June 30, 2017 - No Comments!

Crystal Gazing 2017 – the year of digital

by KNOLSKAPE

It’s that time of year again when experts pull out their crystal balls for a glimpse into what the year ahead holds. The Bersin Report by Deloitte predicts that everything in HR and Learning will become digital in 2017, and we at KNOLSKAPE agree. As the use and significance of technology increases in our lives and business, and with information far more readily available now than ever before, the needs and demands of the modern learner have dramatically changed. In short, the way in which we learn is being disrupted. Hence, it has never been more imperative than now for organizations to develop their talent strategy in a way that accommodates the tectonic changes ushered in by shifts in technology, customer expectations, hyper competition and expectations of a new-age workforce.

In the last two decades alone, half of the Fortune 500 companies in the world have disappeared due to their inability to adapt themselves to the digital age. It has only been in the last 5-7 years that organizations have ventured to accept and adopting digital technologies, and focusing on building digital capabilities. Despite the commotion that technology has created in the way we live, work and conduct business, it is only the beginning of technological disruption in the HR and L&D space. Organizations will require to pick up their pace to a full throttle, simply to stay relevant.

The focus for HR and Talent professionals in 2017 will largely center on using digital and experiential technologies to assess and develop leadership and digital capabilities of employees across levels, in a personalized and contextualized environment.

Organizations that recognize the criticality of scaling up their workforce to meet business demands, while meeting the learning demands of their employees will focus on three broad areas as part of their talent strategy:

Digital Technologies:

According to a study by Microsoft Corporation, the modern learner has an attention span smaller than a goldfish, getting distracted once every 8 seconds by their mobile phones or other technology integral to their daily lives. For an organization to design and deliver robust learning or engagement experiences to its workforce, leveraging on these technologies is an urgent requirement. In this regard, technologies such as Artificial Intelligence, Machine Learning, Mobile Learning and Virtual Reality will gain immense traction in the development of behavioral competencies because they not only keep the learner actively engaged, they provide scalable frameworks for practice and feedback, effectively bridging the gap between learning and performance.

Digital & Leadership Capabilities:

Between an immensely diverse workforce, the increasing reliance on technology to conduct business, and the rapidly changing business environment, leaders must manage two crucial challenges:

  1. Creating a culture that is transparent, inspiring, meaningful and engaging for their employees through open channels of communication, continuous feedback and coaching and skill development to retain and develop their talent, and build a robust leadership pipeline.
  2. Investing in building digital awareness and readiness across levels as Design Thinking, Agility, and Data-driven decision making will become foundational competencies for organizations.

Personalized Learning & Engagement:

The way in which the modern learner consumes information has also drastically transformed. Learners today look for untethered and collaborative learning opportunities that allow them to decide when and how they want to consume information. With high quality curated content available freely on the internet, L&D professionals will only be able to assert their relevance by contextualizing learning and engagement to the specific requirement of the target group.

Published by: KNOLSKAPE in Blogs

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