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Global HR Trends are Affecting Corporate Learning: It’s time that HR and Learning came closer!

The world economy is unpredictable and modern organizations are fast realizing that they must have the HR capital to go through the rough weather of the complex global economy. They must position themselves to attract and retain the workers they need, to succeed amidst turbulent market conditions. That is why most forward-thinking organizations are reinvesting in their employees in a bid to improve HR capital. eLearning is part of most modern organizations and the HR function is its torch-bearer. The leading trends in HR are directly affecting Corporate Learning – and together they are driving most businesses.

Along with Talent Acquiring, Talent Management is also a priority
Higher education is now more available, especially in the area of technology, and thus, talented candidates are plenty. The challenge is to find the right employees, with the appropriate skills required to do a job. While employees have required credentials, developing their skills is now a priority for most organizations through sustained training activities. The organization now focusses not only on acquiring, but also developing and retaining the best talent to create a pool of skilled employees who display the required standard of work. More and more organizations are thus devoting more energy and money towards developing employee skills and capabilities, on a continuous basis.

Technology is transforming the Workplace and Workplace Learning
Modern communication technology is slowly diminishing the number of employees who work from a central company location. Remote working is on the rise, which enables organizations to employ a varied pool of available talent. However, this scattered workforce does not just throw up complex managerial challenges, it also creates a need to train effectively, yet remotely. Technology is yet again the solution; as with e-learning, employees across the world can be trained on the same course content – as per their schedules and requirements.

Workforce is in flux, with veterans retiring and new recruits joining
A considerably large part of the employed section comprises of veterans who are fast moving into retirement age. This will increase the number of available jobs within all industries and the numbers will continue to accelerate as the global economy continues to improve. This phenomenon also makes training within the organizational structure most important as there is a persistent need to transfer knowledge from the ‘experts’ to the ‘newbies’. Here too, e-learning is the apt solution to provide a continuous channel of updated information to the new recruits and help them attain required standards of work.

New-age Learning for the New-age Learner
As newer and younger employees join the talent pool, they bring along a cultural change that HR managers must keep in mind. The learning thus needs to be developed keeping the new-age learner in mind. Younger employees are intensely aware of the benefits of continual learning on their own professional prospects – within and beyond the organization. There is no doubt that they want to learn and expect to do it with instant access to information – as and when the need arises. Thus, multi-device learning, collaborative learning, the use of video and gaming technology are emerging as popular training modes.

Social Learning is a Reality
In a bid to attract and retain younger talent, organizations are now open to the idea of investing in social learning approaches, such as LMSs with built-in collaborative platforms and social forums. This provides greater employee engagement across a talent pool that does not always have the chance to interact closely. It also provides the opportunity to learn from each other, build capacities and build stronger connection with the organization as a whole – all at a lower cost.

Less of Administration, More of Management
The HR function now has an evolved role – much more than just administrative duties that come with the daily workings of an organization. But due to limited hiring budgets, a lot of administrative duties fall on HR managers. But lately, a newer phenomenon is starting to take shape where organisations are seeking the help of third party organizations to handle the administrative duties within the organization. This offers the HR managers the opportunity to take on a more strategic role and focus more on talent management, organizational training, skill-building and so on.

There are various issues that confront the HR managers today—changes in the age, cultural profile of workers, changing technologies, flexible or remote working, skill shortages and so on. The challenges are huge, but with strategic planning and a welcoming attitude to all that is new, modern organizations can build the necessary strengths within themselves and continue to evolve. Training and Learning is a big part of this, and will also continue to evolve.


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