3 Workplace Learning Tech Trends to Know – SHRM

Like other categories of HR technology, the learning and development (L& D) space has been shifting over the last couple of years, according to Dani Johnson, co-founder and principal analyst for RedThread Research, a research services firm in Woodside, Calif. New dimensions have been introduced, including a much richer conversation around skills, and a shift to complement the employee experience with individual learning budgets and employee dashboards, said Johnson, speaking at the particular HR Technology Conference & Exposition in Las Vegas. The focus in L& D has changed, she stated, toward directed career planning and selective skills academies, employer-led opportunity marketplaces, more coaching plus mentoring associated with junior employees, and the return of the single learning platform.     Johnson outlined three major trends to follow going into 2023. 1 . Doing More with LessInvestment in L& D technology has been “an embarrassment of riches” in recent years, Manley said, even during the pandemic. “While this has already been great for the vendors and for their customers, that money train is likely to slow down, ” she mentioned. “VCs [venture capital firms] are slowing down, and a lot of the smaller suppliers we’re talking to are having some trouble finding funding, particularly inside later rounds. More-mature vendors are starting to tighten their belts or conduct layoffs. This will start to change what products they are going to develop going forward. “Consolidation is the other response to a slowdown in investment. “Consolidation means fewer choices, ” Johnson said. “Or things can get more complicated. If the tech you’re using or planning to use suddenly gets sold to a vendor that will you’d never pick, that gets interesting. On the other hand, options may increase; those looking for an LXP [learning experience platform], with regard to example, but are still in need of the more traditional learning management system might be able to do both. inch She added that several notable L& D technologies vendors gained improved functionality with recent acquisitions, which includes Cornerstone buying EdCast; ServiceNow buying abilities platform Hitch; and Microsoft Viva purchasing Ally. io, a goals-tracking software startup. 2. All About SkillsTalk about reskilling and upskilling continues to be going on for some years now, but throughout the outbreak, it exploded, Johnson said. “Stories came out regarding employers that were able in order to quickly determine who had what skills and then move those people to other parts of the organization where they were needed. ” Manley said that will L& Deb professionals should care about the particular emergence associated with skills technology because skills are the foundation of learning at an organization. “Understanding abilities allows organizations to break down the skills needed regarding specific roles, identify transferrable skills across roles, rethink roles, plus create more flexibility and mobility intended for employees, inches she stated.

Johnson said that previously, the focus of skills technology was simply tracking worker skills.

Since then, two exciting channels have emerged: abilities academies plus opportunity marketplaces.

She said that before the particular pandemic, studying options for workers typically let them choose from a wide array associated with content. “The trend was to provide a smorgasbord of stuff and allow people choose what they want in order to pursue, ” she mentioned. “It has been a Netflix-of-learning experience. Organizations are wanting to create a signal through that will noise, especially with the increasing burnout people are facing. Skills academies have since emerged to teach people specific sets of skills to support business strategies and functions. ”   

Opportunity marketplaces—digital platforms that match people to relevant projects, gigs and full-time functions, as well as coaching and other advancement opportunities—have attracted a lot of attention recently. “About half of the L& D skills vendors we talked to said they have chance marketplaces, inch Johnson said. “They may look different, but these technologies provide opportunities to learn on the job, in the flow of work. Opportunity market segments help to create skills data more quickly; engage the employees to explore plus find their own bliss; and provide the business with information about the skills their workers have, want and need, ” she said.

3. Employee Experience

Like the rest associated with human capital management, employee learning and development has been impacted by the focus on worker experience. Manley pointed out three ways this particular calibration offers shown up in L& D technologies:

  • More user-generated content. “It used in order to be that companies hired big firms to produce learning courses, ” the girl said. “A few vendors are now allowing employees to create their own content. Elucidat, for example, provides guiderails and approvals to help employees, particularly subject matter experts, build things that’ll be useful. ”   
  • Individual learning finances. With the technology that supports visibility into learning costs at the person level, employers can finally see exactly how much is spent on understanding, Johnson stated. “Historically businesses spend as much as 1. 5 times the training budget, as well as the L& Deb department doesn’t even know about it. inches
  • Employee dashboards. “In the past, L& M information would flow down to the managers and stay there, ” Johnson mentioned. “Sometimes the particular worker would get that info and sometimes they wouldn’t. Learning data is now being shared with the learners, and that is good. The data is there to assist individuals understand what they know, what they need to know in order to get where they want to go and exactly where they can go with exactly what they already know. ”