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What the next generation of corporate L&D plans looks like

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The ability to learn is one of the top-most staff attributes desired in the workplace today – but this can only be enhanced if bosses themselves alter their training strategies to suit the needs of today’s workforce.

In line with that aim, a new report by PageUp collated a list of the ways corporate learning plans have evolved today, and what more can be done to increase their effectiveness.

“Today’s learners are demanding that education be wherever they are – in the places where questions arise and the answers can be directly applied. Those who answer this call stand to unlock untapped reserves of talent and potential,” the report stated.

“For learning and development (L&D) professionals the challenge is twofold: you must adapt to these new systems and shift from a push system – where you relied on formal training sessions and standardised learning – to a pull system making targeted information available when the recipient demands it.”

The report identified four specific ways how firms are harnessing cutting-edge technology to enhance their learning and engagement practices:

1) Gamification

Gamification involves introducing incentives that stimulate the reward mechanisms and embed learning. The process involves borrowing and re-purposing three key planks of game architecture:
These include creating a challenge, providing immediate feedback and a sense of progress. Thirdly, it involves incorporating the freedom to fail, and lastly, generating competition.

2) Mobile devices: Location independent learning

Digital technologies are making learning not only far cheaper, but more convenient. Smartphones have put huge amounts of computing power quite literally into the palm of our hands. The near ubiquity of Wi-Fi and the availability of high-speed mobile data networks means sophisticated content can
be delivered easily to our mobile phones – and that’s exactly where learners want it to be.

3) Microlearning

Making employees sit through lengthy sessions in which procedures and processes are expected to be absorbed and understood is one of the least efficient ways to train staff. Self-directed, autonomous learning where learners can move at their own pace is much more effective.

Microlearning means vital information can be broken down into a three-minute video, infographic, or pithy blog, and all accessible via desktop computer or mobile device. It’s how adults strongly prefer to learn, in contrast to the traditional classroom or seminar-based model.

4) Social learning platforms

Employees benchmark their organisations’ L&D technologies against the social platforms they
use every day voluntarily. Billions use social networking because they love it. Successful social networking platforms provide channels for sharing and communication that incorporate text, images and video – and in bite-sized formats that can give us a little dopamine hit during the small
gaps in our busy lives.


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