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The L&D industry in India is among the most dynamic service spaces in India. A number of factors – new concepts, changing workforce composition, and the growing influence of consumer technologies – contribute to the dynamism and activity in this space. As the industry continues to transform both in the way services are delivered and demanded, organizations are seeking ways to translate lessons from the workshop to the workplace.
Learning industry is increasingly shifting to a consulting model as companies develop strategies with service providers
Gamification needs to be considered as a concept rather than a technology. Some of its ideas are tried and tested learning solutions packaged and delivered in a new form
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Customize and ContextualizeLearning providers in India reveal that more and more conversations with HR or learning Heads are beginning to revolve around customized learning. Off-the-shelf solutions are disappearing as everyone is asking for contextualisation of content.
Gamify traditional delivery channelsA lot of the buzz around gamification is about perceptions of technology. While technology and IT solutions are a necessary prerequisite, gamification should not be looked at merely as the implementation of technology.
Adopt new learning frameworksFor an organization looking to employ a learning service provider, five key things will be critical in the decision-making process. First, a service provider’s intent to offer consultation. Buying decisions will also greatly depend on a service provider’s intent and conviction to demonstrate results. Third, the ability of an organization to customize and contextualize learning that will make the difference between a buy and no-buy decision. An organization’s intent to offer social and mobile-based solutions will also be a great deciding factor. Finally, a service that offers solutions for the complete spectrum of learning needs of an organization may end up becoming a more fruitful relationship compared to a piecemeal approach.
Learning trends for 2015
Participation from business has become a norm in the learning and development (L&D) function in Indian organizations. As a result, CXO s, CMOs and CFOs are much more actively involved with the L&D of the enterprise than ever before. Consequently, the focus has automatically shifted from plain vanilla learning delivery to meaningful learning. Another remarkable trend in the learning market in India is the change in learning workflow in most organizations. Previously, learning delivery was based purely on the workflow of receiving budgets at the beginning and allocating them to learning channels such as classroom, e-learning and so on.
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With an enormous workforce seeking suitable employment, theIndian L&D domain is undergoing drastic changes. As globalizationtook place, we started focusing on resource and development of human capital. With increased emphasis on measurable performance now, the trend has largely shifted from conventionaldelivery approaches. To keep pace with the cutthroat competition, organizations are now more interested in imparting skills that are specific to the key result areas of their human resource and measure their performance at workplace for a given skill.
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With an enormous workforce seeking suitable employment, theIndian L&D domain is undergoing drastic changes. As globalizationtook place, we started focusing on resource and development of human capital. With increased emphasis on measurable performance now, the trend has largely shifted from conventionaldelivery approaches. To keep pace with the cutthroat competition, organizations are now more interested in imparting skills that are specific to the key result areas of their human resource and measure their performance at workplace for a given skill.
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We all remember school for different reasons, irrespective of academic performance. Some of us were plain straight A students, and then we had the lesser mortals who found achievement all the same, albeit in different endeavors with or without encouragement from institution or society.
If we take this simple premise that each individual finds his or her own reasons for moving in a direction, then the million-dollar question to ponder on is: what is it about the learning environmentthat drives people to achieve or not, and how can the diversity inherent in organizations be used to create learning that sticks, is useful and leveraged. Some food for thought (and consumption)!
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In the past few months, the trend for technology-based learning is actually observed to be receding in the L&D space. This is remarkable because in the recent past, technology has been the centre of focus in this space in India. As a consequence, some of the initiatives involving self-learning or web-based learning arelosing steam. Organizations have realised that their investments in learning technology have not paid the right dividends and therefore they are starting to question their value.
There are two primary reasons for this decline. The first is that most companies do not invest in a community manager to customize content or optimize the learning process. As a consequence, thelack of stickiness or engagement translates into participants dropping out of learning programs or organisations not realizing the benefits they had expected from these programs when they optedfor them. The second reason is that L&D technology implementation comes at a cost.
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A concept rapidly picking up pace across the world of business isstorytelling. Business storytelling is a simple yet effective tool toharnesses the power of stories to connect, engage and inspire. Stories have excited, moved and taught us many things while we were growing up. The earliest stories, expressed as cave paintings, predate the birth of language. We all remember leaning in to listen to stories told by our favourite uncle or aunt when we were young.
That storytelling is useful only for entertainment is a myth. It is an invaluable tool to inspire, influence and provide insight in a business context. This tool needs to cross over to the business side of life. And this can only happen when L&D leaders understand its power and bring this skill into their organizations.
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Learning and Development (L&D) has emerged as one of the main differentiators in our knowledge economy. As more companies recognize this, more time, effort and investments are being made in it. A host of new ideas, theories, tools and methodologies aiming to improve the L&D managers ROI, resource utilization and end results have emerged. The past year saw some budding concepts of 2013 grow into major and this gave us a good insight into what should be prioritized going ahead. The goals for L&D have not changed drastically, but rather the focus is on meeting the sameor similar primary objectives in newer ways with smarter methods.
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There are distinct trends that the L&D space in India is witnessing. The first trend is of digitizing learning content. An increasing number of companies are looking to provide digital learningcontent to their employees, administered through several forms and channels. This trend is majorly seen among large traditional companies. The second trend, mostly seen among VC-fundedcompanies is of creating formal LMS systems. These VC-funded companies are now out of their startup mode and looking to formalize their learning system as they enter a new phase of expansion and growth. The pharma and manufacturing sectors are showing trends of creating centres of excellence as part of their L&D strategy.
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Learning & Development Supplement, February 2015
