All had implemented a variety of different learning and development strategies and tools for their workforces, some more robust and reliant on digital than others, but, they all explained they were struggling with engagement levels. The group of senior HR leaders that gathered for this closed-door session did agree on one significant point. A robust offering that isn’t just about ticking off certifications and mandatory training, but encompasses capability development, psychological safety, wellbeing support, and understanding of areas like ergonomics whilst working from home are all going to move in the right direction of aiding and bettering our workforces and cementing an organizations’ EVP (Employer Value Proposition) for the better. Some touted the benefits of those “water-cooler-moments” and the need for informal conversations, “where you can learn so much” – perhaps a wish for “life before.” A few others in the group argued against the need for these in-person, ad-hoc events, explaining their belief that these moments can come just as easily through digital means, as long as these are designed with intention – a renegade outlook cemented in the world of remote, maybe? And others in the group towed the hybrid party line of benefits lying in both digital systems and platforms, as well as heralding the opportunities that in-person can offer with means of branching outside of our “working spheres.”Īs organizations navigate the working models they wish to instill it’s important to consider the broader impact of L&D on wider talent trends. The HR leaders who joined us for our recent closed-door roundtable discussion reflected the wider trends around L&Ds adaptation to varying working models, across the board. With enormous investment in skills and L&D-oriented platforms and services in the last few years, and many organizations onboarding a variety of these, it’s clear there is no single north star for optimizing and bettering the learning experiences (and outcomes) in the workplace. Never before have we spoken about skills with such zeal. Not only this, but the attention towards L&D within the organization has shifted significantly. Throw an unanticipated working model shift and organizational upheaval into the fray, and the plan of attack can seem hard to comprehend. Training and education have always been a crucial part of HR’s remit in the business, but many organizations have seemingly struggled to design strategic learning and educational experiences. The traditional models of corporate learning and development (L&D), the likes of which for many, looked like being in the classroom for formal training days at sporadic times throughout the year, have undeniably gone dead in the water as a result. ![]() Over the last two years, the world has had to adapt to different ways of working.
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