7 Learning and Development Trends for 2022

7 Learning and Development Trends for 2022

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1. Design and deliver training for a hybrid workforce

Long before the pandemic led to a remote workforce, organizations had increasingly offered remote or hybrid workplaces.  However, conditions have accelerated, and the percentage of remote and hybrid employees is much larger than it was pre-pandemic. As of June 2021, according to Quantum Workplace, 

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1. Design and deliver training for a hybrid workforce

30% of employees considered themselves hybrid employees and 35% of employees reported working remotely. These numbers will most likely continue or even increase as uncertainty of a full return from remote work to the office lingers. This trend presents itself as a challenge in delivering training due to a range of issues, including 

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1. Design and deliver training for a hybrid workforce

platform/device compatibility, Internet connectivity, and employee distraction/focus.

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2. The continuation of classroom-based training

As illogical as this might sound, classroom-based training—or perhaps, a modified, hybrid version of it—is here to stay.  With higher participation rates and fewer distractions, classroom-based training can actually cost much less to develop than interactive eLearning content. As a likely scenario, companies will record live instructor-led training in a 

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2. The continuation of classroom-based training

real classroom or conference room, then repurpose the video, audio, or text for use in additional training content or support materials. 

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3. Train the entire talent pool, regardless of location or employment status

The make-up of the workforce is changing drastically. Further accelerated by a labor market in which the power lies with the employee, many people are choosing to work as freelancers, consultants, or contractors instead.  Many organizations also have a talent pool that includes a high proportion of part-time employees. As the ongoing 

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3. Train the entire talent pool, regardless of location or employment status

labor and skills shortages continue into 2022, it’s even more likely that businesses will need to lean on contractors to fill the gaps.

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4. Credentialing and accreditation for corporate learning

Companies have worked hard for years honing their “employer brand”: advertising, marketing, and social media promoting the organization as an employer of choice.  As a sought-after employer, hiring managers attract stronger candidates and the organization enjoys higher productivity and morale. 

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4. Credentialing and accreditation for corporate learning

As an emerging trend and a growing component of employer branding, some training and development teams are strengthening their courses by partnering with industry associations or institutions of higher education for accreditation or credentialing.  Such partnerships can advise on course content or 

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4. Credentialing and accreditation for corporate learning

assessments, or provide endorsement.

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5. AI, but this time for real

AI and related automation technologies will be needed more than ever to streamline, organize, advise, and facilitate online learning.  With so much training needed by employees—training that might be developed internally or obtained from off-the-shelf resources—and with employees at different experience, knowledge, and skills levels, 

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5. AI, but this time for real

personalization is needed. While there are course authoring platforms that leverage AI technology to develop content, L&D teams can get started with AI to create personalized learning programs.  Based on profiles and previous skills assessments, the AI tool can deliver recommendations and entire curriculums so that 

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5. AI, but this time for real

employees can focus on learning.

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6. Operations before experiences

L&D leaders have many stakeholders and priorities to juggle. For a long time, the balance has been tipped towards learning experiences and learning design practices.  But as the focus has shifted towards learning measurement and L&D have cemented their seat at the strategic table, they are starting to turn the lens inwards. 

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6. Operations before experiences

The demands being placed on learning and development teams, from strategic alignment with the organization to measuring learning outcomes against business performance, require a robust and mature learning ecosystem.  Many L&D teams are now finding that, from an operational perspective, there 

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7. New kid on the block: LearnOps

LearnOps aims to optimize the way the L&D department functions, ensuring that the right team members are in place to create more effective training materials faster.  It’s about breaking down silos and operational inefficiencies across people, processes, and technology to produce better outcomes. 

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7. New kid on the block: LearnOps

LearnOps leans heavily on data, analytics, and technology to manage learning operations and measure success.  By breaking down silos — LearnOps understands that not everyone on a learning project team works within the L&D department — value is created throughout the entire learning development lifecycle.

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