THE FUTURE OF TRAINING AND DEVELOPMENT

Learning Outcomes

After learning this chapter, students should be able to:

1. Identify the future trends that are likely to influence training departments and trainers

2. Discuss how these future trends may affect training delivery and administration, as

well as the strategic role of training departments

3. Discuss how rapid instructional design differs from traditional training design

4. Discuss the advantages of embedded learning

5. Discuss how training can contribute to a company’s sustainability initiative

6. Discuss the implications of cloud computing for learning, training, and development

FUTURE TRENDS THAT WILL AFFECT TRAINING

SUSTAINABILITY

Sustainability

• Refers to a company’s ability to make a profit without sacrificing the

resources of its employee, community, and environment

• Important: the growing number of companies

• Training and development can contribute to companies

sustainability:

1. Learning opportunities for employees

2. Development experiences for employees

3. Teaching employers

New Technologies for Training Delivery

REDUCE COST

SERVE CUSTOMER AND GENERATE NEW BUSINESS

REDUCE TRAINING COST

TRAINING DESIRABLE FEATURES

EASY TO DELIVER

Virtual Training And Development

CHALLENGES:

Invested in

digital

collaboration,

Tools

NO

LIMIT

FACTOR

:

Location

,

Organiz

ation

structure

,

Employ

ment

relations

hip

Design, content, and multiple delivery methods

Rapid Instructional Design (RID)

• Need analysis• Design• Development• Implementation• Evaluation

Principles• Independent content and process• Design and delivery appropriately

relocate

Capturing and sharing intellectual capital

Social networki

ng technology and

Web 2.0

Technologically literate

Intellectual capital

Performance support and social learning

Embedded learning• Increasingly prevalent in

future• Focus more on development

of the competency• Focus on providing learning

to complete key job tasks• Technological availability

Social learning• Learning with and from

others• Face to face interaction• Conferences• Group meeting• Online social media

Performance analysis and learning

• Performance analysis approach - identifying performance gaps or

deficiencies and examining training as one possible solution for the

business units.

• Training departments will need to:

– Focus on interventions related to performance improvement.

– Provide support for high-performance work systems.

– Develop systems for training administration, development, and

delivery that reduce costs and increase employees’ access to

learning.

• Training departments’ responsibilities will include a greater focus on

systems that employees can use for information on an as-needed

basis.

Training partnership and outsourcing training

Training departments will

increase partnerships with

academic institutions to

provide basic skills training and to

develop customized programs.

Application

service provider (ASP)

Skills for future trainer

• Matching training content and methods to the local culture of the workforce

• Designing learning space, as well as content in technology-driven learning environments

• Use of multimedia tools

• Delivery and packaging training in different formats for beginners and experts

• Use of assessments to determine trainees’ learning styles

• Developing search-and-identify techniques

• Facilitating learning and staying in touch with employees, managers, and business unit

• Developing and delivering learning that is integrated with the job

• Understand how social media can be used for learning, limitations of social media, and

ability to make a business case for it

• Identify the root cause of job and business problems

THANK YOU