Learning & Development

Here’s nine trends for the learning and development universe to consider for 2023. The learning and development industry evolves each and every year. New trends emerge, some fall off the radar completely and others metamorphose themselves into other formations (the LMS to LXP to Online Learning Platform as an example!). L&D professionals all over the

It is becoming increasingly important for organisations to encourage continuous improvement and learning throughout their entire enterprise. These days, potential employees seek outprogressive places to work, which comes down to the culture of your organisation and a learning culture in particular. There’s a growing and significant trend towards continuous professional development (CPD). Always a part

The figures on the increase in home and hybrid working since the start of 2020 are remarkable. According to Forbes, up to 25% of all professional roles will be remote by 2023. Furthermore, according to the Forbes article, in the 2021 State of Remote Work Report from Owl Labs, 90% of survey respondents claimed they

The objective of learning is not learning, it’s performance improvement. Rather than learning for the sake of it, learning should have an end product to reach that is more than than just increased knowledge. The learning that you provide for your people, both formal and informal, should be closely linked to business outcomes and objectives.

Previous forecasts showed that 98% of the corporate world would use virtual learning by 2020, and the pandemic coincidentally acted as a catalyst for this adoption. So it’s no wonder that the global eLearning Market is predicted to be worth $521.8 billion by 2027. However, with so many different technologies and approaches available, it can

Undoubtedly, the strategies, skills, and technology in the corporate world are ever-changing. And so should the knowledge base, skills, and values of any workforce. Therefore, employers need to develop their people to help fill the knowledge gap and align their workforce with these changes to stay afloat and meet market needs. Besides learning new skillsets

Much has been written about talent management of late, in part due to the radical shakeup taking place in the world of employment, due to the COVID-pandemic. The transition to remote or hybrid working, the great resignation, and a long overdue reappraisal of workforce diversity have a led to talent management, and human resources in

If you are tasked with building a learning and development strategy framework from scratch, or reviewing your current one to optimise, industry benchmarking is a great way to generate ideas, observe best practices and to avoid making silly mistakes. What is Industry Benchmarking? Industry benchmarking is an exercise that measures key practices and metrics within

Even without the threat of COVID-19, remote working is a work benefit many companies have been offering their employees as of late. Remote or virtual working takes a lot of the commuting-related stress off your employees especially when most of their daily tasks can be done from the convenience of their homes. It allows a

Spend a week sat in close proximity to one of your best managers or sales people and you will pick up more learning than if you attended a 3 day course. Informal learning and learning in the flow of our work forms, in my opinion at least, 80% of all of the learning that we

Written by: Monika Bajaj  Let’s face it, between high sales targets and looming deadlines, Personal Development Plans or PDPs often become the fluff that People Management team can afford to indulge in. While writing and submitting them is often adhered to as a tick-box exercise, it is the follow-through and ownership that falls through the cracks. However, 

Written by: Ashley Wickham  In 1960 McGregor stated ‘all we can do is set up certain conditions that will maximise the probability of employees developing an interest in what they are doing and remove the conditions that function as constraints’. Are we working to that aim? The Performance Process has been with us for some while

Working in an L&D role has its ups and downs. From limited training budgets and  expensive training providers to keeping up with latest learning and development “buzzwords” and dealing with difficult delegates. However common these situations are, how do you really know you work in L&D? Take a look at this short, comical and relate-able

Written by: Garima Patet Successfully hiring the “right” candidate is only half the battle won. If you truly wish to setup a successful path for the new hire and retain top talent then a carefully planned, as well as carefully choreographed new hire on-boarding programme is essential. While most companies agree that on-boarding is one

It’s not hard to see why your organisation would want to create an agile culture. In these unprecedented times of global change and technological revolution, commercial and economic disruption is constant and intense. Once stable business models, be that combustion engines, high street shopping, even desktop software are becoming dated almost overnight and being rapidly

Research shows that the millennial generation – now pretty much the biggest workforce generation – has an innate thirst for learning. This means that if you can’t get the eager-beaver millennial generation too learn, then this a sure sign that something is wrong in your organisation: it looks like you’ve  failed to create a learning culture.

Research suggests that just under half of today’s C-Suite believe that their L&D programmes are not ‘very or fully aligned’ with corporate priorities, with leaders locked in antagonistic relationships with L&D. So, how can L&D develop a more effective win-win, synergistic partnership with the business? To start with, whatever you do, you’ll need a voice

Obstacles and setbacks are an unavoidable feature of working in the L&D arena. But, its an L&D leader’s ability to tackle these challenges head on which really matters. Resilient organisations that can continually develop articulate solutions to the recurring L&D challenges will gain that edge. The 2017 Workplace Learning Report clearly outlines the key challenges

Creating a positive learning culture in any organisation is vital to creating a best-of-breed business and gaining and maintaining competitive advantage in your sector. You all know that it’s employees that make the difference, for better or worse, but, it’s a competitive world and if you want to ensure that your teams can outperform the

The CGC 2016 Enterprise Learning Report of senior L&D executives showed that, ‘obtaining the necessary budget, time and people’,  to implement L&D was their top challenge. This shows that stakeholder management and the act of courting budget holders, influencers and sceptics and getting them united behind your L&D programme is crucial to success. Even so,

With the drive to go on screen for learning, it’s easy to forget that there are still several important face-to-face L&D conferences in the UK which offer unrivalled: networking, learning and even deal-making opportunities for L&D professionals. In saying that, most of these face-to-face conferences will be integrated with and augmented with live, interactive mobile-based

If Microlearning isn’t part of your L&D strategy yet then it should be. Early adopters of Microlearning are already seeing huge benefits. If you don’t act now, you will soon fall dangerously behind the industry pace. Microlearning is, in a nutshell, about allowing students to learn on-the-go by enabling on-demand access to short elearning modules

Mentoring as a long term means of spiritual guidance, personal growth and decision support has been around for a long time, but it’s probably fair to say that it has struggled to find its place within the learning and development delivery framework. It can be seen as a little too intangible and as a result,

Modern training evaluation is a combination of the very old and the very new. At the one end of the time continuum we have Kirkpatrick’s Four Levels of Training Evaluation first developed in 1959 which still sits at the heart of modern training evaluation. While at the other end of the continuum we have bleeding-edge