The 21st-century workplace was thrown fast forward due to the increasing demands of a dynamic and unpredictable market and economy. Corporate learning is currently facing an extreme challenge.
Corporate leaders need to start learning how to discontinue utilizing traditional learning and development models or face the consequences if they don’t deal with the matter. In that case, the majority will have to continue working with a workforce who’s experiencing a shorter shelf life of skills and a skills gap that’s a result of the rapidly evolving technology that’s fueling the inevitable change in the nature of all professions.
Transforming the Workplace to Level Up Training and Development
One of the biggest obstacles that business leaders need to overcome is the cultural overhaul that is necessary to successfully integrate lifelong learning into their employees’ Learning and Development (L&D) programs.
Companies are spending a large portion of their budget to invest in their trainees’ career development to achieve outcomes that could help attain their Return of Investment (ROI). Even though there is a higher demand for lifelong learning, successfully attaining it is not an easy venture.
Even though L&D programs are being implemented, there’s still a chance that the Human Resource departments may not be providing the training in a manner where the employees would prefer to be taught and trained. Another factor that could affect these training programs’ effectiveness would be the time and schedule flexibility given to the trainees to access the course.
Based on the Chartered Institute of Personnel Development (CIPD) data, only 22% of agencies and institutes are actively working on improving data-gathering and analysis in terms of workplace training. In contrast, 80% of chief executive officers are worried about the ROI of training and development (ROI Institute).
Motivating Learners and Trainees Towards Lifelong Learning
Analyzing existing data is the key to understanding how training and learning outcomes are being met based on the set goals and standards. As data increases rapidly, managing it can become even more demanding. For data to be utilized efficiently and effectively, it will require the stakeholders’ involvement in the collection and analysis.
Time and resources will both be essential to achieve ROI. However, this should be included initially on the set goals and agenda of the company. Less emphasis should also be given on behavioral issues, raising scores on tests, and achieving certifications as these are only immediate and not ultimate outcomes.
CIPD head of L&D Andy Lancaster emphasized that it is essential to ‘start with the end in mind.’ According to Mr. Lancaster, the starting point should be to begin the analysis even before the training, that is, while the team is still defining the goals and strategies.
This principle is evident in how Shell, a cybersecurity training program, used data to identify specific characteristics directly correlated to cybersecurity issues in their company. They successfully reduced the cost of training by mainly focusing on high-risk employees instead of conducting the training for everyone else.
Additionally, in their pursuit to achieve excellence in the Sports Industry, the Barça Innovation Hub has consistently led Sports professionals towards innovation and the collaborative pursuit of knowledge. Through the Barça Innovation Hub, the latest data from FC Barcelona research experts have been synthesized to create programs, training, and courses that have led athletes and professionals across 120 countries to reach their full potential in the Sports industry.
All employees should have access to the same level of support and career development that executives experience. It is essential to create a culture of learning that will be integrated into the organization’s very core. Delivering training should not be likened to ticking off a checklist to comply with regulations and certification requirements. It should be about attaining a culture of learning and excellence that is innate among the workforce members, which will eventually and effectively lead the team towards ROI.
