Top 10 Trends in Learning and Development

Top 10 Trends in Learning and Development

Introduction

Learning and development have a long history, but it's always been evolving. What does the future of learning and development look like? A lot different than what we've seen in the past. We're seeing significant changes in technology, strategy and delivery methodologies that will affect how companies train their employees. In this article, I'll outline some of those changes—and give you some tips on how to implement them successfully at your company.

1. Cloud-based solutions

Cloud-based solutions are becoming more widespread in the learning and development industry. Cloud-based solutions offer many benefits, including:

• Cost-effectiveness: Cloud-based solutions allow companies to scale up and down their learning programs based on changing business needs. They can also save money by allowing employees to share resources and eliminate the need for expensive infrastructure upgrades.
• Scalability: With a SaaS (Software as a Service) solution, you only pay for what you use—there are little or no upfront capital costs. This allows companies to start small, then scale it as needed without breaking the bank.?
• Mobility: Cloud-based solutions allow for a learning solution that can meet the needs of your learners where they are in real-time. Which is great for remote workers or workforces with diversified geographies.

2. Mobile learning

Mobile learning is the use of mobile devices to deliver learning materials and content.

Mobile learning has grown in popularity among corporate learners over the last decade, particularly as employees' work experiences have become more mobile and increasingly demanding. The trend is driven by several factors:

• A growing number of companies are using on-the-go training methods, such as video streaming or interactive quizzes, to educate their employees about new products or services that they're selling, thereby increasing sales efficiency.
• Companies are also offering self-directed training programs that require a high degree of independence from an organization's staff members—for example, online education platforms like Coursera and Linkedin Learning allow people to access thousands of hours of course material anywhere they have an internet connection. This kind of online tutoring can help employees who may not be able to travel easily get up-to-date information on industry trends without leaving their homes or offices behind; it also helps companies save money by reducing their need for costly travel expenses each year during annual events like product launches.

3. The rise of microlearning

Microlearning is a short, focused learning module. It can be used to train employees in specific skills and knowledge, or it could be part of an overall learning strategy. It's also a great way to provide quick, bite-sized bits of information that will update employees with the latest news or information.

Microlearning has several benefits over traditional training methods like classroom lectures or e-learning modules:

• Microlearning is more flexible than traditional learning methods because it can be delivered on any device at any time.?
• Employees don't have to wait for the next scheduled class or course; they can learn whenever they want from anywhere they are—on their smartphones during lunch breaks at work, for example—and then put their new skills into practice immediately after completing a microlearning module.?
• There’s less need for additional testing based on how well someone has retained information because there isn't as much content at once.

4. Adaptive learning

Adaptive learning is software that adapts to the user, using data to make the learning process more efficient. The goal is to personalize the learning experience and adapt content to the user's level of knowledge.?

• This solution is particularly more beneficial in larger organizations that can take advantage of a larger learner population to inform learning data models.
• If a learner is struggling with a concept in coursework, adaptive learning may be able to identify that and provide extra resources or practice problems until they've mastered it.
• Data aggregation of learners can help inform better course instruction by identifying sticky points in a curriculum.

5. Gamification

When you think of gamification, you most likely imagine an online game like FarmVille or the Candy Crush Saga. These games are designed to be played for fun, but what if we could use the same principles to make learning more engaging?

Gamification is a process that borrows elements from game design to add engagement and motivation in non-gaming contexts. It can be applied to any situation where people need to learn something new and have fun doing it. Some examples include:

• Designing training courses that incorporate elements of video games (like points or badges) to reward users for their progress
• Creating quiz-based learning modules that encourage participation
• Often a common approach in language learning (either linguistical or programming)

6. Personalization

Personalization is a way to help employees learn the skills they need to perform their jobs. It can help employers identify learning needs and develop training programs that are customized for each employee.

Personalization is more than just delivering the same content in different ways; it's about optimizing the learning experience for individuals based on their unique needs, interests and work styles. For example, an instructor might use different delivery methods or tools depending on which is most effective for a given learner or group of learners. Personalization is one of the most effective trends in education, however, it also is one of the most difficult to do properly.

7. Video

Video is the most convenient way to communicate with your employees. It allows them to watch a video at their convenience and then revisit it whenever they need it. This makes it easy for anyone in the organization, including remote workers and those who work outside of traditional business hours, to access the information they need when they need it.

8. Virtual Reality

Virtual reality can be used to train workers on equipment that is not available or safe for them to use in the real world. For instance, if you are training employees on how to operate heavy machinery, it might not be feasible or even safe for them to practice with these machines. In this case, virtual reality would allow you to create scenarios where workers can learn how to use heavy machinery safely before they ever get behind the wheel of a real machine.

Virtual reality can also provide immersive training experiences for workers who are already familiar with the equipment in the real world. These types of VR scenarios are often used by industries that have very specific needs when it comes time for training new employees on their processes and equipment. However, we are increasingly seeing VR used in conference-style learning, and other areas where VR could mimic in-person interactions.

9. Social and informal learning is on the rise

Social and informal learning is on the rise. This means that people are learning in groups, online and in person. Social learning is a good way to share knowledge, and build relationships and networks. Some of this happens through formal organizations such as training departments or universities, but much more often it occurs informally between friends or colleagues off-campus.

• Social media can be used to connect with other learners who have similar interests and goals. On sites like Twitter or Reddit, there are forums where people discuss different topics relating to their field of study or work; however, it's important not just that these discussions occur but also that they're productive ones!?
• Peer to Peer learning is a key aspect of social learning wherein folks work together to solve common challenges. Organizations like Stack Overflow are a good example of this type of learning.

10. Data analytics in learning and development

Data analytics is a powerful tool for learning and development professionals because it can help you measure training effectiveness, identify talent gaps and predict future training needs.

Insight from data analytics can be used to drive decisions about learning investments, including:

• Which learners are most at risk for certain types of performance problems?
• What skills should be addressed first when developing new programs or materials?
• Are there any common characteristics among those who need more help than others in training?

Conclusion

The field of learning and development is changing rapidly and companies are implementing new technologies that make training and onboarding easier, faster and more effective than ever before.

Companies are implementing new technologies that make training and onboarding easier, faster and more effective than ever before. We are seeing upskilling and reskilling facilitate internal mobility strategies. The importance of L&D and how it affects employee culture, retention, market competitiveness, and a myriad of other benefits is gaining steam and notoriety in areas far beyond L&D.

We’re seeing new technologies emerge that make training more interactive and engaging than ever before, while also making it easier to track progress and performance. The future of learning is looking bright!