The scope of L&D professionals is widening now more than ever. Take a look at these top corporate training challenges you might encounter in 2020:
With 2020 just around the corner, L&D leaders are again challenged to level up the corporate training in their respective organizations. Trends such as self-directed learning, gamification, and content curation are here to stay.
But aside from those, a new year also comes with new emerging problems to deal with. Realizing that corporate training is a necessity among organizations worldwide, executives are now increasing their attention in reskilling and upskilling their own employees.
Everyone is vying for talent, and no one wants to get left behind. So, how can you do this now that there are, again, emerging problems in the L&D landscape?
Top 5 Corporate Training Challenges
Creating time-efficient L&D programs
Although eLearning platforms and LMS/LXP are already accessible through mobile devices (which, ideally, should reduce learner time to knowledge), time efficiency is still a top concern among stakeholders when it comes to L&D programs. Both executives and employees worry that corporate training and learning come in the way of work.
But for 2020, L&D and HR professionals are more optimistic about how they can integrate learning in the flow of the learners’ work. This way, learning becomes more relevant to the tasks done by the employees rather than a separate endeavor or activity done in the workplace.
The challenge now when it comes to time is that most organizations are still clueless as to how they can seamlessly integrate corporate training in their learners’ busy schedules. In fact, 40% of employees go to Google before asking a coworker or using the company’s own learning tech; thus, the investment on corporate eLearning often goes to waste because the eLearning platform hasn’t been curated based on the needs and goals of the learners and the industry, in general.
Keeping up with workplace learning trends
There’s always the FOMO (Fear of Missing Out), not only in our personal lives but also in our respective workplace endeavors. In recent years, we’ve seen how the L&D industry has evolved. Luckily, more and more organizations are trying out whatever eLearning and HR tech have to offer.
To keep up with other organizations locally and globally, here are some trends you should look into as you plan your L&D strategy for 2020:
AI goes mainstream
The use of Artificial Intelligence in workplace learning starts to become commonplace among huge global companies today to improve the learning experience of the learners and the effectivity of the training program. Also, there are demands among learners to equip themselves with more AI, data science, and web development skills this coming 2020. The challenge here lies in providing a suitable training program that is both cost-efficient yet advanced.
Data-driven culture
Organizations are now leveraging their databases towards creating more relevant and effective corporate training programs. For example, some companies partner with corporate language learning providers that use data to determine and tailor-make training paths and learning resources depending on the job description and nature of work of each learner. In 2020, job roles will become more fluid compared to previous years. This is why training managers are tasked to determine the strengths of each employee to create a strong internal talent pool wherein employees can quickly adapt roles.
More individualized learning and training
One of the emerging trends in L&D today is the rise of user-generated content (UGC) and the prevailing implementation of content curation for corporate training and talent development. Employees worldwide are demanding self-paced and self-directed learning in their respective organizations. The challenge is giving your learners the freedom to pave their own learning paths while also guiding them in the process. This might seem counterintuitive, but self-directed learning still comes with a monitoring and evaluation process by training managers for a more strategic corporate learning process and experience.
Investing in soft skills
We already know that more than technical and leadership skills, employees need soft skills such as time management, people management, and communication skills as much as they need more tech and leadership skills.
But one challenge for L&D and HR leaders is to invest in soft skills because of the global demand of the multicultural business world. More than investing money in training programs, you should start recognizing the skills gaps in your organization.
In fact, the top soft skills organizations demand this coming 2020 are innovation, emotional intelligence, critical thinking, and communication skills. The challenge here is to craft training programs that learners can directly apply to their daily tasks in the workplace.
Building an internal talent pool
Josh Bersin, a well-known thought leader in the human resources industry, said that it’s three times more expensive to rehire a new person to take arising job challenges in the workplace. This is why building a strong internal talent pool is critical for most organizations in the world of work today.
Once again, training managers are tasked to be strategic in their own L&D programs. Always remember the key components of a corporate training program — a combination of technology, content, and human interaction.
Moreover, having a multigenerational workforce is an added challenge in training an internal workforce. That’s why another challenge among L&D and HR leaders today is to build a strong internal talent pool wherein employees can take on whatever job roles that may arise in the future.
Boosting learner engagement
In 2020, learner engagement will still be a problem among organizations worldwide. Some learners still can’t seem to realize the relevance of corporate training in their own jobs. There are still those who think that training isn’t worth their time and energy.
Although 68% of employees say that training and development is a company’s most important policy, getting learners onboard and actively involved in L&D programs is still a dilemma for training managers. This problem occurs mostly because the training programs aren’t fit to their individual needs and goals.
How can you overcome these corporate training challenges?
With the challenges listed above, you may be worrying about how to solve them or where to start. Fear not because we’re here to help. Here are some ways on how you can overcome L&D challenges in 2020:
Keep your learning programs relevant to the learner’s task and job
One way to make corporate training more relevant is through introducing content curation and training paths to your learners. This way, training becomes more tailor-fit to what your learners are actually experiencing in the workplace.
Also, gearing towards more personalization and customization can help you and your learners implement an effective and engaging training program. Through this, you’ll deliver a more time-efficient L&D program which can boost effectivity and learner progress.
Always think of executive and learner buy-in
In implementing an effective corporate training program, you always have to think of your stakeholders. With the ever-changing landscape of the L&D industry, professionals should look into what their executives and learners need (and want) to improve their knowledge and skills.
While trying to keep up with corporate training trends in 2020, you should also try to keep your stakeholders in mind. Your corporate training program won’t be successful if you fail to secure internal buy-in. So always think of how your L&D program will benefit your executives and learners.
Prioritize soft skills as much as you focus on tech skills
As a training manager, it’s your responsibility to provide holistic corporate training for your employees. In your hands is the future of your learners, and you have to help them achieve their respective career goals.
In order to cater to the demand for soft skills training, you must develop L&D programs that delve into soft skills such as emotional intelligence and communication depending on the needs of your workplace culture. For example, if employees are having a hard time maintaining professional relationships with their colleagues, maybe you should invest in people management, emotional intelligence, and interpersonal communication skills.
But always remember that soft skills aren’t learned in only one go. For the training to be effective, employees should undergo multiple training experiences over a certain period of time for them to be able to practice and learn them in the flow of work.
Build a culture of workplace learning
To improve your internal talent pool, always encourage a thriving corporate learning culture. Always try to perceive or ask your learners what they want and need to learn to improve their work performance. Having a talented pool of employees makes things easier and more cost-efficient for your organization.
To do this, you should have knowledge of your employees’ desired career paths. Aligning these with your organization’s goals, demands, and values can ensure both the growth of your employees and the business. You can start by implementing a training needs analysis to identify skills gaps that may come in the way of a seamless workflow.
Just remember to always be consistent in getting your stakeholders’ feedback and in providing L&D programs that address their concerns and needs. Also, encourage all people in your organization to be part of the learning culture.
Market your L&D programs
You should think like a marketer. To increase learner engagement, make your corporate training programs more enticing. You can do this by updating your learners through internal emails, written blog articles, and simple infographics about the benefits of the training program or how it will help them improve their performance at work.
By getting some ideas from marketing practices, you’ll be able to excite your learners into actually involving themselves in the learning process. This will also help you in creating a strong learning culture in your organization wherein everyone gets to enjoy learning. Start attracting your learners to be onboard your corporate training program.
Conclusion
2020 has a lot of things in store for the L&D and HR industries. Don’t let the emerging challenges hinder you from developing your learners. Rather, use them to further improve your corporate training programs and create a healthy learning culture in your organization.
