Upcoming & Ongoing Training Trends 2019
Upcoming & Ongoing Training Trends 2019, As we enter into 2019, organizations want to pick up the workable, tried & tested trends in Learning & Development ignoring the fact that only a few trends from 2018 or past could be carried forward. Evidently typical toolkit for L&D in progressive times is likely to be based on virtual reality & predictive analytics, however, these exciting trends may still take time to debut to a full-fledged role. Most Predictable Training Trends 2019 could very well include strategic competencies with an eye on leadership support and commitment towards building an ongoing L&D strategy.
Could you imagine the team coming together from HR, L& D & Management for delivering competencies effectively in 2019? Yes, probably the higher management being involved in developing the above could set a new trend in this & coming years effectively.
So let’s take the above as a starting point for the following trends that could prove to be fruitful in 2019:
- Personalized & Virtual over classroom training
Well, classroom training still remains a classic and isn’t considered out of fashion by organizations believing in ‘Old is Gold’. However, they have become smarter in accommodating Virtual & Personalized training covering multiple participants with customized training agenda’s. Virtually led training programmes is likely to gain a high momentum as it focuses on being non-disruptive & cost effective at the same time. Who doesn’t want a pat on the back for staying within budget & streamlining employee training programmes?
- Effective communication skills (Focusing on Soft)
In 2016 survey, Deloitte predicted ‘soft skills’ to be the top priority in coming years which could progress employee retention, improved governance & enforce an expressive team culture across employees. Soft skills such as Emotional Intelligence, Negotiation & Collaboration could play a key role in accepting a diversified approach to training management. However, organizations may require dealing with gaps due to heavy dependence on technical skills (Generation Z) and overcoming them through brainstorming sessions focused on ‘How to effectively implement soft skills programmes as a part of L&D strategy”.
- Line Manager Validations
SHRM confirms that the top management & line managers need to effectively participate & contribute to a strategic L& D strategy. Not just participation but scheduled follow-ups & periodic reviews play a vital role in succeeding in achieving organizational goals. Being knowledgeable is great but being a critical thinker, a motivated learner & an effective collaborator is better. Managers or as we call it Management may entail periodic (30, 60 or 90 days) reviews to encourage engagement and operative success of the programmes. Introducing rewards based training could also engage employees & management to come together to achieve common organizational objectives – what’s better than being rewarded for learning new skills & behaviours?
- Analyzing learners experience
My personal experience of websites such as Indeed.com, Trivago& Netflix have enlightened me with the importance of integrated systems &learner’s prerogative in general. Where Netflix can customize your choice of movies/shows to watch, Indeed &Trivago have created one stop destination to cater to all your travel & employment needs. Creating a hub for data collection and considering a user’s (Learner) feedback can be immensely fruitful in not just being cost & time effective, but also improvising & validating its success. Additionally, may be a centralized hub is important for sharing insights, direct employee engagement & making informed decisions for a consolidated training module
- Measuring ROI (Return of investment)
Now, management would like to undoubtedly measure or calculate to be honest, the ROI on training investment – possible?Now that has been a big challenge until 2019 and possibly does overshadow its actual benefits in the long run. Focusing on qualitative feedback, decreased employee turnover & increased performance through appraisals could be a stepping stone towards its measurement. Leveraging employee training as an added incentive is something that probably has not been explored to the fullest until now. Listing it as an employee benefit and not considering as an organizational strategy is a mental setup that needs a reality check in today’ time. Who doesn’t want to learn for free? Sell it to me as an incentive because I surely do!
- Social Media platforms for Training Initiatives
I heard someone say once, Let’s use Social media not abuse it! Well we all know as HR professionals that one size doesn’t fit all. When we consider employees as our consumers, we engage them possible in more than one way not just to share their experiences (on & off the job) but also contributing to the learning content. Posts on Facebook, open courses, group discussions, YouTube videos, blogging etc. have the capacity to turn meaningful information into learning content. Well, using flash based programmes seem to be lagging behind with ‘mobile training’ taking the front seat amongst organizations. Well, mobile technology is picking up speed, who can blame us for our addiction to smart phones and its 24/7 effect on our lives? Training programmes scheduled according to our busy schedules, in our comfort zones, without any time limits is something to watch out for in the coming years.
Let’s see how 2019 takes off and if our customized training toolkits gain recognition – until then Keep Training!!!
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