1.
The story on Learning Management System – LMS.
It’s interesting to see what we use today has its roots as
far back as 1924 while some aspects such as; adaptive teaching were invented
back in 1956.
So is LMS
only about creation, distribution, and recording of e-learning? Not really,
today’s organizations are demanding a lot more from the LMS ecosystem. It’s not
only the traditional top down – I Tell You Do – kind of training platform but
also about employees taking control of their learning’s and using both internal
& external sources to further the same. While a large majority of the
learning will remain blended there is a clear shift also happening towards
self-paced online group learning’s via MOOC’s.
As rightly
mentioned in the Deloitte Human Capital Trends 2016 – “Corporate learning
departments are changing from education providers to content curators and
experience facilitators, developing innovative platforms that turn employee
learning & development into a self-driven pursuit”
As per the Sierra Cedar HR Systems Survey 2016, Learning
solutions are part of the Talent Management solution and close to 80% of
organizations buy it today as part of the Talent Management or HRMS suite, thus
indicating that most organizations would prefer to buy this solution along with
something else. In the same report within talent management solutions we see
that adoption of learning solutions is close to Performance Management and
Compensation Management – both upstream and downstream applications. While the
Talent management category has about 9 sub categories of applications, the
report states that on an average an organization is likely to have 4 of these
applications. Interesting, the report claims that high performing talent driven
organizations will look for integration in these sub categories of talent
management while other organizations are not so keen on the same.
2.
5 learning and development trends to
watch out for in 2017
If yesterday’s L&D was about
instructor-led classes and web-based e-learning platforms, today’s workforce
increasingly demands learning that’s engaging, personalised, mobile, and
immersive.
To
help L&D professionals shape a next-generation learning environment, Udemy
for Business took a deep dive into the profile of the modern online learner based
on its platform of 13 million students to distill key learning trends and what
to expect in 2017.
1. Mobile learning accounts for 25% of all learning
worldwide
2. Millennials and Gen X are the largest
online learners
3. Mobile video traffic is the fastest growing
category in total mobile traffic
4. Wednesday is the most popular time to learn
at work
5. Hot course topics to keep an eye on in 2017
3.
Training
and Development - A Key HR Function
Organizations need to flex their learning & development
muscle to support internal talent mobility, as career progression becomes the
top reason for employer attractiveness.
Training and development is one of the key HR functions.
Most organisations look at training and development as an
integral part of the human resource development activity. The turn of the
century has seen increased focus on the same in organisations globally. Many
organisations have mandated training hours per year for employees keeping in
consideration the fact that technology is deskilling the employees at a very
fast rate.
So what is training and development then? Is it really
that important to organisational survival or they can survive without the
former? Are training and development one and the same thing or are they
different? Training may be described as an endeavour aimed to improve or
develop additional competency or skills in an employee on the job one currently
holds in order to increase the performance or productivity.
Technically training involves change in attitude, skills
or knowledge of a person with the resultant improvement in the behaviour. For training
to be effective it has to be a planned activity conducted after a thorough need
analysis and target at certain competencies, most important it is to be
conducted in a learning atmosphere.
While designing the training program it has to be kept in
mind that both the individual goals and organisational goals are kept in mind.
Although it may not be entirely possible to ensure a sync, but competencies are
chosen in a way that a win-win is created for the employee and the
organisation.
Typically organisations
prepare their training calendars at the beginning of the financial year where
training needs are identified for the employees. This need identification
called as ‘training need analysis’ is a part of the performance appraisal
process. After need analysis the number of training hours, along with the
training intervention are decided and the same is spread strategically over the
next year.
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