​How are new technologies changing the future of training and HR?

6th November 2019

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What are the increasingly sought-after skills in the 21st Century, and how are they affecting training and HR?

We will all need skills such as the ability to produce and analyse big data, knowledge of cybersecurity techniques, the ability to integrate the internet of things, use of social management, and expertise in distance networking.

All of these skills and the latest technologies are having a growing impact on training and HR, as Steve Dineen discovers.

Here is his simplified guide to the latest trends…

The YouTube effect on training

Video is everywhere online. Young people, especially, are watching video clips on YouTube on a daily basis.

When we need to find out how to do something, we search for a ‘how to’ video on YouTube.

That passion for video has also permeated the world of education.

Training videos must not only be concise, pleasing, and attractive, just as viral videos are, but they must also be able to impart learning.

The smartphone is now our main tool

We use our smartphones for everything from gaming and social interaction to banking and shopping.

Many of us also want to access training content on our phones, so formats and the content must both be mobile-friendly, too.

We need to embrace the “beauty of change”

This constant need for change stems from a management vision that is clearly financially-driven.

Data analysis is a game changer

We live in a world where most online interactions as well as access to management, purchasing, and supply processes are traceable and have the capacity to be analysed.

So, this information is a fundamental analytical resource for training providers.

Skills change as the world changes

The basic training skills remain the same but technological changes require the introduction of new specialist skills.

We’re not talking about simply ‘bolting on’ a young social media expert to training teams.

It’s about deciding which typical skills taught through training should be taught using new, interactive methods (from analysis to design).

Executive level sponsorship is necessary

Senior management in the C-suite must now be actively involved in deciding training needs and promoting training initiatives.

The active contribution of management is no longer simply an option, it is needed.

Technology is the tool, not the goal

Learning technological skills is not an end in itself.

Technology in training must aid learning or professional skills.

What’s the way forward?

The short answer is that we should respect some design aspects typical of the best advanced training.

We must:

  1. Remember the purpose of training. It is intended to produce learning which is aligned with the business goals and prospects of the company.
  2. Design training as a learning experience, as it always has been. Let’s continue this idea and understand the meaning and sense of the experience from the user’s perspective.
  3. Design training as if it was a project. We need to start from strategic business perspectives, explore the available information, and make assumptions about the operational scenario. We also need to avoid working in routine ways.