7 Learning & Development (L&D) trends 2022

7 Learning & Development (L&D) trends 2022

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1. Reskilling and building critical skills

Company executives are now evaluating what skills are missing in their workforce. In 2022, organizations structure their talent strategies around skills, not just roles. The aim is to create a more adaptable organization. A learning organization is in a good position to build and rebuild skills. Even critical skills. The growth mindset and 

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1. Reskilling and building critical skills

knowledge sharing culture promote the employees’ attitude and ability to adopt new skills.  When learning is part of the company DNA, it is part of the daily work. This gives learning organizations a competitive advantage.

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2. “Power skills” - business critical, but difficult to teach

“Power skills” are more important than ever. These skills include collaboration, communication, empathy and humility, etc. Although coined already in 2019, the pandemic has triggered a demand for these softer, human-centered skills. Research shows that people are willing to express their vulnerability when the 

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2. “Power skills” - business critical, but difficult to teach

environment is right. The pandemic has created just this. Leaders are trained on how to check in with their staff, listen to their challenges and provide them work flexibility.

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3. Develop your talents and boost internal mobility

Organizations are recruiting internally to a much greater extent. Instead of only looking into the external candidate pool, they also source talents within the company. With a stronger focus on skills, experiences and qualifications, organizations are less concerned with roles and job titles. Not only is it difficult and 

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3. Develop your talents and boost internal mobility

expensive to hire externally. But if your organization can not retain talents, it will not be able to hire fast enough. Employees within learning organizations have tools to take ownership of their own development. Resources such as an internal knowledge academy develop skills and prepare employees for new responsibilities within the 

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3. Develop your talents and boost internal mobility

company. Efficient onboarding frameworks further promote internal mobility and streamline the transition between roles.

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4. Growth opportunities improve the employee experience

Organizations in 2022 need to be proactive in making employee wellness a priority. They need to upgrade employee experience initiatives and become growth-oriented, inclusive and supportive.  A common trait of an irresistible organization is providing growth opportunities. Common initiatives include job and role mobility, career 

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4. Growth opportunities improve the employee experience

development, appropriate learning interventions and adopting a learning culture.

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5. Training and developing a hybrid workforce

The hybrid workplace is the main driver of change in 2022, as employees need new tools and flexibility to adapt. Adapting to new work environments requires upskilling and reskilling.  Training a hybrid workforce requires a flexible training infrastructure. It should cater for both on-site and remote workers.

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5. Training and developing a hybrid workforce

Adapting to new work environments requires upskilling and reskilling. Training a hybrid workforce requires a flexible training infrastructure. It should cater for both on-site and remote workers. A learning organization provides blended learning environments. Combining classroom training with online 

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5. Training and developing a hybrid workforce

courses and virtual meetings, employees can learn both on-site and remotely.  Being at the forefront of learning technology, they do not need to compromise with the learning experience.

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6. Learning technology for both internal and external training

Organizations are beginning to maximize the areas of use for learning technology. As well as employee onboarding and internal skills development, they use it for external training. This could include both partner and customer training. Spreading the technology spend over a larger amount of training interventions, companies experience a 

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6. Learning technology for both internal and external training

customer training. Spreading the technology spend over a larger amount of training interventions, companies experience a cost benefit. This practice is also known as economies of scale. There are other upsides of investing in external training. These include improved learning experience and speedier onboarding. 

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6. Learning technology for both internal and external training

When customers and partners understand and see value in your products or services, they are more likely to continue working with you.

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7. Niche platforms form an HR & L&D ecosystem

Unlike multi-purpose HR and L&D technology, specialist platforms serve one sole purpose, in depth. A modern LMS is an example of a niche, specialist platform. Although multi-purpose platforms offer the convenience of having all activities and information in one place, they will at times fail to meet your needs. Think of it as a generalist. 

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7. Niche platforms form an HR & L&D ecosystem

They have skills and competencies within a range of different areas.  But when faced with a complex situation, the specialist usually outperforms the generalist. The same goes for HR and L&D technology. Navigating the scope and complexity of HR & L&D space requires specialist tools.

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