LEARNING & DEVELOPMENT
Employees Take Charge
The pressure on organizations to improve learning and development continues to intensify. Advances in technology, shifts in demographics, and the constant competitive necessity to upgrade workforce skills are disrupting corporate learning. These forces are pushing companies to develop new ways to put employees in charge of the learning experience and foster a culture of learning throughout the organization. This year, the big change is a shift beyond internal programs aimed at developing people to innovative platforms that enable people to develop themselves.
Corporate learning departments are changing from education providers to content curators and experience facilitators, developing innovative platforms that turn employee learning and development into a self-driven pursuit. The transformation of learning is a powerful story, and most organizations are still in the first or second act of this multi-act drama.
Shifting from an internally focused, corporate-centric learning universe to a learner-centric one upends many long-held beliefs in the HR community. Employees will likely find it easier to make this pivot than HR departments because this new world is already part of their mobile, social, and online lives. For their part, business, learning, and HR leaders must embrace a new mind-set that puts learners in the driver’s seat, redesigning programs to harness the power of technology and the amazingly diverse wealth of instantly available external content, and offering great user experiences to learners.
Learning continues to be important to HR and business executives worldwide as they strive to adapt to the disruptive change that is sweeping through corporate learning and development organizations.
This panel would discuss on
- How they are recognising that employee-learners are in the driver’s seat and how they experience a company’s learning offerings.
- How organizations understand the employees need to be viewed as customers to be satisfied, rather than as students to be pressured into traditional learning classrooms.
- How companies plan to become comfortable with the shift from push to pull: Switching from a content centric "push" approach to a learner-centric "pull" approach which requires a cultural shift within learning organizations.
- How companies are looking at giving up full control over learning content, schedules and platforms how learning organizations plan to embrace this shift which can deliver more effective learning throughout the organization.
- How Learning organizations are adapting to design thinking by starting to think less about developing content and more about the month-by month, day-by-day, and hour-by-hour experience of the learner.
- How learning organizations are planning to use technology to drive employee-centric learning: Mobile, social, and web-based platforms that can deliver on-demand learning content are "must-have" capabilities.
- How the learning organizations are developing systems that can easily integrate any type of digital content and allow learners, as well as learning professionals and business managers, to add and suggest content.
- How companies are cautious in investing in massive new systems, and how they plan to monitor developments from innovative vendors to help build effective learning applications.
- Realign and reengage: How HR and learning leaders are trying to align the learning function with business needs and goals. In doing so how organizations are reengaging with employees, as many learners have stopped looking to their corporate learning departments for training and are already immersed in the enormous range of available digital learning and content.
- How companies are adopting a learning architecture that supports an expanded vision for development. How companies are rethinking what "development" means in the context of the organization and adopt such a vision if it does not yet exist, one and communicate it broadly.
- How companies are adopting a learning architecture that supports continuous learning by dedicating resources, set expectations, and align corporate culture with the goal of enabling employees to get the learning they need, when they need it, at every stage in their careers.