Learning & Development Post Covid: One size doesn't fit all

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Introduction:

Learning and development is a critical component to the success of any organization. However, the pandemic significantly disrupted traditional L&D, forcing organizations to find new ways to develop their employees. In this blog post, we will explore the changes in L&D since the pandemic and examine emerging trends in the field.

What is learning and development?

Learning and development is a systematic process to enhance an employee’s skills, knowledge, and competency, resulting in better performance in a work setting (Vulpen, 2020)

Video Source:The L&D Academy @TheLnDAcademy on Youtube

70-20-10 Model for Learning and Development

The 70-20-10 Model for Learning and Development is a widely used principle in the training industry that outlines the most effective sources of learning for successful managers. It suggests that 70% of an individual's knowledge is gained through job-related experiences, 20% through social interactions, and the remaining 10% from formal educational events.. (trainingindustry.com, 2023)

Image source: whatfix.com

Limitations of the 70-20-10 Model

Despite being a relatively common model for L&D globally, the 70-20-10 Model isnt without its limitations, some critics have questioned the lack of empirical supporting data of the underlying model, other have issues with the rigidity of the model and the percentages being to exact. Furthermore there is also a concern that the model doesn’t sufficiently focus on formal training. (Spiro, 2020)

How has L&D changed after Covid? 

The pandemic had a significant impact on traditional L&D in organsations because  in-person training programs became impossible, organisations were forced to find new ways to develop their employees.

The future of employee training and development is likely to be a blend of virtual and in-person programs, leveraging the best of both worlds to deliver effective and engaging training experiences for employees. (Cruz, 2023)

The rise of upskilling

What is Upskilling?  According to valamis.com (2023) upskilling pertains to the enhancement of an individual's skill set, which ultimately leads to increased work efficiency. It is usually achieved through employee development initiatives, such as education or additional training, that organizations provide to improve employees' abilities.

Examples of how an organisation might look to upskill an employee is via increasing their technical knowledge and soft skills. Organizations may choose to focus on augmenting their team's emotional intelligence and fostering a more collaborative work environment.

E-learning

Electronic learning (e-learning), digital learning (d-learning), and mobile learning (m-learning) are widely used interchangeably to refer to the concept of online education (Nouraey, Bavali and Behjat, 2023)

The biggest advantage of eLearning is that it’s self-paced. If you have a computer and internet access, you can do it anywhere and at a time that suits you. (Ray, 2022)

Non-linear & personalised learning

Non-linearity means there is no fixed, pre-programmed path or schedule which is common for everyone. Instead, employees follow different paths and approaches, based on their personal preferences, talents, and skill level. It embraces the idea of a growth mindset, where people are stimulated to try new things.

With the non-linear learning approach, content is no longer ‘pushed’ by the facilitator or trainer without any consideration of what employees are interested in doing or knowing (the linear way). Rather, employees are enabled to ‘pull’  information that is relevant to them at any given time. (Peter, 2021)

User-centric programs

The user-centric approach is guided by users’ current environment and by the fact that they have various electronic tools at their disposal, such as computers, mobile phones, tablets, etc., which can be used to create a central user interface. They now expect to take an active part in how they consume content

The second reason for the development of the user experience is that companies put forward career developments around a project, or more horizontally rather than on a vertical trajectory. This means that learning can take place in the context of a project or by improving skills you need immediately. This also means that training needs to be customized to fit the specific context & this is essential in the “user-centric” approach. (Urban, 2018)

Custom content & visual resources.

As dedicated training time decreases & more employees are learning virtually the requirement for efficient, impactful visual content increases.

To be effective, resources like infographics are a must for their ability to synthesize information and engage participants, visuals should be customized to both the training content and context (reframelearning.com, 2021)

Conclusion:

The pandemic has brought significant changes to the world of L&D, some say permanently. Organizations have had to adapt to new ways of training employees, leveraging technology to deliver effective and engaging learning experiences. E-learning, non-linear and personalized learning, user-centric programs, and customized learning content are all emerging trends in L&D. 

As we move towards a hybrid model of training that blends virtual and in-person learning experiences, it is essential for organizations to embrace these trends and adapt their L&D strategies to meet the needs of their employees. By doing so, they can ensure that their employees are equipped with the skills and knowledge they need to succeed in a rapidly evolving work environment.

References

Cruz, V. (2023) ‘Navigating the New Normal: The Evolution of Employee Training and Development in the Age of COVID-19’, Market Business News, 30 March. Available at: https://marketbusinessnews.com/navigating-the-new-normal-the-evolution-of-employee-training-and-development-in-the-age-of-covid-19/328135/ (Accessed: 20 April 2023).

Nouraey, P., Bavali, M. and Behjat, F. (2023) ‘A Post-Pandemic Systematic Review of E-Learning: A Cross-Cultural Study’.

Peter,  L (2021) ‘Linear vs Non-linear Learning and the Future of Work’, Lepaya EN, 11 March. Available at: https://lepaya.com/en/linear-and-non-linear-learning/ (Accessed: 20 April 2023).

Ray, E. (2022) ‘How eLearning has transformed the academic world - Scholarcy’, Scholarcy | The long-form article summariser, 22 March. Available at: https://www.scholarcy.com/how-elearning-has-transformed-the-academic-world/ (Accessed: 20 April 2023).

Reframelearning.com (2021) ‘Impacts of COVID-19 on Learning and Development – Reframe Learning – Skill Company’ . Available at: https://reframelearning.com/es/impacts-of-covid-19-on-learning-and-development-2/ (Accessed: 20 April 2023).

Spiro, K. (2020) 70:20:10 model criticisms, origins and evidences, Create an online course easily | Easygenerator. Available at: https://www.easygenerator.com/en/blog/learning-approach/70-20-10-origins-criticisms/ (Accessed: 20 April 2023).

Trainingindustry.com (2023) ‘The 70-20-10 Model for Learning and Development’  Training Industry. Available at: https://trainingindustry.com/wiki/content-development/the-702010-model-for-learning-and-development/ (Accessed: 20 April 2023).

Urban, A. (2018) ‘A User-Centric Approach to Learning’, Speexx, 9 August. Available at: https://www.speexx.com/speexx-blog/user-centric-approach/ (Accessed: 20 April 2023).

Valamis.com, (2023) Upskilling: Importance and How to Upskill Your Employees in 2023 (2023) Valamis. Available at: https://www.valamis.com/hub/upskilling (Accessed: 20 April 2023).

Vulpen, E. van (2020) ‘Learning and Development: A Comprehensive Guide’, AIHR, 22 January. Available at: https://www.aihr.com/blog/learning-and-development/ (Accessed: 20 April 2023).