State of the learning and development (L&D) industry: At the tipping point
Survey results indicate a tipping point in the L&D industry. Increased budgets and executive support are paving the way for talent developers to play a more strategic role. One with the support and technology to tackle day-to-day challenges, as well as more strategic and proactive efforts like understanding skills gaps and marketing L&D programs to learners.
The age of digital transformation: Understanding skills gaps
Macro trends like digital transformation and the decreasing shelf-life of skills are challenging organizations to play catch up as they try to hire and develop their people. This year, the number one focus for talent developers is to identify, assess, and close skills gaps and they are tackling the challenge head-on in a myriad of ways.
Marketing meets L&D: Think like a marketer
It’s time to turn up the volume on marketing communications. Data shows that owned channels—like email marketing—successfully reach employees today. In contrast, messages about learning from managers and leadership don’t reach the majority of learners yet, but they have the potential to have the biggest impact.
Know your learner: Boost engagement
Today it’s imperative for talent development to tap into the potential—and preferences—of all learners. This means that social, mobile, manager involvement, and self-directed learning opportunities will increase engagement, particularly with Millenial and Gen Z workers.
Chosen excerpts by Job Market Monitor. Read the whole story at Workplace Learning & Development Report 2019 | LinkedIn Learning