As we move forwards and away from this pandemic, now is the time to begin evaluating the top learning and development issues that have risen during the work from home age! With so many remote staff returning to work, how will learning and development change?  What will come back from the past and what new initiatives will remain? 

Talent development is critical for long-term corporate success and growth. Organisations go through extensive processes to recruit and onboard skilled workers, but many company executives overlook the significance of continuing to grow and nurture their employees’ potential. With what we experienced during the COVID-19 pandemic, more and more businesses are recognising the value of training and development and are beginning to invest more in it. It not only motivates staff to do a better job, but it also aids in the development of a quality workforce. Although beneficial, there are also mistakes many companies experienced in the learning and development processes for their team. 

When it comes to integrating technology and technical expertise, one of the biggest problems faced by company executives is a lack of internal capabilities. Emerging technologies arise as businesses evolve, having a significant influence on learning and development. Through a future oriented strategy, the ability to integrate technology with creative techniques will ensure that teams learn new skills or reskill dynamically. 

Where do companies go wrong with learning and development?

These issues include a time-strapped and frequently scattered workforce, cost-cutting while boosting engagement, and catering to a variety of learning styles.

  1. Hectic Employee Schedules – When workers’ energy is depleted by job, family life, and a plethora of other obligations, there’s a danger that training may just add to their stress.
  1. Different learning habits – If you believe that all employees are similarly tech-savvy or have the same levels of knowledge and learning patterns, your training will be ineffective.
  1. Setting priorities – L&D departments can immediately get overburdened when there is a rise in interest in learning. And, with staff in charge of their own learning, learning leaders must figure out how to set priorities and select which courses will be created and which will not.