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Loyalty and work satisfaction. To the working class of the previous generation, these terms carried an entirely different meaning. Today, an average individual wants more from his/her desk job. So the responsibility of rethinking the approach to talent management and earning the employee’s loyalty lies with the company.
With new avenues for self-employment opening up every day, talent retention is an ongoing struggle for all the managers in the learning and development division. The need of the hour is to look forward to the future, anticipate the changes that might come our way, and alter the present methodologies in line with that vision.
Consequently, the question which arises is: what will the training and development landscape look like in the future; say, ten years from now? Here’s what we think:
1. Boost in remote/virtual working arrangements
Remote working will become the norm in a few years from now as companies acquire talent on a global scale and across geographical boundaries. To facilitate this, companies will have to provide their employees with training, which aids digital collaboration. Teams will need online databases of information, and the ability to seamlessly communicate through electronic modes.
IT architecture must also be updated to the global standards. Employees such as product managers, who work across various vertices, would certainly need to be in the loop when it comes to advancing technologies. Boot camp training schools are an excellent resource, when it comes to short term training programs, which can immensely increase the knowledge and awareness of employees.
2. Mobile learning will be in demand
Only 10 percent of all companies today offer e-learning solutions to their workforce. Mobile learning solutions can increase user reach, help in brand expansion and adoption, and create better engagement. However, there is still a lack of understanding about how to create and execute a good mobile strategy. In the coming years, as more companies make a transition to the online space, it will become important to have a fully-functioning mobile learning strategy to attract and engage talent.
3. Social media will become an important part of employee learning
Social media has penetrated every aspect of the millennial life, and soon it will become an important or even indispensable tool for disseminating information in the working world too. Today, companies use blogs and document sharing as learning tools. However, research shows that video or micro-blogs tend to perform better in this regard than traditional methods. Companies must therefore, understand the value of social media learning in the coming years, and utilize its incredible potential by tying up with providers who can offer them customised solutions.
4. New metrics for measuring effectiveness will be in use
With new methods of learning becoming more common, companies will have to constantly monitor the effectiveness and returns to understand whether the strategy is in tune with the business goals. While team engagement and employee satisfaction are good metrics for a company to work on, the trend is slowly shifting towards more concrete business metrics such as retention, revenue per employee, and turnover.
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