Digitization has fundamentally changed the way we work, communicate, and learn. The always-on employee is giving rise to new opportunities for learning and development (L&D), and organizations that are not quick enough to grasp this potential will be left behind. First and foremost, organizations need to wake up to the limitations of restricting themselves to formal learning programs – starting with planning and travel costs incurred when coordinating face-to-face training. Second, in a connected world, leveraging the employees’ network and their own experiences is a far more effective way to build a culture of learning.
The advent of cloud, social, and mobile technology has opened up so many new possibilities and experiences for learning that such investments have become a top L&D priority for businesses, according to a recent study from Brandon Hall Group. Unfortunately, the satisfaction levels with technology currently deployed in the L&D discipline are abysmally low.