There have been many factors affecting Learning and Development over the last 12 months, the most obvious being the instant impact COVID-19 has had on how organisations deliver learning.
But what have been the long-term effects of this and how have learners’ expectations changed in terms of what they now want from their experience? We surveyed over 2,000 learners to help us answer some of these questions, and more.
Learning and development should be at the core of all organisations and at the forefront of employee development. Not only is it essential in helping your people thrive but successful L&D programmes can promote positive employee retention, increase workplace engagement and empower employees.
Organisations need to put the learner at the heart of everything they do. The journey starts with learners' needs, which are then aligned to business goals to create a compelling learning and development programme.
We recently surveyed over 2,000 learners on their expectations around learning, which gave us the insights needed to understand what learners actually need from a learning experience. The result is three reports, the first of which focuses on how organisations should be investing in creating training that suits the learner.
From the breakdown of responsibilities for learning, to moving away from “order taking” to designing training solutions that truly benefit the organisation, our own Niro Sritharan caught up with David James to discuss how best to invest in your learners.
To see the full series, simply click the button below.
The second report of our Evolution of L&D series explores why investing in your learners can be an effective way of improving employee engagement when it comes to training and development.
Featuring an exclusive interview with David James, learning & development expert, author, host of The L&D Podcast and Chief Learning Officer at Looop this report looks to answer a variety of questions and explore the importance of investing in your learners.
What are the benefits of investing in your L&D program from the perspective of the employee and employer? Who should take accountability for the learning? How can the learning journey be consolidated with equal focus on the pre- and post-learning periods?
Gain full access to our report and resources to see how you can adapt your learning program to better invest your time, effort and resources.
Click here to read the first in our series of reports, Creating Training to Suit the Learner.
Available to download now. Click here to read the second report in our ‘Evolution of L&D’ series.
Joined by Cathy Hoy, we explored the considerations that need to be made across the learner journey to ensure each learner receives a positive experience with reference to the impact of technology, culture, and learner expectations. Click here to see our summary.
At this roundtable, David James discussed what it really means to take accountability for learning, including the steps L&D professionals can take to engage their stakeholders and encourage them investment. Click here to see our summary.
Join us on Wednesday 20th October to get involved in the debate to discuss the complexity of workplace learning. With the shift in learner expectations and the rise of new technologies are your L&D plans enabling learners to learn in the flow of work, at a time and place that suits them?
Robert Clarke, Editor of leading learning and development publication Learning News interviewed Chief Marketing Officer, Simon Falconer, to understand a bit more about the first report in this series, ‘Creating Training to Suit the Learner’. Explaining how the reports are being created with the aim of bridging the gap between learners needs and preferences with the capabilities of L&D teams, the pair discuss what this report helps to highlight when it comes to changes in the industry.
In our first report we caught up with Cathy Hoy, Chief Learning Officer at the LPI to get her view on the changes she has seen in learners’ expectations and what she thinks are some of the reasons behind this.
This is the first part of a four-part interview series. To watch the full series, just click the button below or select the next part at the end of this video.