We are in a new “learning” environment that has exciting challenges. We need to find newer and different ways of maintaining the workplace learning to navigate through the current change.
The new world of work has altered our outlook on everything that we do in remaining relevant today. This present situation has brought out the instinct to reimagine alternatives through new initiatives using creativity and the forward-looking impact, it creates. It is an interesting proposition as it challenges us to redefine, repurpose, reposition and adapt to a new normal.
We are in a new “learning” environment that has exciting challenges. We need to find newer and different ways of maintaining the workplace learning to navigate through the current change. Nevertheless, it is an exciting opportunity. Organizations need to explore new approaches and methods to make Learning and Development (L&D) not only relevant but also engaging.
The crisis has quickly acclimatized every organization to virtual collaboration. This has helped organizations to continue business processes seamlessly and accelerate their performance. In such evolving times, every employee wants to be relevant in an organization. Therefore, the focus of every business should be to maintain a workforce that is motivated through channelizing Learning and Development initiatives. Employees need to be mindful that skills may stagnate and get less relevant over time, eventually becoming obsolete.
No organization wants to wait for long and lose in-house talent or probably opt for new hiring. Though this task at hand seems to be an anticipated one, organizations need to execute the flavor of skilling, reskilling and upskilling. This is the only probable answer to Learning and Development.
In an ever-evolving and fast-paced world, employees must sharpen their skills and learn new ones. Professional skills such as technical know-how, soft and behavioral skills, domain and process related skills must be a part of the continuous learning and development efforts.
Facilitating training programs for people across levels and skills within the organization can ensure an organizations’ preparedness for the future. By now it is evident that continuous learning is here to stay. Keeping this in mind organizations need to embrace digitization and create a continuous digital learning culture to survive in the new normal.
The new norm of Learning and Development is smoothly moving from the classroom to virtual platforms. Digital transformation efforts offer flexibility of choice, easy-pace, repetitive learning and relaxed space to the learner. These combined benefits make it an effective form of learning. These learning programs can be facilitated by collaborating with leading talents within the organization and industry leaders. This not only creates a sense of acquaintanceship but also helps deliver insightful learning experiences.
The impact of these efforts can be rewarding. Industry veterans have witnessed an upsurge in participation with this new approach. It is imperative that these Learning and Development initiatives will keep employees across the industry motivated. And to keep the ball rolling it is obvious that industry leaders keep creating and expediting newer learning avenues and opportunities for all employees.
Now is the time to constantly learn, adapt and embrace the change. We believe that these learning initiatives will prove to be useful to move forward on a career graph even in unprecedented times.
You can read the original article on the People Matters portal: https://www.peoplematters.in/blog/training-development/the-new-norm-of-learning-and-development-at-work-27571