Before we dive in, it is important to note that trends are not isolated developments within the L&D community. Often they are the culmination, confluence, and convergence of technological innovation and a reaction to external changes.
For example, micro-learning and gamification has been made possible through a combination of:
- smartphone technologies
- application of the science of social sharing
- the widespread adoption of smartphones and other mobile devices
- the right target group
The decisions HR and learning professionals make can have a significant impact on the organisations, especially when it comes to employee development and progression. Let’s look at this list of three trends learning professionals should consider when mapping out strategies for the next five years.
It’s easy to assume that micro-learning simply refers to bite-sized training assets. But micro-learning means more than just small. Micro-learning is not only compact—it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes micro-learning in business contexts especially valuable. – Allen Communication Learning Services
Micro-learning is the concept of delivering ‘just enough’ content to learners in small amounts. The following are the principles of bite-sized learning.
Without the mobile devices and Internet access, micro-learning would not be possible. And now, video streaming, proliferation of text messaging services, and the neuroscience research supporting the concept of providing small bits of content over time to enhance learning.
Social learning is a cognitive process that takes place in a social context and can occur purely through observation or direct instruction, even in the absence of motor reproduction or direct reinforcement.
Social learning is critical when facilitating communication, work and learning within a geographically distributed workforce. Instead of email, learners use social media tools to communicate, which leads to social learning.
Have you tried VR on devices as the Oculus Rift, Microsoft’s HoloLens and even the simple Google Cardboard. These devices enable the learner to be completely immersed in any environment.
Already we have seen the application of VR on safety trainings and location-based training where you have no control over. Augmented reality is when computer images are overlaid on our real-world environment. A simple example is Pokemon GO.
Use of VR and AR for learning has picked up speed since the implementation is now a lot more affordable due to increasing demand and technology advancements. The need for the control of different types of environment will bring back the concept within the next five years.
In a nutshell
Whatever the future holds, we should start to think of ways to include some of the above trends into our own learning and development strategy. This can help our company remain competitive and produce a stronger, more prepared workforce.
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