The scope of L&D professionals is widening more than ever. Take a look at these top corporate training challenges you might encounter in 2020 and how to overcome them:
Creating time-efficient L&D programs
Time efficiency is still a top concern among stakeholders when it comes to L&D programs. Both executives and employees worry that corporate training is coming in the way of work.
Keeping up with workplace learning trends
As organizations step up to improve and help shape the future of learning, here are some trends you should look into as you plan your L&D strategy:
a. AI-enabled training (eLearning)
b. Personalized content and tools
c. Self-paced learning
Investing in soft skills
With technology on the rise, employees need soft skills just as much as hard skills, if not greater. These skills are what will serve as their advantage in this automated world.
Building an internal talent pool
It’s three times more expensive to rehire a new person to take arising job challenges in the workplace. That’s why building a strong internal talent pool wherein employees can take on whatever job roles that may arise in the future is important.
Boosting learner engagement
Getting learners onboard and actively involved in L&D programs is still a dilemma — mainly because the training programs aren’t fit to their individual needs and goals.
Overcoming Corporate Training Challenges
Keep it relevant. To make corporate training more relevant, tailor-fit it to your employees’ job roles and tasks. In this way, their learning needs are directly met, saving them time and effort.
Always think of executive and learner buy-in. Look into what knowledge and skills executives and learners want to improve in. Designing the program around their needs and preferences guarantees greater engagement and learning productivity.
Prioritize soft skills just as much as tech skills. Develop L&D programs that aim to develop employees’ soft skills such as communication skills and emotional intelligence. These will be increasingly valuable to have as automation rises.
Build a workplace learning culture. Know what your employees’ desired career paths are, so you can align your training to these personal goals and your organization’s values — ensuring both the growth of your employees and the business.
Market your L&D programs. Update your learners about how your training initiatives will help them improve their workplace performance. In this way, you’ll be able to excite your learners into involving themselves in the learning process.