FUTURE OF LEARNING AND DEVELOPMENT

Organizations are facing several critical pressures, including a short supply of leaders, the need to develop and engage employees, and issues with turnover. Finding and keeping talent is no longer an HR challenge but a strategic business priority.

With the emergence of a younger generation and the rise of the independent worker, companies must rethink their approach to talent and begin to prioritize the “individual.” They must provide a new mechanism for learning—one that can adapt to the needs of a changing workforce and align closely with organizational objectives.

Although learning is one of the most mature areas of talent management, it is also one of the most innovative. With recent technology advancements and the rapid adoption of social collaboration, learning and development has come a long way. So making a decision to improve a learning management program and invest in a learning management solution is a strategic direction .

Five key trends and best practices that companies should consider include the use of mobile technology, adoption of social learning tools, alignment with corporate objectives, use of adaptive learning principles, and the ability to measure effectiveness.

The learning of the past operated in silos where learning professionals had little interaction or input from other areas of the business. The learning of the future must be closely aligned to overall corporate strategies in order for companies to achieve results. Any program or technology investment should involve input from business leaders to ensure that learning is driving retention, engagement, and performance. For those companies that did align learning and business priorities have more chance to improve company revenue.

By aligning learning strategies with corporate objectives and leveraging innovative technology, organizations will be able to significantly improve their learning functions