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The Learning and Development function is a highly sophisticated and direct contributor to business success. It can become a trusted and proactive performance improvement partner, with solutions created and/or adapted to the specific needs of targeted audiences at the individual, team, and organization levels. Consultation with the L&D function can become the standard, with new offerings tied closely to the achievement of specified business objectives.
Leading companies use advanced technology solutions that tailor learning more closely to the needs of the individual learner, identifying knowledge and skill gaps and then adapting as the learner becomes more capable. In addition, they leverage learner-centric processes that respond to knowledge, skill, and ability shortcomings more quickly with custom solutions that drive improved performance and productivity.
Leveraging new and emerging techniques and technologies enable the organization to respond to rapidly changing work environments and demands as automation, AI, and the information explosion change the very nature of individual roles and responsibilities. With the ‘war for talent’ and projected shortfalls in available talent continue to rage, learning and development is increasingly taking center stage as an internal skill developer as well as the employee attraction and retention machine.
Core to this premise is the shift to a formal and consultative approach to understanding not just where the organization needs to go, but where it is now, where the gaps exist, and why the gaps exist. In such a rapidly changing external environment, the ability to accurately assess situations of lower productivity and performance and then quickly deliver learning where and when is needed represents a competitive advantage. Such a capability will arise from a combination of advanced human judgment and cognitive technologies.
Resolving workplace performance shortcomings by using a disciplined approach to learning needs assessments, looking beyond the immediate causes of issues.
Identifying current and evolving knowledge, skill, and ability requirements of critical workforce segments to prioritize and meet their needs through learning and development programs quickly.
Evaluating the latest technologies, including artificial intelligence and virtual reality, to change how learning and development is delivered to best meet individual needs.
Gaining an enhanced understanding of the needs of learners and how to design learning and development programs that best suit those preferences and needs.