McKinsey and Company, Global Management Consulting, states: “2021 was year for growth, change and search for a brighter tomorrow”.

Impacts from COVID-19 policies to work and home are lingering on employees’ minds, their well-being and the future of the workplace. Considerations for wellness and mental health are a priority for organisations and these impacts learning efficacy.

The “never normal again” is the “new normal”, meaning we are now responsible for the quality and delivery of learning for a new era.

Remote learning is the top adjustment for trainers and learners. There has never been a better time for Learning and Development (L&D) to be at the forefront and collaborate with organisations to champion a brighter future.

HR.com research states: “46 per cent of L&D professionals say microlearning will become the standard for businesses, 30 per cent say augmented and virtual reality will play a growing role, and 59 per cent think more learning will occur on mobile devices”.

Additionally, according to the State of Learning report: “66 per cent of learning will become more personalised, 58 per cent measurable and 51 per cent career-focused”. Nonetheless, we have to address growing uncertainty. L&D is actively seeking ways to improve and sustain digital learning efforts. Hemsley Fraser has identified major trends that can support organisations.

This whitepaper discusses trends to sustain employees’ engagement and success. While employers are ready to return to in-person presence, employees are not. The disconnect is real and organisations need to create a new, more effective operating model that is conducive to a world of uncertainty and adaptation. CEOs need to listen more and meet employees where they are now. L&D is positioned to adapt, assess learning needs, and assist with hybrid working models.

No one knows what comes next. Trends in learning show that an increase in hybrid learning, personalised adaptive learning, and a connected learning ecosystem build strong alliances.

Hybrid learning is not blended learning. It is live delivery of learning in both synchronous and asynchronous environments. For example, a facilitator can deliver learning with ten participants in the room and another 15 online, or any number in combination.

Each participant is sharing a learning experience, while learning synchronously or asynchronously from different places. Hybrid is not a new development but the pandemic has accelerated its use. Blended learning combines multiple channels, digital resources and social platforms to create a learning programme. The future of work is increasingly hybrid, so too, is the future of learning.

Personalised adaptive learning is an online delivery method that adjusts to the needs of the learner. Adaptive learning recreates at scale the optimal teaching approach of a one-on-one personal tutor. This approach uses proven data analytics and intelligent technologies to adjust in real-time to deliver an optimal learning experience.

Future-forward organisations are now looking at a connected learning ecosystem in relation to the changing learning landscape. The Learning Management System (LMS) is now the centre of multi-faceted and interconnected learning ecosystems and integrates additional tools and technologies. For example, gamification, analytics, microlearning; personalised learning; and video.

Partnering with a learning vendor is a worthy investment. The right vendor can also help assess and select proper tools that are suited specifically to your organisation. They can also lend additional support and service, and develop customised approaches for specific needs. Hemsley Fraser assists organisations in design, development, and implementation for the future of learning approaches.

Rita Sookrit works at Hemsley Fraser. Send feedback and comments to [email protected].