“You can’t teach people everything they need to know. The best you can do is position them where they can find what they need to know when they need to know it.”
Seymour Papert, Mathematician, Computer Scientist, and Educator
Your L&D team needs to upskill itself constantly and at the same time help the employees to upskill with effective training courses. They need to be excellent educators, communicators, and content creators. But now they need to add one more skill to their set, namely, data analysis. L&D has become more tech-focused, so there is a need for professionals to learn data analysis.
Data analysis is now added in the core!
Data has become an important component for L&D teams to build and analyze content. During the pandemic, the scenario completely changed, and the companies not using online modes of training also had to shift to online modes of training and learning. This required using a learning management system and then further using it to collect data.
A learning management system generates a large amount of data to work with, such as who is logging into the platform, the course completion rate, and the number of people logging in for the course. The data is now more than just numbers seen on the dashboard. Sometimes, it becomes difficult and overwhelming when there are more users.
Hence, this makes it important for L&D professionals to learn data analysis. Over time, L&D had become more strategic and cross-functional. L&D professionals are now expected to know more than just how to deal with people.
74% of the leaders believe that L&D has become more cross-functional. – LinkedIn Report
72% of the R&D leaders believe that it has become a more strategic function. – LinkedIn report
More L&D trends you need to follow this new year!
After the pandemic hit, the importance of L&D professionals increased. Different strategies have been implemented to ease the work of organizations, and L&D teams are not left behind. So, let’s take a look at what trends to expect for your R&D team in 2023.
1. Upskilling and reskilling
With digital transformation, many jobs will be automated, and this means many jobs will lose their meaning. Organizations are now focusing on upskilling their employees, whether through leadership training or data analytics training. This requires the L&D department to build courses to help the employees upskill.
Many courses can be considered for upskilling employees, and we can list them below:
- Company culture training
- Leadership and management training
- Data analysis
- Diversity and inclusion training
- Compliance training
You can make your training easier through an online platform, such as a learning management system. The platform provides interactive sessions with features like gamification and community that enable social learning.
2. Content repurposing
You require content for your inbound marketing, outbound marketing, promotion, selling, and whatnot! This requirement often invokes the need for repurposing the content because of the shortage of producing new content.
And also, repurposing content has a better chance of working well. If you know what content worked for you before, you can repurpose it in some other manner and present it in front of your audience.
For instance, you can repurpose your blogs to make social media posts that will help you create engaging content that you know works.
3. Better in-app experience through R&D
R&D teams are learning better ways to understand customer or employee behavior through in-app features resulting in more effective solutions. For instance, you can have forms built into the application so that people can review the R&D processes and discuss their views on them.
4. Microlearning
Sharing content in a small format to increase employee retention is what describes micro-learning the best. The learning capacity of individuals has gone down, and many researches have shown the decreased attention span of employees.
Rather than deploying training in huge chunks over hours of sessions, you must share the knowledge in much smaller pieces. The 15- or 20-minute lessons will help the employees grasp the knowledge better and make them focus on one thing at a time.
Make sure the courses you are providing as a part of your microlearning programs relate to each other to avoid seeming disoriented.
5. Knowledge-sharing ecosystem
The L&D team should work on building a knowledge-sharing ecosystem that will help the employees resolve their queries in no time. Effective knowledge management begins by creating detailed documents and instructions to determine how to move processes forward.
6. Behavioral data:
The L&D team is also required to collect the learning and development metrics based on the behavior of the users. Different factors that the team can study for the employees are:
- Study the progress of the L&D resources. Judge them based on the course completion.
- Measure your training effectiveness on different employees, teams, and courses to determine the best practices.
- You must continuously change the L&D team practices and improve them to make them more effective.
7. Real-time feedback
As an L&D team, you need to create a better feedback loop between you and your audience. The employees learning through your courses need to give you feedback regarding how well the course is going and how beneficial it is for them.
Feedback will help you curate better content and make more engaging courses for your audience.
L&D team practices to adopt for your organization
1. Let employees discover their own needs
Today, learners have a major say in what they want to learn. To create effective L&D programs, allow your employees to choose the type, content, duration, and other aspects of the training. As an organization, it is your responsibility to keep a track of upskilling the employees, but you also need to give them an equal opportunity to participate in the course and program building.
2. Adopt a collaborative approach
As an organization, promote collaborative learning among your employees. Let employees learn more from each other’s expertise. This practice will boost their confidence as well and help build a strong team to achieve common goals.
You can leverage subject-matter experts to build more effective courses for your team.
3. Mobile learning solution
Following the pandemic, everyone is shifting to mobile or blended learning. It has become a necessity for the L&D teams to develop mobile learning solutions that will help employees, partners, or customers with self-paced learning. You can benefit from the following with mobile learning:
- You can have real-time updates on the platform
- Engaging and delightful learning environment with the help of gamification.
- Encourages collaboration and social learning with features like community learning.
- Your learning is not interrupted because of any connection issues.
4. Invest in a suitable LMS platform
For an L&D team to give a seamless training experience to your audience, you must choose the right LMS platform for yourself. You must choose a platform that will help your employees, customers, or partners interact and engage with the community. Keep these things in mind while choosing your LMS:
- It must have fast content and course creation.
- It should promote social learning with features like a community.
- Distributed accessibility to help everyone benefit from the platform equally.
- It must have features like gamification to help the customers engage better.
- It must have training analytics to track the user’s progress.
Guess what? Acadle gives you all the required features to help you build courses for training your employees, customers, or partners.
Want to know more about how Acadle can help your L&D courses be the most engaging and effective?
