Today’s learners have an abundance of resources available at their fingertips. This shift in learning is continually transforming the current corporate training world. Learning and Development executives need to keep up to date with digital learning to ensure the ultimate training outcomes.
Below are a few reasons digital learning should not be ignored by executives:
Digital learning is not going anywhere
We live in a digital world; our lives are online- from social media platforms that offer instant communication to instant online information. We have become accustomed to this kind of online behaviour and it has organically evolved, becoming a part of our everyday lives. With this in mind it is no wonder digital learning has flourished.
Digital learning cannot be dismissed as a passing trend – it is here to stay. Experts have predicted that digital learning is going to continue to impact the learning and development industry significantly.
The industry is embracing digital learning and the technologies that support this kind of learning are growing rapidly. Digital learning is becoming a part of the overall learning and training strategy.
The conversation changes with digital learning
The question we need to ask from an executive viewpoint is: What is learning and development when we accept that we are no longer controlling the conversation entirely?
Previously, learning and development took responsibility for offering resources that learners may require, usually placing it within the Learning Management System. Today, employees can find the information they need themselves. In many scenarios, they are turning their backs on the Learning Management System, and choosing to go with digital tools such as YouTube tutorials and Google. This is how they find immediate answers to any questions they may have.
Regarding this change, learning and development needs to redesign courses and training, making them as accessible, employee centric, and simple as possible.
Employees, in the past, used to participate in timeous instructor led courses or online training. Today, employees are busy and their time is precious. Instead of creating multiple courses, we need to provide learning on demand, and we need to give employees content as they need it.
There is merit in self-learning
This change in learning and development has far reaching ramifications which we need to understand and embrace. There is value in self-learning!
We must start to see that people are doing their own training outside the training department. So, how do we give this weight? How to we leverage off it? This kind of learning should be accepted as it provides an opportunity to better enhance performance in the workplace. Learning and development professionals will be called on to demonstrate that digital learning adds great value and can help an organisation achieve its goals.
Digital learning will change Learning and Development
Digital learning will alter the learning and development industry in a variety of ways, and professionals need to be ready to respond to these changes. Personalisation will gain greater importance, as opposed to simply dishing out a one size fits all learning method. Learning and development departments will need to work with employees to create customised courses. This will require modern technologies and processes.
Learning and development professionals need to move in a direction like that of digital badges. This shows competency on a topic. These initiatives need to be combined with transcripts that document official training from the learning management system, generating a greater picture of the learner’s skill. With this in mind, the LMS needs to work as a player in the learning process, but not as the core of the learning process. We need to invest in new tools and systems to bring new, innovative content together.
New skills needed for learning and development executives
Traditional instructional designers, trainers, and LMS developers that are concerned about digital learning do not have anything to worry about. It has been predicted that digital learning will create new jobs for employees, particularly those interested in tracking and measuring learning of employees.