No pandemic should stop the wings of knowledge. No organisations want to push the button of capability building. But as it pans out, among many other business functions, workplace learning too has emerged as one of the worst-hit business activities. But, to keep its competitive edge, businesses can’t afford to put continuous ‘training and development’ on hold. Be it reskilling, retraining or upskilling, to keep new perspectives of workforce planning relevant, organisations need to get the ball rolling. As the world of learning faces a sudden disruption, companies need to rethink their L&D mandates as an urgent business priority.
To continue aligning its corporate training with business objectives and consistently enabling value creation, there are number of tactical and strategic steps that L&D leaders can consider. Be it adapting to new programs and delivery or empowering and engaging employees to successfully bring adoption to meet the changing needs of the organisation. Though digital and virtual training were always in the offing, it never soaked the arclight it deserved. Now with the moving equation, when an unexpected event forced widespread experimentation around digital and remote learning, we are going to experience a tectonic shift towards all things L&D, among others.
Here are four tactics and strategies to consider as learning leaders are gearing up for org wise virtual learning: