Mar 3 2019
Human Resources and Training
Corporate training needs are ever-changing and must adapt to a constantly shifting landscape. Technology, social trends and continued globalization are just a few of the factors that influence the evolution of the learning and development process.
Here are some learning and development trends to take into consideration as you take your business into the future.
Individualized Learning Styles
In recent times, HR departments have put more focus on the preferred learning styles of individual employees. Rather than forcing a one-size-fits-all training approach onto an entire department or organization, today’s companies understand that some kinds of training may be more effective than others depending on a person’s unique learning style.
Most experts place employee learning styles in the following three categories:
1. Kinesthetic Learners
Kinesthetic learners are those who are eager to jump right into a project, even if they’ve never done it before. They hit the ground running, willing (and usually able) to learn as they go. These employees prefer on-the-job training and will usually thrive in a fast-paced learning environment. These people will probably benefit very little from lectures and seminars.
2. Auditory Learners
Auditory learners best absorb knowledge through discussions. They are totally engaged in educational seminars and are the first ones with their hand raised to ask questions at the end. These people thrive in a classroom environment where the instructor engages students in discussions and offers ample feedback on any projects completed.
3. Visual Learners
Visual learners need to see something in order to understand it fully. Simply explaining how something works is usually not the best way to teach these people. Utilizing charts, graphs, schematics and other visual displays of information is the best way to stimulate their learning abilities.
Today, we have the technology to gather detailed analytics about everything in the company. A modern learning and development strategy should include the use of software that allows you to get ongoing feedback, keeping your finger on the pulse of your performance in real time. Don’t wait until the end of the year to figure out what went wrong and how to improve it. Take action as soon as you see a problem.
Enhanced Needs Awareness
Any company that wishes to remain viable in the fast-paced landscape of the modern business world must possess an acute awareness of needs. Simply implementing training programs without regard to individual, organizational and departmental needs is wasteful and counterproductive. Training programs should be intentional, focused, and — most importantly — effective.
Readiness to Change
Another key element of today’s L&D strategy is stimulating your organization’s level of readiness to change. Again, you should look at this on an individual, departmental and organizational level. You may even need to implement a program to prepare your staff for the impending change. Resistance to change is normal, and it often needs to be addressed at a managerial level. Refusal to change, however, can be the beginning of the end for even the most successful business.
General industry trends are important to follow. Remember, though, that the trends you see within your own organization are equally so. In order to figure out how best to equip your employees to thrive and grow, you must be aware of the prevailing culture within your organization.