FUTURE OF

TRAINING
AND
DEVELOPME
NT
PRESENTED
BY:

VISHNUPRASAD K.

MASTER OF BUSINESS ADMINISTRATION

SMS KUTTIPPURAM

INTRODUCTION

CURRENT CHALLENGES OF
ORGANIZATIONS

Managing a global workplace

Managing a borderless workforce

Managing
a
global
workplace:Aglob
al
workplaceconsists
of
individuals from a variety of
cultural,
geographic,
and
racial
backgrounds
who
interact and collaborate with
one other.

Managing
a
workforce:Aborderless

borderless

workforceincludes
individuals who have international job responsibilities
and are dispersed geographically, virtually, and across
countries and regions

THROUGH ORGANIZATIONS
Past

Organizations were
hierarchical, stable,
predictable, and
bureaucratic.
Jobs were defined
narrowly and
functionally.
Careers were stable and
career paths were
clearly defined.
Most people remained
on their jobs for a long
time and there was job
security.
People mainly moved
within an organization.

present

Organizations are flatter and

decentralized with less
hierarchy and bureaucracy.

The employer-employee
relationship is short term and
transactional.

There are fewer opportunities

for
career
and
job
advancement.
This
has
resulted
inhybrid
careersandfluid jobs.I n the
context of hybrid careers and
fluid jobs, there are two
important challenges for the

CORPORATE LEARNING

CORPORATE LEARNING
FUNCTIONS

INSTRUCTIONS: providing employees with needed competencies to

performtheirjobssuccessfullywhilesupportingtheorganizationsgoals
andstrategy.

MAINTENANCE:This refers to helping employees preserve learned

competencies.

APPLICATION:Thisreferstohelpingemployeescontinuouslyputtouse
learnedcompetenciesinthejobenvironment.

TRANSFER:Thisreferstothetransferofcompetenciesfromoneperson
to another, from one person
to a group, from one group to another,
and so on. The mechanisms or tools that organizations use to instruct,
maintain,
apply,
and
transfer
competencies
are
calledtraininganddevelopmentactivities.

challenges for the learning function

First: The nature and structure of employment continues to change,

the demand for continuous learning to prepare employees for rapid
change increases. Competencies can become obsolete in a short
period of time. The challenge is to continuously develop a workforce.

SECOND:

Challenge is the extent of developmenthow much

development is enough. Employee mobility seems to be rising, which

makes it more difficult for organizations to retain employees after
development.

ADVANCES IN THE LEARNING

TECHNOLOGIES
Social networking, mobile
learning, gaming, virtual
reality, and cloud learning
have improved access to content,
reduced
instructional
time,
increased the amount of content
available to learners, reduced the
cost
of
delivering
training,
increased collaboration between
instructors
and
learners,and
increased the importance of the
learning
function
within
the
organization.

ADVANCES IN THE LEARNING TECHNOLOGIES CONTINUED.

Learners
are
not
location-boundthey
can
now
access
content
at
their
convenience, remotely, anywhere
and anytime. They can connect with
subject
matter
experts
and
collaborate
with
one
another
instantly and in real time. Further,
they can access information on
demand from Web-based database
systems and progress at their own
pace.

ADVANCES IN THE LEARNING TECHNOLOGIES CONTINUED.

As jobs become more fluid, there is

likely to be a gap in the
competencies (that is, knowledge,
skills,
ability,
behaviour,
and
personality) that employees need to
be effective. Therefore, learning

is now an integral part of

most jobs. Learning technologies
allow employees to determine what
is needed at any given time, as they
are provided access to content and
instructors at their convenience.

ADVANCES IN THE LEARNING TECHNOLOGIES CONTINUED.

VIRTUAL LEARNING
Technology that allows
instructors and learners to
connect with one another
when they are separated by
time and physical distance.
Essentially, virtual learning has
replaced traditional, face-toface instructor-led learning, and
technologies such as the
internet and learning portals
are used to deliver content and
courses to learners. Learners
can use online learning
communities to collaborate with
other learners and subject
matter experts.

ADVANCES IN THE LEARNING TECHNOLOGIES CONTINUED.

TECHNOLOGYBASED LEARNING
(TBL)

Technology operating as an enabler while

also

referring

to

learning

occurring

through the use of technology. Examples

include the use of computers and the
internet as educational tools. Hence,
technology enables learners to connect
with instructional content, instructors, and
other learners.

Tbl CONTINUED.

LATEST TECHNOLOGY-BASED LEARNING THEMES

IMPACT ON DESIGN: Technology has the greatest impact on how instructional

content is delivered.

HYBRID APPROACHES TO LEARNING: A blended or hybrid approach to

learning is becoming popular. This approach combines traditional (in-class) face-toface approaches with online delivery of content.

CONTINUED UPWARD INVESTMENT TRENDS: Investment in technologybased learning is increasing, particularly in technologies that use videos, games,
and simulations.

LARGE ORGANIZATIONS: Technology-based learning is more prevalent in

large companies.

PORTABLE LEARNING: There is considerable interest in using smart mobile

devices to connect learners with instructional content.

REQUIRED TRAINING: Technology-based learning is mostly used to provide

training that is required or mandatory.

TRADITIONAL

FACE-TO-FACE

LEARNING:

Instructor-led

training

or

ADVANTAGES OF TECHNOLOGYBASED LEARNING.

Time to delivery and costs of delivery are reduced.

Instructors can reach a wide variety of learners in different

locations.

There is flexibility in customizing instructional content to

suit each learner in terms of timing, learning needs, and
learning styles.

From the learners perspective:

Instructional content can be accessed at any time, from any

place in real time.

Simultaneous engagement and interaction with peers and

the instructor add another level of expediency to the
learning process.

Tbl CONTINUED.

TECHNOLOGIES USED TO DELIVER

CONTENT TO LEARNERS

Web conferencing is a technology used to share

information.

Content

World

Web

Wide

to

is

delivered

participants

through
who

are

the
in

different locations. Web conferencing can include

webinars or webcasts that allow a presenter to

TECHNOLOGIES USED TO DELIVER CONTENT TO LEARNERS

CONTINUED

Bulletin boards and discussion

groups, which allow participants
(learners and instructors) to interact
through threaded discussions in a
communal online space. 10blogs
(similar to an online journal) are also
used to share information and to
promote or increase awareness of a
particular topic.

TECHNOLOGIES USED TO DELIVER CONTENT TO LEARNERS

CONTINUED

MASSIVE OPEN ONLINE COURSES (MOOCS)

Refer to educational courses

or programs that are often
offered

for

free

via

the

internet, are currently used at

the university or college level.
Whether

MOOCS

can

be

adapted by non-educational
institutions is not clear at this
time. One possibility is to use
MOOCS

as

complementary,

internet-based

resources

alongside other technologies

such as web conferencing.

CUSTOMIZED LEARNING AND LEARNER

CONTROL
Customized learning refers to learning that is tailored to the unique
characteristics of the learner or learners. This point is important because
learning can be customized for one individual or a group (individuals with
similar characteristics).
With greater control, learners can more actively tailor training to meet their
own changing needs. It is suggested that more actively engaging learners
during training leads them to learn the deeper, structural elements of a task
more effectively. Examples of high-level learner control include the trainees
choice of what instructional content to view, the order and pace at which to
view this content, whether to complete optional quizzes to assess personal
learning progress, and the nature and amount of feedback received during
the program. With high learner control, decisions to use (or not use) learner
control features, and the extent of their use, are at the discretion of the
trainee.

Work today is becoming complex, requiring individuals to

collaborate with more than one person or several people on the same
project or assignment. Similar to what will occur in the future, the
current structure of work requires coordination among individuals
with diverse backgrounds and competencies. Working in teams is
now a norm in many organizationsit is the rule, not the exception.
Individuals have to learn how to successfully work in teams and
learn from their teammates.

The extent to which teams learn depends on :

How well team members share new ideas and knowledge

with one another

The extent to which team members challenge one
another on important issues and provide constructive
feedback
The ability of team members to work together effectively
The extent of face-to-face and virtual interactions among
team members
How well knowledge is transferred from one team
member to another
The ability of team members to learn from mistakes.

SPECIFIC PRACTICES, ATTITUDES, AND

BEHAVIOURS THAT CAN LEAD TO EXPERTISE

Practice is critical: the concept of deliberate practice has

been extensively used to emphasize how an individual can improve

current skills and/or acquire new competencies through practice.

Experts develop other experts: most experts, at some

point in their learning process, have been guided by individuals,

coaches, and mentors who are also experts.

Learning is continuous: experts realize that learning does

not end. They continue to put effort and time into maintaining what
they know; they also learn new competencies.

There is a strong willingness to learn: experts are

willing to participate in learning activities and experiences; they have

a high motivation to learn.

Learning agility is important: Learning agility can facilitate developing expertise.

The outcome has not changed. Experts are still defined by the specialized competencies they develop.
However, the process for developing expertise is changing for several reasons

Technology is an accelerator: In industries or professions that require creativity,

innovation, and entrepreneurship, or professions that require in-depth, domain-specific knowledge,
experts are most likely to stay ahead of computers and technology. Technology is not likely to replace
experts, but the technologies available today

Knowledge needs to be sliced: Experts in a variety of fields, especially in scientific

fields, possess significant specialized knowledge. Overall, they know more today than in the past. As a
result, experts have to specialize further so that they will not become overwhelmed or get distracted
with existing knowledge in a particular area.

Own the expertise: Experts have to become entrepreneurs and transform their expertise into
a business model to survive intellectually. This is especially true because knowledge has an expiration
date. Experts can lose their competitive advantage in the labour market if expertise is not managed
properly.

TRAINING IS EXPENSIVE.
WITHOUT TRAINING IT IS
MORE EXPENSIVE

THANK YOU