2020 (continuing into 2021) has been a transformative year in the history of corporate learning. In fact, “As of 2020, mobile e-learning had grown by $38 billion. From 2017 to 2022, there is an expected upward trajectory of $6 billion”. Yes, the rapid digitisation of learning and development, aka L&D, is now one of the areas that demand maximum priority in your annual calendar. Therefore, this means that L&D managers must be aware of the latest trends in online training. Only then they will be able to recognise the challenges associated with deploying eLearning in their organisations. To help you out, here is a rundown of the top L&D challenges that the management will need to overcome in 2021.
7 L&D Challenges That L&D Managers Need to Look Out For in 2021
1.Swift Upskilling and Reskilling
With the rapid shift to remote, work-from-home options, the need to reskill employees has seen a sudden rise — to adjust to the new normal. Newer solutions, products and processes are evolving. Moreover, the workforces are now spread out in varied destinations and speak multiple languages. So, what is the way out? Previously, L&D leaders used to plan to address skill gaps in advance. However, now, they are time-strapped and must resolve disparities in talents super-fast. They require to create new learning sessions at a swift pace. The luxury of time is ZERO.
Hence, the only approach is agility. One of the foremost L&D challenges is that currently, managers cannot afford to rely only on preemptive planning. Agile learning methodologies, which focus on speed, flexibility, and collaboration, are the future of L&D. It will allow the management to timely resolve skill gaps and ensure that there are no obstacles in achieving business goals.
2. Performance-oriented Training
Learning without any tangible output does not hold any meaning. Another of the L&D challenges faced by Chief Learning Officers is to prove to the management that the e learning management system methodology they choose can produce measurable results. Corporate training must boost business performance and not be something that merely reskills employees with zero outcomes. Therefore, we expect to witness a gradual increase in the number of transformer CLOs. Why? Because, the top management will view talent refurbishing with scrutiny to positively impact your end organisational goals. Hence, one requires to design L&D programs based on boosting employee performance apart from skills.
3. Learning as a Part of Continuous Organisational Culture
Training on the job will become part and parcel of the organisational culture. L&D teams need to embed learning into the backbone of companies — as an inevitable part of everyday tasks. Only then employees will be able to develop the applicable skills. No. You cannot schedule one day for learning lessons anymore! L&D needs to become an everyday activity where it can actively engage the entire workforce. They must put in efforts to find the required answers and gather knowledge to solve workplace problems.
4. Integration of Virtual and Digital Learning Methodologies
Proactive action is always better than reaction. When the world faced the first wave of the pandemic, several organisations resorted to reactive measures to combat the catastrophe—the migration from classroom training to online models rapidly under an external force. The transformation to digital has been fast in all areas, but the progression in L&D has been faster. So, what are the significant L&D challenges here? Well, for instance, now leaders have understood what works and what does not in this situation. For example, we know that regular Zoom sessions can become tiresome. Hence, only virtual classrooms are not the solution.
The best solution is a merger of virtual and digital learning methodologies. Keeping a good balance between the two will feature high on the business priority list in 2021. This must be supported with the learners’ need for social collaboration and value addition.
5. Data-driven Learning
One of the major L&D challenges/ trends in 2021 is the mainstream adoption of data in corporate learning design. Yes, this will become the go-to approach for companies in the next couple of years. Learning modules will need to be created while keeping in mind both organisational and employee benefits. Data-driven insights will drive corporate training to be a part of the company-wide culture instead of serving only as stand-alone sessions. This will be accentuated with active engagement and tapping into tacit organisational knowledge. The end result? A continual cycle of learning success that one can iterate as many times as possible.
6. Bite-sized Microlearning
Micro-learning will become an everyday practice in 2021 — thanks to the learning habits of the modern generation, which is geared toward consuming information in bites. Microlearning will be targeted at disseminating the required skills that are aligned with the organisation’s key expectations in small learning units. Playablo‘s learning management system chunks are packed with just the necessary amount of knowledge to help learners achieve a goal. This approach additional allows learners to relearn a subject several times. They can know about multiple technologies and domains — rendering them apt to solve any contemporary problem. Companies are also pushing learning so that it is much more accessible to the employees, across the different channels and devices.
7. Increased EQ
Currently, people are not only working from home but also learning from the comforts of their living rooms. Therefore, the entire concept of maintaining a work-life balance has taken a completely different turn. Yes, there is flexibility but it is difficult to decide when the workday ends and personal time begins. This is where relevant soft skills make an entry to help employees balance professional and personal times. Hence, one of the L&D challenges is to introduce sessions that address the growing need for empathy and emotional intelligence (EQ), especially in senior roles.
Conclusion
In 2021 and beyond, L&D will become an inevitable, integral, and strategic part of organisational policies — aligned more with company-wide priorities and business operations. Furthermore, the L&D team will be a driving force in developing self-paced learning programs that encourage knowledge sharing in the company. Beyond multiple technologies and domains, corporate training has to become a part of the organisational culture that is interconnected to the big picture. If you want further information on how to cope up with these emerging L&D trends, our experts at Playablo are here to help you out!
In one of our earlier blogs, we have discussed the ‘9 Questions to Ask Your Vendor Before Selecting an LMS’.
If you have read it, you would know that one of the queries is enquiring if your vendor offers a demo or trial of their Learning Management System.
Irrespective of your business sector, company size, or training requirements, it is vital to ask these seven questions during an LMS demo — to understand if the platform is suitable for your organisation.1) What is the pricing structure?Your overall budget, which you have set aside for your training needs, determines the price that will be right for you.
Several LMS solutions like PlayAblo offer flexible pricing, driven by content requirements and the number of learners.
Finally, pick a learning solution that makes the most sense.2) What is the LMS implementation process?A shift to a new solution will be met by some resistance from your management and teams.
Therefore, it is essential first to gauge if your organisation is ready for a new LMS.
This article will guide you through the key steps of corporate LMS implementation and will help you avoid common pitfalls as well as costly mistakes.
