2020 was a decisive year for learning and development. Quality development programs have always been an integral part of human resource management, but after 2020 they were no longer complementary. Instead, L&D has become indispensable and digitally centric as organizations find themselves in uncharted business areas.

So, here’s how you can enable L&D in your organization to improve workforce skills and competencies by 2022.

The renewal of the 70/20/10 learning model

A popular learning approach, the 70/20/10 model, is widely used in many organizations to maximize new L&D programs. The guidelines are based on the concept that work accounts for 70% of learning, while peer education and formal programs account for 20% and 10% of learning, respectively. For L&D programs to be effective, it is, therefore, the composition that an organization must follow.

The final verdict is that there is no one-size-fits-all. The role should be used to determine the relationship between formal, informal, and workplace learning. Taking a more proactive role in structuring all learning outside formal R&D programs will ensure a more integrated R&D strategy that is future-proof and effective.

Goodbye, just classroom learning, hello virtual classrooms

An L&D transformation without a systematic change in delivery mode is now a requirement. Classroom training and workshops have been the main research and development methods and may be gone. Human Resource’s priority in 2022 is first to integrate a digital approach and synchronize skills development capabilities with virtual tools.

Human resources must focus on embedding digital learning opportunities that engage the workforce wherever they are. In the long run, it will be practical to refine current training methods to include virtual classrooms that fit seamlessly into the overall L&D framework.

Learning Community – A Precursor to Faster Learning

Knowledge retention is one of the most common R&D challenges. Students forget more than 70% of what they learned in 24 hours. A social dynamic of training and development can streamline the process and shorten the learning curve. While peer learning is an essential part of L&D, human resources must make it a more meaningful aspect by cultivating learning communities.

Make the most of L&D gamification

L&D plays an important role in employee retention. According to a recent LinkedIn survey, 70% of employees see learning opportunities as an important factor in their decision to stay in their current job. Gamification L&D can make a big contribution to increasing engagement and therefore retention. In a telecommuting scenario, this could change the rules of the game for organizations looking to scale up their L&D initiatives.

Here are just a few of the game components to include in your L&D strategy:

  • Grading system: A grading system allows students to rate their progress and get more grades as they learn. It can also indicate your skill level in your L&D environment.
  • Emblems: By setting certain milestones in learning, emblems serve as positive reinforcement. With a tangible sign, students are encouraged to continue learning.
  • Leaderboards: Leaderboards add an element of competitiveness. Learning thrives in an environment where healthy competition is encouraged and there is a sense of recognition.
  • Levels: Like points, levels allow users to see the depth of their progress. It also helps maintain interest and allows organizations to explore student motivations.
  • Rewards: Rewards activate students’ extrinsic motivations. Physical rewards like coupons, cash rewards, and even vacations can take L&D initiatives to another level.
User Experience: Setting the Scene

As the digital approach to priority becomes the norm, it must also address the HR technology side of the user experience. Without an elegant, friendly, and relevant user experience, accepting an L&D tool will lose its power. User experience is critical to learning. Designing a PAYE can make learning difficult or enhanced.