Learning transformation: Steps L&D can take for a resilient workforce of the future

2021-06-23

In the new corporate landscape dominated by remote and hybrid work, L&D teams are facing challenges in terms of constant upskilling, budget constraints, and catering to a digital workforce.

This is the time to focus on helping employees develop‘new age skills’ centred around content curation, personalized learning,knowledge sharing and collaboration to enhance the learning and developmentprocess.

Future ofwork at our doorstep

While the pandemic accelerated the transition to thefuture of work, businesses have been forced to undergo digital transformationrapidly. Amidst such disruptions, it is upto L&D to upskill employees,especially on the virtual system of working, as quickly as possible.

There is also an urgent need to ensure that theworkforce is well accustomed to emerging trends like Artificial Intelligence(AI) and Machine Learning (ML) which are revolutionizing the ways of working.With all these changes on the path to the future of work, it is now imperative forL&D to undertake constant strategic upskilling and reskilling initiativesto build a resilient workforce for the future.  

Let’s deep dive into the steps that can be followed inthe training and development process to ensure that employees arefuture-proofed:

# Implement VirtualLearning

It’s an understatement to say that virtual learninghas become a very dominant norm in the new normal. According to the Deloitte and National HRD Network(NHRDN) report titled ‘Future of learning in the wake of COVID-19’, organizations have said thatvirtual learning will constitute at least 40 percent of the formal learning structure,with some even expecting this figure to reach as high as 90 percent. JoshBersin Academy reports that there has been an increase in the consumption ofonline learning in most organizations.

Bottomline is: to be successful in the new normal, itis necessary that every employee is comfortable playing in the new digitalsandbox. Even for those who are digital natives, making efforts for improvingdigital fluency is a must. Of course, not all technologies may be relevant to aparticular business, so it is important for L&D to identify the emergingdigital technologies.

# LeverageContent Curation

This is the time to consider an AI-powered learningplatform that has the ability to analyze and curate all the content in order toensure that the right recommendations are made to a particular learner. AI-poweredplatforms automatically put content that is relevant to the learner in front ofhim or her, in the process filtering the unnecessary ones. Such platforms also havea proper understanding of various aspects like needs or the learners, theirroles, industries etc on which they create and curate the appropriate style oflearning course with the help of historical results.

# Harnessthe power of Personalized Learning

At a time when personalization has become an integralpart of daily life, L&D too can benefit immensely by adding personalizationin the learning experiences. They can provide a personalized learningexperience through the LMS or LXP to re-engage workers, irrespective of theirlocations during this time of remote/hybrid working.

Employees appreciate learning that is specificallytailored to their needs, interests and goals. They also find such kind oflearning more relevant and useful because it engages them better and helps themimprove their daily work experiences.

# Focus on KnowledgeSharing and Collaboration.

This is the time to hone digital platforms andencourage knowledge sharing at every level in the workforce. Employees need tohave the opportunity to share the lessons they learnt and their insights withtheir peers through a common platform of knowledge and best practices. Besides,in this stressful remote work landscape, they can benefit a lot by interactingwith their colleagues in an informal environment.

Many LMSs have components that can be leveraged as acollaborative knowledge base. L&D can use these tools to harness the powerof social learning and knowledge sharing while fostering a culture of sharing.

Inconclusion

Even as remote working and virtual learning are here to stay, L&D needs to design learningstrategies to build a resilient, intelligent, and empathetic workforce. Moving forward,L&D will have to look at a learning ecosystem that makes the best use oftechnology to provide anytime-anywhere learning as they lead the workforce ofthe future. 

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