QUESTION ONE [50] Read the following article and answer the questions that follow: Whats Next For Learning And Development? The Past, Present, And Future of Training In A Hybrid World The learning and development (L&D) landscape has changed significantly over the last five years and will likely evolve even more in the next five. New technology, hybrid workforces, an abundance of information, and post-pandemic preferences have altered perspectives on career development. What people want from their careers and employer has also changed significantly. With 77% of employees reporting they are reading to learn new skills or completely retrain, now is the time to refine training strategies and meet employees where they are: eager to learn and grow. Where Were Coming From Until very recently, L&D programmes were held in person at a specific time and place dictated by Human Resources because they usually required an outside training specialist. This may include spending a full day or several hours over the course of a few days with a group of employees. These lessons were delivered alongside a PowerPoint or paper handouts. Hands-on activities were limited to the conference room where training was taking place. Because any given space can only hold so many people, sessions were often broken down into several groups by title level or department, giving attendees fewer opportunities to engage with those outside their level or typical workflow. The content itself tended to be more theoretical than practical in nature and applied to a broad swath of people, though there were certainly exceptions. Most addressed challenges employees might face in a traditional work environment, not a virtual or hybrid one. The individuals who participated in pre- pandemic L&D programmes were either required to do so or were set on a specific career path that necessitated the training. There were not many opportunities to personalise a learning path, which meant that employees had to wade through materials that they were less than passionate about. This training format was good enough when the world was changing at a slower pace, employees predominantly worked in physical office spaces, workplace benefits werent a priority, and the labour market was less competitive. But times have changed and new modalities of delivering development resources have emerged as a result. Fully in-person L&D programmes are a thing of the past as we shift towards a more hybrid approach in line with what employees want and need.

Where Were Going While in-person learning experiences can be valuable for reinforcing lessons and opening up opportunities for collaboration, the future of L&D is at least partially digital because portability and accessibility have become incredibly important. Shifting to a virtual world during the Covid-19 pandemic made it clear that online and even asynchronous training programs could work as well or even better than in-person ones. The change forced us to think creatively about how to deliver content in ways thats both engaging and effective for a remote workforce. Lessons must be approachable and meaningful, otherwise it is all too easy to close the tab or tune out. Existing L&D programs are already starting to incorporate interactive elements and exercises that can be practiced throughout the workday. Interactive videos, quizzes with real-time feedback, online worksheets, group chat rooms, and other tools are becoming the norm. L&D programmes will also become more personalized in the coming years. One-track careers are no longer commonalmost everyone has a unique professional trajectory that might involve many different roles or companies between their first job and retirement. Training needs to be tailored accordingly for it to remain relevant and useful. Bringing the right content to the right people is paramount. The reasons employees pursue learning opportunities will continue to change as well. Some may want to advance within their current department, but an increasing number of people are making career jumps that require full or partial retraining. New technology emerging in almost every industry also necessitates learning new skills. L&D programs will need to be able to quickly adapt to provide the most salient lessons for the modern workforce. How to Get There Our world is changing at an accelerating rate and thoughtfully implemented training programmes can help organisations keep pace by equipping employees with the skills they need to succeed. L&D programmes today and into the future need to be highly actionable. This means connecting theories or different ways of thinking to the workplace and teaching people skills that they can apply immediatelynot just when they become a senior executive ten years down the road. Its one thing to get employees excited about a new idea but another to make sure theyre able to use it. If nothing is applicable in the near-term, the excitement learners feel will begin to ebb away because action feels out of reach, which can be discouraging. Those who lead or initiate L&D programmes need to think about what role the training plays in each participants career. Is it a stepping stone for another job? Or something that will be used in a current one? If employers understand whats in it for their employees, they can make learning more attractive to them and generate energy around actually putting that training into practice. This can help show employees that their company is invested in them and wants what they want, which may eventually improve retention rates

in a competitive talent market. As companies consider how to incorporate L&D, it is important to honour the time people commit to training. Burnout continues to be a challenge and employees often wear more hats than their job descriptions imply, so make the most of time dedicated to advancing a skillset. Make sure that any learning employees are doing is actually valuable to themprofessionally and even personally. The L&D landscape will continue to change but the importance of how, where, and when learning opportunities are offered will remain. Organisations and their leaders need to critically assess how training sessions can be improved to meet a new generation of workers. Understanding the past, present, and future of the field can provide a helpful foundation.

(Source: https://www.forbes.com/sites/johnkotter/2023/04/24/whats-next-for-learning-and-development- the-past-present-and-future-of-training-in-a-hybrid-world/?sh=2d81eadf1c2a)

Questions: 1.1. Contrast traditional HR training and development programmes with contemporary HR training and development programmes, charting the causes of these changes in your response. (25) 1.2. Critically discuss the benefits and challenges associated with learning and development in contemporary organisations. (25)