The learning and development space in India is witnessing three key trends which are redefining the shape and nature of L&D delivery. These trends are driven by several factors. First among them is the greater realisation that L&D delivery is only effective when the lessons stick. Second, it is important that learning is delivered in a form or shape that can get people hooked. Lastly, an effective L&D delivery system also depends on the most efficient utilisation of technology resources. Accordingly, most of the movements in the L&D space in the coming months will be around the following three areas.
Gamification– Gamification platform has become an important way of thinking for L&D delivery in organisation owing the rapidly changing nature of the workforce. The neo-age workforce has a short attention span and engaging them is a challenge for any organisation. Gamification provides the answer by offering a schematic that holds an individual’s interest for a longer period of time.
Anytime- anywhere learning– Anytime-anywhere learning has its roots on the fact that 90 per cent of anybody’s learning happens on the job. Action learning, therefore, has become much more important that event-based learning. L&D organisations across all industries are exploring the concept of anytime-anywhere learning.
Skill analytics– Most L&D interventions appear like a black box from where participants emerge without the organisation having the faintest clue about its impact. An organisation, however, wants to know the exact nature of impact an L&D investment makes. Skill analytics make that possible. Not only does the organisation track the movements in skills, but also finds the capability to make future plans based on skills through solid skill analytics.
The space of learning and development can be viewed through the 3Ps- products, programs, and platforms. The trend of building simulation-based products will become big as more and more organisations realise the need to build more engaging L&D content. At the same time, workshops and similar interventions are built around products to enhance their impact. Lastly, learning platforms are increasingly becoming gamified so that learning becomes a habit.
The trends in the learning market reflect some distinct needs of organisations. Firstly, learning is necessary at both an individual and a group level. Secondly accurate insights have become a necessity. Third, organisations need insights about its leadership and leadership style. Learning services, therefore, are moving toward meeting these demands. For example, gamified services have a greater ability to provider true insights about employee engagement or leadership response to specific situations compared to surveys. Secondly, the increasing depth of analytical products are allowing companies to mine deeper insights from larger data sets, making predictions such as a leader’s response to a situation mode accurate.
Learning products are becoming much more aligned to real-life situations, making it a role-based journey. For example, people who become first-time managers face several challenges both from the teams as well as a radical shift in the job design. Consequently, first time managers need attention and learning at a very early stages. Unfortunately, companies typically move very late in their response to training first-time managers. Learning systems which can offer opportunities for first-time managers to learn at their initial stages and provide early warning signals will be in demand.
Lastly, mobile learning will really pick up in 2015. A big part of the buying decision-making will involve the ability of the vendor to offer mobile capabilities. Besides that the buying decision will depend on the ability of the service provider to demonstrate impact. In fact, in the coming months organisations will select an L&D service provider based on its ability to show business impact.