 2024, “less than 50% of workers think their employer invests in skills they need to advance.” The number of training hours and the associated costs do not guarantee effectiveness. L&D strategies should address the diverse learning needs of employees and understand what they truly want to gain from the training. At the same time, these strategies should provide employees with the right resources, time, and space to put their newly learned skills into practice.
In addition, the use of metrics and analytics to assess employee competency requirements and training effectiveness can help L&D practitioners design more targeted programs. By leveraging hard data, L&D teams derive actionable insights to develop strategies that align and drive business outcomes.
AI in workplace learning
Digital learning has significantly evolved since the pandemic, with the latest L&D systems offering skills-based learning tailored to individuals’ career growth, upskilling, and reskilling needs while fostering social interaction and team collaboration. Many leading learning platforms have now incorporated generative AI in their digital applications, enhancing both the delivery and effectiveness of the L&D programs. Utilizing AI-powered platforms leads to improved results for learners, both in terms of motivation and personal achievement.
Current research indicates that business leaders are seeking ways AI technologies can enhance their technical training and development programs by making them more accessible, streamlined, and personalized. Additionally, they aim to train employees on generative AI tools to boost productivity. The discussion in the L&D space has shifted from what AI can do to what AI should do. AI and automation are indeed primary drivers of the learning environment, augmenting several core L&D activities. There is no slowing down the pace of AI-driven innovations in the learning and development arena.
Engaging and agile strategies
Effective learning requires a practical mix of structured training and informal social learning. Is your organization relying too heavily on virtual training courses? This could signal the need to revisit your L&D roadmap and consider revamping your strategies. These generic training initiatives often lack the engaging, interactive, and hands-on elements critical for long-term knowledge retention and internal upskilling. Such activities allow training participants to be directly involved in their learning. Knowledge sharing, retention, and transfer practices in the workplace should be high with hands-on applications.
The market increasingly demands highly skilled individuals, prompting organizations to equip their employees with the essential skills needed for success. However, many L&D initiatives have fallen short of meeting this requirement, struggling to provide the speed and capability needed for rapid skill development. Traditional training formats, commonly created in a one-size-fits-all approach, are becoming increasingly outdated. Skills-based training content developed over weeks or months typically has a limited shelf life and fails to address the immediate, evolving needs of the workforce.
It is good practice to implement more flexible, personalized, and data-driven learning interventions by integrating agile methods that facilitate continuous learning and real-time skill development while fostering peer-to-peer collaboration and hands-on experiences to increase engagement and retention. Therefore, L&D teams should actively manage the development of training content, ensuring it is strategically designed to meet both the organization’s immediate needs and the broader industry trends and external market influences.
Emotional intelligence matters
Today, L&D strategies do not primarily focus on developing personalized learning programs but on nurturing an emotionally intelligent, resilient, and agile workforce. Can emotional intelligence be trained? Yes, just like other skills. With the widespread adoption of work-from-home and hybrid work models and the accelerated pace of technological advancements, emotional intelligence (EI) is no longer an optional competency for individuals to thrive in modern, dynamic, and complex work environments.
Strengthening the human touch in the workplace requires bridging the gap in this soft skill. There are various emotional intelligence gap assessment tools for HR & L&D teams to measure this gap within the workplace. It is essential to integrate and prioritize emotional intelligence in L&D strategies and execute programs through EI workshops, coaching sessions, and mindfulness and relaxation techniques. Teach employees how to manage their emotions, practice empathy by understanding the feelings of others, and cultivate self-awareness regarding their feelings.
As we move into 2025, the need for strategic decision-making in learning and development will only intensify. It is crucial to reprioritize workforce growth and skills development to stay ahead of the curve. Build stronger relationships with external training experts to access specialized knowledge and resources. Equip employees with the skills and knowledge that will serve them throughout their careers. Transform into a great learning organization and become a magnet for top talent, fostering a culture of continuous growth and innovation.
As published in Mindanao Times, dated 22 December 2024
