HR Learning: 31st January, 2022

1.   YouTube is an L&D Powerhouse for Younger Workers.

 Firstly, YouTube is very entertaining and secondly, it is full of learning content. Over the last decade, YouTube has slowly been changing the way people are learning and how educators are teaching.

But it’s more than just Gen Z.

Although YouTube is especially effective at engaging younger audiences in learning, its appeal is much broader. YouTube’s own data shows that 72 per cent of people aged between 36 and 55 are also learning on the platform. Matthew Syed and Malcolm Gladwell may be household names, but there’s a whole new generation of personal development and productivity superstars on YouTube and they have millions of followers. By putting YouTube at the heart of a future-focused learning strategy, L&D professionals can grab the attention of not just younger workers, but across every generation, background and origin.

The learning potential within YouTube is phenomenal and best of all, it is completely free. One of the biggest factors that makes YouTube content so valued and high quality is that it attracts the most creative learning content producers and world leaders in education. 

2.  We need to bring the life back to work through better job design.

The pandemic has forced us to think again about the way we enable performance. While managing performance should never have been solely about controlling employees.  

 Some years ago, I did some work for an organisation that had created an employee engagement team whose purpose appeared to be about organising events, arranging extra-curricular activities or devising programmes that allowed employees to spend some of their working time on an external cause of their choice. While this might form part of any holistic engagement strategy, it seemed to me that their approach to engagement was about anything other than the job itself. The greenkeeper role was varied and involved activities including cutting grass, building walls and planting trees . The role had inadvertently ticked off all the components of a model of job design by Hackman and Oldham .

As a result, the role was hugely rewarding in itself, regardless of the salary , working conditions or extra-role activities .

3.  Defining talent management in 2022.

 The last two years were indeed the most difficult years for India Inc teaching us a lot about who we are as societies and individuals and how we treat the most vulnerable amongst us. It was a test of our moral strength and what kind of world we want to build in the aftermath of the pandemic. In the aftermath of COVID-19, the 'great resignation' has impacted many companies globally that saw a large number of employees quit their current organization for better rewards, recognition, work flexibility and other added benefits. Most economies witnessed a much higher rate of employee resignations, according to the U.S. Bureau of Labor Statistics, a total of 4 million Americans quit their jobs by July of 2021. Smarter talent management solutions which are science based and real time are the need of the hour to empower human resource professionals and leaders to make smarter decisions to create a talented workforce. The way talent managers interact and conduct their operations impacts every employee in their day-to-day life. Similarly, the HR policies that ensure that their people grow and thrive help create a loyal and skilled workforce alongside the added power of internal brand advocates.