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What do you see for the future of employee training?
What do you see happening in the future in terms of employee training and development? What factors will change the industry and how?
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4 Answers
Hi Anna
Your question leads me to yet another question: how important is it for employee training to result in changes in behavior? In the sales arena pressure is high to bring in more business. Managers are always looking for ways to bring in more revenue while keeping customer satisfaction high. A lot of the improvement in this area is highly dependent on changing the mindset, attitude and resulting behavior of the sales person.
What I see working toward that end is a more holistic approach to training than what we've traditionally become used to in academia. Behavior modification necessitates a change in thought patterns and motives. It involves connecting the new behaviors with positive impressions and making them habitual; second nature.
In the future I envision a training curriculum that goes much deeper than just presenting information and testing retention. Successful training will recognize and leverage learning styles. It will provide not only knowledge transfer but learner engagement, linking of ideas, and learning by doing. Until a person sees the new information as important and is able to assimilate it into their mind and heart, it's just more dead letters on a page (or a screen.)
Ultimately, seeing the positive results of one's actions as directly related to the new information is what forms those lasting impressions and creates a new habit we are mindful of and will put effort toward.
Don F Perkins
Two main aspects here: The general trend is fairly constant, but its amplitude and criticality vary with the market economic conditions and the abundance or scarcity of needed talent at any point in time.
The general trend is as the markets become more open and competitive, competent and high performing staff (talent) is becoming a critical success factor for any business. Hence, to train staff is not an option but a necessity. Yet,everyone is seeking to become smarter with their raining dollar, so we'll be seeing more innovative, high ROI approaches to training, and more demand from business leaders from HR/L&D in their organizations to demonstrate the impact/ ROI in training.
From the employee perspective, training will also be increasingly viewed as an important part of the Employee Value Proposition (EVP) and an important factor in attracting AND retaining talent
As we emerge from the recession, we're seeing companies willing to spend money again (or more) on employee training. We're moving from the very very lean budgets to the re-realization that training can be a big productivity booster.
Companies are reluctant, however, to staff up to meet this training need, so we're seeing that this expansion of training efforts is produced via outsourcing (both on- and off-(US)shore). It's a cautious approach and allows companies to expand their capacity without expanding their employee headcount.
Finally: elearning. As travel costs go up and time gets tighter and tighter, elearning is a logical solution for many mid- to larger-sized companies.
it will continue to go on and on, resulting from continuous technology advancements, multi-tasking and cost cutting needs requiring people to have multiple skills. All learning methods will prevail including, e-learning, classroom learning, on-the-job training, coaching etc depending on variation in the business needs and individual aspirations as well as cost element while tactfully evaluating the derivable and measurable output.
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