L&D, in Italian, means Learning and development and it is an ongoing, long-term process designed to keep the skills and individual performance of employees high by aligning them with business goals and requirements. The goal is to help people learn new skills and keep them motivated and productive over time.
In the last year, there has been a lot of talk about learning and development, as it not only helps in training newly hired workers, but is also extremely useful in training all employees of an organization or company.
L&D professionals continuously try to train staff, but never like last year this training process has turned into real learning, something daily and constant to face new emergencies and challenges.
Many companies have had to align themselves with changes so strong and sudden that they caught everyone off guard. After leaving the office, the job moved home, home, but not everyone got to tackle this different way of working.
Learning and Development: How It Really Happens
After the initial push, many doubts about the need to refine training and development tactics disappeared.
Thejust in time learning, the cross skills and the skills improvementThe trends that have been emerging for some time have been fundamental in moving forward. The problem was that no one knew the immediacy and impact they would have when work was interrupted by the pandemic.
Many of these trends announced in 2020 have proven to be true and necessary. They came into play quickly, with urgency. From simple models of aspiration, they turned into categorical imperatives in a very short time.
And, now that we’re in mid-2021, how are we doing? These learning trends, which have been vital since last year, are likely to continue to develop. They will grow even faster and require a more focused and defined approach.
There is a need for constant improvement in your team
Many have spoken of the birth of a real revolution. Richard wang, CEO of Dojo coding, defined this change as a fourth industrial revolution.
It is an era not only of innovation, but also of revolution and transformation driven by technology, and not only because of the giant strides made in recent years. All organizations, from small and medium-sized businesses to large market giants, have had to expand their digital presence. A need due and accelerated by COVID-19.
How many realities were digitized last year? We don’t have to go too far, but just take a look at ourselves. Even the most skeptical, those who would never have approached the world of the Web, found themselves buying anything online, from basic necessities to gourmet pizza, without batting an eyelid.
Therefore, if today you are not present in the infinite and now crowded digital universe, it will be really difficult to get noticed. What can businesses do to adapt?
A first step may be to rely on employees who are more technologists but, as Wang recalls, it is really difficult for companies to find them to fuel this digital revolution.
The solution? Improve and retrain existing employees.
Learning initiatives help people approach a changing world by improving their work and overall business performance.
The most in-demand skills are coding, web development, and data analytics, but a basic understanding of computational logic, such as that used in messaging tools, is helpful nonetheless.
Emphasis on long-term learning remains essential
The learning trends of the last year have seen fads such as cross skills, that is, developing skills in different areas, and the ability to approach things from different points of view. However, the importance of long-term learning should not be underestimated.
Just think that some of the most in-demand jobs today didn’t even exist three years ago. This is why people need to adapt their skills development to keep up with the rapidly changing market needs. Learning processes they need to take a proactive approach to providing employees with the right tools to facilitate and enhance on-the-job learning and chart their career path.
However, there will always be skills that are more difficult to master, such as creativity, innovation and inclusive leadership, all of which will require a long-term approach.
Remote work requires a new kind of learning
It’s no mystery: remote working is becoming more and more popular in companies because of the various benefits it brings.
With the continued need to work remotely, companies will face new learning challenges, as he reported in an email to HR diving the CMO Hibob, Rhiannon staples.
Many companies and managers are still learning how to effectively approach telework, from integration to the day-to-day management of their work.
A smart move will be to teach new employees to work remotely right away. Something that was not necessary for many facilities before the COVID-19 pandemic, but is now becoming essential for the growth and success of their business.
This is another step that companies must take: find new technological tools for HR that facilitate the transversality of learning and development, while HR must ensure that leaders and managers are properly trained.
Credentials make the difference
Many study programs no longer have the value they once were. Theoretical approaches, obsolete systems, but above all to technology giants like Google, Apple e Netflix these requirements do not affect. A traditional curriculum does not deliver all the skills that companies now need.
Instead, institutions that grant micro-credentials may offer applicants the opportunity to acquire the skills they need outside of a typical university experience.
Improving profitable learning and development
Companies must continue to improve L&D techniques by making them more agile and modern. TheeLearning, for example, it can be long and passive. That is why it is better to bet on microlearning It’s certain social learning. The goal is to connect people with industry experts, creating a more engaging experience.
By providing small amounts of content, people are able to concentrate and assimilate better. This offers the possibility of absorbing the content of the training in a different way to reinforce the learning. The gamification and the micro-assessments allow you to check your progress towards the set goals.
Integration is another area to look at. Staples said it was no longer possible, or at least for the time being, to return to classroom exam sessions. That’s why organizations need to find ways to facilitate remote onboarding, making it personalized, informative and timely.
Companies must invest in workers because they depend on them, and not just because it’s the right thing to do. In addition, L&D teams add value by working closely with companies, strategizing for the future and co-building.
All the spotlight is on employees, but not only on their performance, but also on well-being, diversity and fairness. The need to invest in your team has become extreme.
What can we expect in the near future?
As the needs of businesses accelerate and evolve, providing employees with the skills they need is a winning strategy and a trend that will continue forever, or perhaps until the next digital revolution.
Learning is a prerequisite for sustainable innovation and success. Long-term trends and the nature of the current historical moment indicate a conclusion: L&D will be of paramount importance for businesses in the post-COVID world, where success will largely depend on the ability to quickly adapt to unpredictable forces.
“Transformation” as an abstract concept has now been replaced by concrete examples of how our world is changing in real time.