Training in 2016 – How the workforce really learns

Only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. This doesn’t mean traditional approaches to L&D are obsolete. They just aren’t enough anymore. At least not for today’s workers.

Nearly two-thirds of L&D leaders think workers should connect with learning resources at least once-a-week in order to be effective. Yet many of those same people report that employees are tuning out corporate training. L&D, they say, is “wildly out of sync” with how people learn. The reality, of course, is more nuanced.

People don’t only build knowledge and skills once in a while, through structured, formal training. We also grow every day —informally— through experiences and interactions. If you really want to build a culture of learning, you need it all: Formal and informal, job training and career development, L&D and self-service.

The operative word here is “and.” Business requirements are colliding with what employees need and want. The thing is, the conventional L&D toolkit doesn’t work as well for today’s hyper- kinetic workers. Only 18% would recommend their employers’ training and development opportunities. The supply is not meeting the demand.

How The Workforce Really Learns In 2016

Chosen excerpts by Job Market Monitor. Read the whole story at  How the workforce learns in 2016