The pandemic and the economic downturn in recent months has forced many business leaders to reconsider their approach to Learning and Development. A report by TalentLMS reveals that 67% of HR managers have an increased L&D budget in 2022 while LinkedIn’s 2022 Workplace Learning report states that L&D leaders are twice as likely to have a seat at the C-suite table today, compared with during pre-pandemic times. With international talent management being one of the most challenging areas in the post-pandemic era, there are four trends that can help L&D pros reframe this new pressure.
1. Upskill & Reskill
The pandemic has pushed forward digital transformation across many industries. In the public sector alone, 34% of jobs are expected to be replaced by automation by the early 2030s. Companies willing to keep up with the rapidly evolving digitalization while also keeping down their recruitment costs need to focus on upskilling the employees they already have. Building in-house upskilling and reskilling programs might thus be a great investment in helping your business grow sustainably. Many prominent MNCs like IBM or DHL have already launched such programs to make sure they have all the skills they need in the future within their company.
2. Create Ecosystems
Given the pace of digitalization mentioned above, organizations should rethink the ways to encourage their employees across different regions to acquire new skills more actively than before. An effective and easy-to-use learning ecosystem could be a great help in engaging the staff in new learning programs. At Milengo we define a learning ecosystem as a digital environment that brings together three training content, learning analytics, and feedback tools, and is available to all the employees regardless of their geographical location. Fortunately for L&D managers, there are plenty of companies providing ready-to-use non-code solutions for creating a learning ecosystem, such as Leapsome, 360Learning, and many more.
3. Emphasize Video Content
CIPD research says that the usage of video content has increased over pandemic, and continues to be the most successful and engaging format of corporate learning, followed by curated content, and microlearning. This is definitely a reason to consider making multimedia content a cornerstone of your employee learning strategy. However, video content has longer production cycles and higher costs compared to traditional text formats. This might be an even greater problem for multinational teams that need to deliver their L&D materials in multiple languages and adjust the content to multiple markets. So, make sure you maximize the use of automation tools for video creation, editing, summarizing, and transcription to optimize your production cycles.
4. Localize L&D Materials
With cultural and language barriers being a big challenge for many remote multicultural teams, standardizing all your L&D materials in English might not always be a way out. Depending on the industry you are in, your employees might not all master English well enough to complete an upskill or learning course. Also, there’s evidence that using English as a shared language between non-native speakers may lead to “invisible errors”: situations when both the speaker and the hearer misunderstand each other but neither of them realizes that they get something wrong. At the same time, employees who are addressed in their native language have more resources to identify and resolve misunderstandings. If you are following the pathway of multilingual learning content production in your company, services like AI Voiceover might save you time and costs on localization and editing of your learning materials.
The fact that L&D is gaining more attention from organizational leaders is great news, considering the number of tasks L&D managers are facing in 2022. Now L&D leaders should ensure they are using their time and budgets in the most effective way with a good deal of outsourcing, automation, and upskilling themselves.
By Julia Staszak, Head of People and Finance at Milengo.
