THE FUTURE OF WORK
I was recently invited to sit on a discussion panel on the Future of Learning & Development by Oracle. During the event I was privileged to hear first hand from Jorn Jundin, a learning strategist from LinkedIn’s Learning.
One particular question posed during this discussion by Oracle HCM MC Jill Price, sparked interest in me…
What challenges do you see within the future of work around talent development?
My thoughts on the Future of Learning and Talent Development…
There are some driving forces that are rapidly changing and organisations need to start adjusting the systems processes and practices to be relevant in the future.
Three key driving forces are;
- 65% of children entering primary school will end up in jobs that don’t yet exist. As a result we’re not going to be able to rely on the current education system to train for future business needs. This is an issue that needs addressing now in order to be successful in about 20 years time. Learning must be a key business strategy to remain competitive now and in the future.
- Freelancing is one of the fastest growing workforce segments. The way people want to work is changing. Workers are striving for freedom of time and location made possible with a laptop-lifestyle. And take note – freelancing is now a growing trend across ALL industries.
- Employees want learning aligned to their values. We live in an age of readily available information where people are fully aware what is possible to receive from an employer in terms of employment conditions, work flexibility and employee benefits. Unfortunately not every one is passionate about their job, so being given ‘training opportunities’ in their field does not necessarily excite them. HR needs to realise that learning beyond the scope of direct job requirements can be beneficial to organisations. By supporting employee’s passions through relevant learning, companies will benefit indirectly through staff retention, productivity, and access to broader skills that can be utilised internally. Win. Win.
What this means for the learning function in organisations…
- Organisations will need to broaden their definition of a worker and HR needs to have strategies and practices in place to manage all workers, be it employees, contractors or freelancers.
- The traditional method of the Learning Team producing quality content and then teaching the same thing for the next few years is a thing of the past.
- HR systems need to be adopted that help organisations manage the whole workforce. Learning Management systems need to support features such as rapid deployment of Micro learning, peer to peer sharing and link to external training such as LinkedIn Learning.
If you are looking for a Learning Management System (LMS) that can help your organisation to meet the future of work challenges, HR Lead has a tool called ‘Skopes’ which can help you easily navigate the Learning Management System market.
We have a list of over 300 features and functions of an LMS that we have gone and asked the leading providers to respond to, so we can help you find one that best meets your specific needs.