Looking To Plan Your L&D For 2022? Watch Out For These Trends

Looking To Plan Your L&D For 2022? Watch Out For These Trends

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1. Continued Focus On Learning For Hybrid Working

If 2021 taught us anything, it is that hybrid working is likely to be the future of the workplace for a long time to come. With the flexibility that hybrid—remote plus office—lends, it is fast becoming the preferred choice for many employees.  A Gartner study has pointed out that 48% of employees will most probably work at least part of the time remotely after 

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1. Continued Focus On Learning For Hybrid Working

COVID-19, in contrast to the 30% of employees who did so before the pandemic [2]. This means that L&D will have to continue to focus on training programs for the hybrid workforce without trying to rush to the instructor-led, face-to-face classroom model of learning [3]. They will have to keep exploring ways to create learning for the hybrid 

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1. Continued Focus On Learning For Hybrid Working

workforce by picking an eclectic bouquet of options that leverage the strengths of each different mode, including mobile, multimedia, just-in-time, and so on, to boost engagement.

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2. Learning In The Flow Of Work

With remote working becoming the norm and the lines between personal and professional lives blurring further, learning in the flow of work has brought about a paradigm shift in the L&D space.  It focuses on making learning more relevant while embedding it in an individual’s day-to-day job. Learning in the workflow encourages employees to be 

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2. Learning In The Flow Of Work

more proactive, take ownership of their learning experiences, and achieve their personal and professional goals. This is the learning that can happen within the work environment, through modes like microlearning that can take place even while the individual is performing a work-related task or taking a quick break from work. Learning can 

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2. Learning In The Flow Of Work

happen within the work setting, making the process more organic, and this trend will remain strong in 2022.

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3. Personalized Learning

The pandemic brought in some much-needed changes in the learning experience, like replacing week-long mandatory training sessions with more personalized experiences that cater to an individual employee’s schedule and needs.  The Brandon Hall Group’s 2021 State of Learning Practices Study has found that 93% of 

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3. Personalized Learning

companies strongly agree that personalized learning helps improve organizational as well as individual performance. The bottom line is, personalized learning is a great way to have people learn more often, retain the knowledge, and apply it faster.  This, in turn, will help elevate business productivity, and the 

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3. Personalized Learning

obvious result will be better performance and better profit in 2022 and beyond.

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4. Robust LMS

The Great Resignation that’s in full force at the moment will most likely continue even in 2022, at least for some time.  One way for companies to address the issue is to look at L&D departments and explore more opportunities to invest in employee learning and professional development. It’s important to note whether 

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4. Robust LMS

employees are truly engaged with the learning experience you are giving them.  Do you have a robust LMS to help them upskill/reskill in the flow of work?  While companies have already been looking increasingly to their LMSs to support employee retention, in 2022, learning platforms will become even 

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4. Robust LMS

more vital as businesses navigate continuous changes.

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5. Parting Thoughts

In 2022, your LMS will be the hero in ultimately bolstering higher employee retention rates and engagement.  While these are a few trends to watch out for in 2022, here’s hoping the new year will bring in many more opportunities for learning to seminally influence businesses in a positive manner.

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