Organizational Development AKA OD is a common term that Human Resources and Leaders are fully aware of and it is that time of the year when both business leaders and HR professionals review employee training accomplishments and slipups from this year and start looking at how the trends in learning and development are going to impact their organization in the year 2019. Preparing a training calendar is no longer just a box that needs to be checked along the way, but something that truly needs your undivided attention!
Here is an opportunity to create a career development path that not only looks at an individual’s professional growth but also defines your organizational development in the upcoming year.
With time, technological changes continue to accelerate, and it is imperative that HR professionals and business leaders understand that both learning, and technology are now intrinsically reliant on one another.
As an enterprise driving global excellence, HR representatives who are in charge of driving Organizational Development activities will need to start using technical innovations to enhance the overall quality of the training programs and the methodologies used to deliver these programs. The primary focus being on using the latest technology to personalize training to endorse professional development and boost employee engagement. A successful training plan needs to reflect consistent improvement, changes and innovation not just in terms of content, quality of program but also evolve the way employees learn and interact in today’s technologically advanced world. Hence the urgency and need to learn the latest trends in Organizational Development, truly embracing tomorrow trends today.
Amongst all the other things that you would include in your “To Do” list for 2019, here are the top 3 Learning and Development trends that you should include:
- Micro Learning via Mobile Learning: Smartphones today are smarter than you think they are! The ground reality today is that one of the most commonly faced challenges of resources from the Organizational Development teams is having employees dedicate time for learning and development activities. It becomes increasingly difficult to get everyone to attend a training session at the same time, this could be due to the fact that employees could be working across multiple locations, some of the other challenges may include a difference in time zones, having virtual teams, or when employees are genuinely unable to make time to attend training due to their core responsibilities, etc. In such situations having a training solution that is bite size and available on-demand on an employee’s smartphone can eliminate substantial time constraints or any of the other barriers that we had discussed earlier. It gives the learner/employee the liberty to schedule their learning at the pace that suits them and their learning needs. It is also a convenient and cost-efficient way to address the training needs of virtual teams.
- Gamification – Learning 2.0: A sure shot way to beat monotony and ensure knowledge retention! Often training programs fail to deliver the desired impact as it lacks the element of fun or is overloaded with information and fails to keep the audience/employees engaged or create a WOW moment for them as learners. Gamification can be a well-structured learning strategy that when used fittingly can enhance the overall learning experience and improve knowledge retention as well. Through Gamification, one can see a visible change in behavior as the concepts of recurrence and well-planned repetition is applied. Games can certainly be FUN for learners, it helps in breaking the monotony of routine work. A well-structured training program, with high levels of engagement, can boost the overall learning experience and have a better retention value. You may think that the “Gamification” approach may not be applicable for high-intensity training topics - well, you will be surprised! The Gamification approach can be used for any training topic right from your Business Communication to Sales and other trainings. You will be able to see an upward trend in your employee performance as Gamification can be incorporated with other learning concepts such as Social Learning, Micro-Learning and Personalized Learning.
- Employee Centric Learning: Heading into the New Year, Organizational Development resources need to emphasize and work towards creating a learning environment that best suits the employee. Customization is the key to ensure that the learning plan charted out to augment an employee’s professional growth is indeed one that meets their learning objectives and organizational goals. Individuals today are spoilt for choice, right from their viewing patterns, travel patterns to even their banking options, today every business is taking the consumer’s behavior and patterns into consideration to maintain the edge against their competitors. If you truly want to engage your employee on their own level, then you need to understand their learning patterns and start charting out learning plans that are employee-centric, these can be seamlessly incorporated in the blended learning approach.
A New Year filled with new opportunities, make 2019 the year you would want to break normal trends and look at optimizing the blended learning approach for a greater impact and a better learning experience.