The impact of digital transformation on learning
We all now recognise the dominant role of digital, both as a way of unlocking current workplace opportunities but also as a way of taking a competitive advantage into the future.
HR Directors and HR Managers in high numbers have identified the impact of digital transformation on employee skills and the need for their people to improve through training as a result.
What can digital transformation look like?
The ripples of digital transformation shape roles and systems use at all levels. This has a big impact on the role of learning.
Data, Analytics & innovation
Increases in automation, reporting & UX data gathering give us more insight than ever. According to CIPD, of employers who had invested in AI and automation only 14% had applied them to HR processes. Getting the right data about your staff and developing their skills to interpret and analyze data is crucial.
The ‘Everywhere Workplace’
Remote & hybrid working, or using portable tech is now commonplace, Gartner predict 1/3 of workers will be remote by 2024. With this there are opportunities but also pitfalls; staff need systems, communication & collaboration training to be effective. Learning delivery also needs to adapt, offering agile self- directed and transfer interventions.
Strategy & Leadership
Harvard Business Review predicts 65% management tasks will be automated by 2025. Leaders will be liberated to focus on strategy and employee experience. HRDs and L&DDs need to adapt leadership development at all levels to this changing role, giving leaders the digital skills to take the organisation forward.
The role of HR and L&D in Digital Transformation
1. Developing Workforce Skills for the Digital World
A 2022 survey showed the balance of development as being 37% upskilling to adapt to workplace changes, 36% professional upskilling and 27% reskilling. The overall priority for HRDs and HRMs was to rapidly improve digital and managerial skills. Digital and managerial skills include both system use and core management knowledge, but also remote and hybrid management, collaboration using technology and wide application of skills in a digital context.
2. Leveraging agile and digital approaches to upskilling and developing staff
*40% of staff believe their organisation responses “just in time” to learning needs, and 42% believe it comes too late. HRDs in 2022 identified two priority areas, 1) individualisation of training paths and 2) diversification of training methods. Digital, adaptive and social learning was favoured, requiring AI and system capability, although 11% of HR Directors and HR Managers say they don’t use digital analytics, and 24% plan to use them tomorrow.
3. Identifying, attracting and retaining digital talent
A key factor for those changing jobs in the 2020 ‘Great Resignation’ was a shift to more flexible and digitally-inclusive workplaces. In the competitive hiring market, finding digital talent can be tough, but McKinsey found career development and advancement potential are now on par with compensation influencing job decisions making. It means having the right people development using the right delivery methods (roles 1&2) is of even greater importance.
Cegos can work with you to leverage our knowledge, tools, AI, learner pathways and practical experience of digital programme delivery to help you meet your current workforce development needs as well as support your learning strategy for the future. Our agile and innovative learning interventions include digital, self-directed and social elements.