One of the biggest trends I see in the Learning and a Development sector is the use of mobile and online learning. The world is so connected these days with technology and there seems to be a shift in how people want information. Often you see these quick snaps of 30 second to 1 minute videos on Facebook or YouTube on how to make recipes. Although I haven’t been in my position for long, I can already see this shift of online learning implement itself into the L&D world.
Today I will be discussing the article found on Human Resources Online called “5 learning and development trends to watch out for in 2017. (http://www.humanresourcesonline.net/5-learning-development-trends-watch-2017/)
When this article was written back in December of 2016, it was found that, “mobile learning accounts for 25% of all learning worldwide.” (Para. 4)
It is crazy to think that after the 40 years or so Personal Computers were first brought into the limelight that technology has shifted so greatly it has affected how most of the worlds audience learns. Anyone can find an answer on Google or YouTube.
So what’s new in the L&D world? “It’s no longer about L&D teams creating formal training courses, but blending a range of formal and informal learning experiences such as in-person training, mobile online learning, social discussion forums, or even virtual reality (VR).” (Para. 2) I already see this trend in the learning we provide our employees. We have steered away from strictly in person training for a few of our programs to incorporate online e-learning courses and cohort groups that discuss what they have learned and how they are incorporating that knowledge into their workplace. Going forward for those few programs I think it will be vital to keep them diverse with an array of learning arrangements. In turn creating success in the workplace.
On another note, we have some technical training which is in class, instructor led. This year we have seen a decline in registrations and it’s believed to have a lot to do with the cost for travel, accommodations and coverage while that employee is away from work. With the trend of online mobile learning, our technical training department has taken this opportunity for technical training to turn to online e-learning. This would solve the problem of travel costs and hopefully get more stakeholders like Plant Manager’s to train their employees without having the expenses of travel and overtime.
Over the years, as I begin to instruct programs I think having this insight into the learning trends will greatly change the way I think about delivering programs. I think running with how our programs are already set up is a great starting point and there’s lots of room for growth. For example, I will lay out how our Personal Leadership class is built currently and what I see for changes in the future.
Prework:
1. Participants are to meet with their managers before the course to discuss what they should concentrate on during the program for personal growth.
2. Participants complete a Myers Briggs personality assessment.
During the program:
1. Participants attend a 2 day workshop hosted by an external training vendor.
2. Participants learn what a leader is in our company, and what the values and goals are for the company. Often this is presented by an employee from a Senior Role in the company.
3. Participants are given the results of their personality assessment then learn about the different personality traits and how it affects people in the workplace.
4. Participants are to do some group activities outlining these different personality traits.
5. Participants are taught leadership styles, conflict management, among many other things.
6. Participants are put into cohort groups where they have an afternoon to come up with a challenge in the company and then present it to a couple Senior Leaders.
Post-work:
1. Once a month participants are sent a sustainment email with direction to meet with their cohort group and discuss an article or video (that was provided in email), then discuss how they are applying what they have learned in the program. Participants are encouraged to challenge each other to concentrate on one thing that month to try change (i.e. Ask better questions).
Changes for improvement to fit learning trends:
As you might be able to see, there are some learning gaps and questions. Point 6, where the participants are put into cohort groups to do a presentation has no learning objectives. Then there’s an opportunity with the post-work. Currently, participants who originally did this program back when this was created (in 2015) are still doing the sustainment piece. This shows another opportunity to create a timeline and incorporate a better mix of learning into this program.
Another point the article points out is that “Millennials account for more than one in three US workers today and have surpassed Generation X in 2015 as the largest segment of the workforce….” (Para. 6). This information is astounding and I would have to agree that I see this in my workplace. This trend isn’t slowing down anytime soon, so with the rise of online learners, it is vital for companies to adjust and change with their employees needs.
I can see myself incorporating more online learning, mobile learning, and proper social discussion forums with these gaps in the program described. To prepare I have already started researching into online learning modules our participants could do as part of the sustainment piece. A meeting has already been scheduled to discuss improving the learning objectives of this program and how we can better incorporate the learning trends of technology into it. To add, we have also begun with small steps in changing how we do evaluations. Turning them all into online surveys that the participants complete in class.
References:
Kalra, A. S. (2016, December 15). 5 learning and development trends to watch out for in 2017. Retrieved August 17, 2017, from http://www.humanresourcesonline.net/5-learning-development-trends-watch-2017/
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