<img height="1" width="1" style="display:none;" alt="" src="https://analytics.twitter.com/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/> <img height="1" width="1" style="display:none;" alt="" src="https://t.co/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/>

The L&D Forum

I have worked in L&D since 2001 and have seen so many changes over the years, I thought I would share some of my observations with you.

Back in 2001 the department was called Training and Development (T&D) and we changed to Learning & Development over the last few years. 

Training was mainly face to face workshops with workbooks to complete and take away.  There was more of a ‘tell’ culture in the learning classroom, I remember my train the trainer course where we were told ‘tell them, tell them and tell them again’. Since then I have been introduced to Charles Jennings 70:20:10 model. This was a big shift change in mindset for organisations who had previously done 70% or sometimes more formal learning and little on the job learning or encouraging learning from others. A more blended approach to learning has been adopted over recent years.

Another change I have seen is how we have moved from looking at learning styles. We used the Honey and Mumford model when I started working in learning. Now we look more at learner’s generation type and adapt the learning accordingly. For example, millennials prefer informal learning and ‘just in time’ learning which has seen more bitesize learning sessions (microlearning) being created rather than full day workshops.

There has also been a great increase in digital learning. The CIPD reports that “Digital learning has progressed rapidly since the coining of the term 'e-learning' at the turn of the century and now encompasses websites, e-books, social media and online communities, online lectures, webinars, podcasts and microblogging. As such, it has proven to be a viable way of training and developing people in organisational settings, and one that forms part (though not all) of an organisation's wider learning strategy.”

I have seen L&D departments move to a Learning Management System (LMS), so a virtual learning environment over the last few years. The system manages and delivers content and looks after course administration, tracking progress and assessments for each learner. When I first started working in L&D, we had a more manual approach to keeping training records and had a dedicated Learning Support Team that looked after this.

L&D will continue to evolve, and L&D teams need to make sure they are keeping up with the fast pace of change to engage their learners and develop the knowledge, skills and behaviours that will be needed for professions of the future.

I'd love to hear your thoughts on how you have seen L&D evolve and change over the years!

Thanks

Karen :)

You need to be a member of DPG Community to add comments!

Join DPG Community

Email me when people reply –

Replies

  • Really enjoyed reading this post and so much in it that I can relate to, despite having been a trainer for just 3 years!

     Having recently progressed into an L&D Trainer role (had previously just been training in small chunks) I have just attended a Train The Trainer course which covered the 70:20:10 model as well as Honey & Mumfords theory and found these particularly relevant and useful. So much training now appears to be designed to be delivered as quickly as possible to minimise impact on service levels and I find its a culture of "I have to be here because my manager told me" rather than people wanting to learn. The changes mentioned in your post support this and it's interesting to see how the theories that you were introduced to have come true and are still relevant now.

     I love delivering training and always enjoy having face to face interaction and while this isnt always the delivery method, I feel it is still the best way to ensure that learners have taken in what you want/need them to. While e-learning can be great, its hard to track the results and benefits of this form of training and bitesize sessions are ideal for refreshers every now and then. In my new role I am really keen to learn and understand more about the new ways of digital learning and how it can help within the role.

     Thanks,

    Shaun

  • Hi karen,

    Great post. I totaly agree with how learning and devlopment has changed over the years

    I was reflecting on the type of training that I have received over the years to the way that it is currently evolving in todays world.

    I feel there has definitly been a greater move to "less is more". Less standing in front of groups and reading off loads of slide to a more interactive approach to learning. Encouraging groups to share experiences and knowledge and to be active participants in their learning is gaining more traction as it may viewed as more engaging and the vital information is better retained .

    The evolution of technology has made accessing information to suport learning that much more accessable and the opportunity for driving ones own development is becoming less constricted by time frames as learning is no longer confined to a classroom or specific date and time.

    At the moment gamification is growing in popularirtyas a way to learn as it is taping into the way people like to interact. We have progressed into a digital age where communicating, socalising and learning can be achieved through our mobile devices. People can now learn and discover new things instantly. By incorporating these tools in the learning process provdes a greater reach in the learning and development process as it is providing people a way in which they would like to recieve information but also in a way that they can relate to it and take onboard information in a way that they feel comfortable with,

    It is definitly an exciting time in the world of L&D!

    Thanks,

    Pete

  • Hi Karen,

    Thank you, your post was really interesting. I am new to this sector and hadn't thought about the ways different generations prefer to learn.

    Looking forward to any other posts you might share.

    Thanks, Kirsty

    • Thanks Kirsty.  

      Here is a link to a blog and infographic 'meet the modern learner' which may be of interest to you

      https://blog.grovo.com/7-learned-deloittes-meet-modern-learner/

      7 Things We Learned From Deloitte’s “Meet the Modern Learner”
      Bersin by Deloitte’s “Meet the Modern Learner” is an illuminating snapshot of the challenges facing learning professionals today. Here are the 7 bigg…
      • Thanks for sharing Karen, after readiong this short article lots of it rang true to my experiences.

        • Ah glad you found it useful Graham :)

  • Hi Karen, I have recently started the level 5 In L&D practice and we are looking at emerging L&D trends I have read this whilst completing some wider reading and this is really insightful - Thankyou :)

    • Morning Raisa,

      I'd highly recommend having a look at the work of Fosway if you're exploring emerging L&D trends. Each year they look at the stage of digital learning and produce a report that explores trends and patterns.

      You can find some more information just here

       

      Digital Learning Realities Research
      Wander around any industry conference, event and online discussion and you are certain to hear lots of talk of Learning Technologies. The hype just k…
      • I have just started my L&D Level 5 Diploma also and found my way to this from learning chunk 2.  Thank you for sharing this, I have found it an interesting topic to explore in more detail myself.

      • Thank you for this Ady :) 

This reply was deleted.

CIPD Branch Events

Did you know your local CIPD branch will put on relevant events that are free to CIPD members.

Take a look for your local branch here and what events are happening. Remember attending these events are great CPD evidence.

CIPD Branch Event Search

What's Happening?

Dimple Dhingra updated their profile photo
8 hours ago
I have completed my DVP 1, 2 and 3 assessment but not sure whether I have done up to mark or not so not feeling confident enough to submit? And plus I am not sure what should I write in 4th assessment?Please advise
Nerissa Plumb and Andrea Baker are now connected
10 hours ago
Shazna Begum and Cristina Bermejo Barquilla are now connected
11 hours ago
JASMIN SHAW updated their profile photo
15 hours ago
Jasmine Nettle, Gemma Quin, Kiana Patricia Murray and 1 more joined DPG Community
16 hours ago
Theresa Mayne FCIPD and Katie Stanley are now connected
17 hours ago
Rachel Benson and Lucy Burns are now connected
18 hours ago
More…