EMERGINGGLOBAL TRENDSIN TRAINING AND DEVELOPMENT

Maheen Tahir

Traditional training and development departments are often inefficient and expensive.

Research shows that only about one third of the total training spent goes into actual learning delivery, the rest is often spent on administrative and other indirect costs.

Traditional Learning System

Evolution in Training System

Training is evolving at a break-neck pace, and corporations are doing their best to keep up with all of the changes.

Training budgets are tighter, the development life-cycle is shorter and the demand for quality has never been greater.

The audience for the training courses demands the latest in interactive technology with embedded video, high-quality graphics and engaging content.

Outward collaboratio

n

Multi-generational learning:

Slow Learning:

Going Mobile:

Integrating Technology

Leaning From

Others

Getting Personal

EMERGING GLOBALTRENDS IN T&D

In today’s world organizations succeed through collaboration. This calls for a networked approach.

T&D professionals are facing a challenge of developing a new generation of leaders to work in a collaborative manner.

Outward Collaboration

Multi-generational

learning

Development programs are now aimed at a diverse set of population varying from graduates, middle managers to executives.

By bringing together participants from all levels and generations, organizations are able to create more value out of their programs than ever

Slow & Critical

LearningToday clients demand critical thinking, review and evaluation to be part of the solution provided to them rather than providing a mere fast service.

Thus the training environment created focuses on learning from situations and engaging in real-time experiences

Going Mobile

Mobile has transformed the way companies work, interact, and collaborate.

In line with the growing trend of mobile workforce and growing usage of smart devices for information retrieval and learning, L&D Professionals are considering mobile corporate learning programs in terms of both training and performance support.

Integrating Technology:

Companies are investing in technology-oriented methods influenced by the easy and interactive learning environment available.

L&D professionals seek to improve their integration of a diverse set of learning technologies available

Leaning From Others:

Mentoring is now based on the 70:20:10 learning model according to which the ‘20’ proportion of learning comes by interacting with others. This includes activities such as feedback, coaching and mentoring.

Getting Personal:

Learning programs are now tailored according to individual preferences and needs rather than following a one-size- fits-all approach