Remote working is here to stay, so L&D teams need to ensure that online learning is successfully implemented
The shift to remote working has impacted L&D teams in many ways. Employees have had to embrace online learning while L&D teams have had to empower employees to take on more responsibility for their learning. While L&D teams have to learn from the lessons of the past years in order to continue to help employees learn and develop, they also need to look ahead and prepare for the changes that the year ahead will bring for their team.
Three key L&D focus areas
1. Long-term shift to online learning
With some organisations returning to the office, others working remotely, and some adopting a hybrid approach, there’s one thing that is likely to remain constant – online learning.
Previously, L&D teams may have had in-person learning/training courses booked for employees, however, with the pandemic, all learning and development courses and tasks had to be moved online. Online learning increases productivity and accelerates the learning process, while simultaneously reducing training costs and time taken off for learning.
L&D teams have realised that learning can be successfully carried out online, and employees can still learn and develop their skills even if they aren’t physically in the office. As a result, you have to be prepared to ensure that online learning is still available for employees in the long-term, especially if they return to the office but still want all of their learning to be done online.
To ensure success with online learning, you must make sure that you have the best tools and resources in place to support the workforces online learning journey. Investing in a learning management system (LMS) – a type of SaaS product (software-as-a-service) used by businesses to upload, deliver, manage and report on online learning – can help you easily implement and manage online learning by creating a single hub for all your online learning content, which can then be accessed by all employees.
2. The need for personalised and accessible learning
Employees continue to want bespoke digital learning content which is relevant to their job role. For L&D teams, this means that you need to be able to deliver personalised learning so that employees can upskill and excel in their job.
With an LMS, line managers and L&D teams can create bespoke learning content for employees, providing them with a personalised learning journey as a result.
In 2021, as organisations witnessed and experienced digital transformation, they also realised the need to be prepared to deliver mobile learning. Employees want to be able to access learning materials and complete training courses on the go, whenever and wherever they are. For L&D teams, this means you should consider investing in an LMS that comes with a mobile app so that your employees can learn from their mobile whenever they have free time.
3. Opportunities for upskilling employees
As organisations continue to change and adapt, they could see employees demanding more learning and development opportunities so that they can upskill themselves.
Technologies like artificial intelligence (AI) are anticipated to displace 75 million jobs but will also create 133 million new roles (eg in app development and piloting drones). To prepare workers for these new jobs, organisations have to be able to provide significant resources for upskilling their workforces.
L&D teams need to be able to conduct skills gap analysis and openly communicate with employees to discover what they want to improve in. From this, they can ensure that they are providing the relevant L&D resources so that employees have the skills they need to meet the ever-changing needs of the business.
By focusing on upskilling employees, L&D can also save on hiring costs – 84% of today’s workforce are eager to learn new skills. For L&D teams, this could mean an increased focus on leveraging the existing talent within your workforce rather than hiring new talent.