The pandemic has shifted the way in which we all learn and work. Though it came at a time when most people are burned out, technology is evolving to provide uswith the tools we need to develop the skills for the workforce of tomorrow.
According to LinkedIn Workplace Report, L&D budgets have increased by 57% in the last year. As a matter of fact, the global investment in digital transformation will nearly double between 2022 and 2024. This indicates that L&D professionals and organizational leaders are ready to embrace online learning. It’s no longer seen as a luxury but a must-have for success.
Through the help of online seminars, learning management systems, and even virtual conferences, professionals, students, and leaders alike can improve their competencies and learn new skills.
Reskilling and Upskilling
TheCovid-19 pandemic has had an immense impact on talent management and the learning and development sphere. The unexpected shift to remote work and increased digitalization means that employee skill set requirements have changed. Employees must now have more than one skill in their arsenal.
As a result, organizations are experiencing skills gaps within their workforces. According to a McKinsey & Company survey, 87% of organizations are experiencing skill gaps currently or expect them within the next five years.
To overcome skill gaps, organizations must continuously reskill and upskill their employees this year. Upskilling means that individuals should learn new skills to optimize their performance. Reskilling, on the other hand, occurs when individuals learn new skill sets that replace their outdated skills.
Personalization,a key driver for learning culture
This year,personalization will become a key driver for learning culture. The ‘Innovation in L&D and HR’ survey by Donald H Taylor at the end of 2021 revealed that personalization was the number one issue that L&D and HR were looking to solve with learning technologies.
A content strategy is more often associated with marketing, but the skills of marketing are becoming increasingly useful in L&D. By definition, a content strategy “focuses on the planning, creation, delivery and governance of content.” This includes all forms of content—whether that’s text, images, orother multimedia. However, content strategies must be personalized to ensure that they will reach the target audience.
To ensure learning content is targeted, relevant and useful, it must answer the ‘what’,‘who’ and ‘why’ of your learning content. They are key to helping you curate the right content to the right people at the right time.