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I recently had an opportunity to speak with a group of Human Resources professionals. It was clear from that conversation that in times of economic challenge we need to know where to invest scarce resources, particularly in terms of developing staff skills. Predicting the future is tough, but as one pundit put it, why predict the future when you can find data for the present? In that spirit, here are six emerging trends for learning and development.

Quick Start Service Providers

IT departments, already stretched thin with system maintenance and user support, are generally loath to take on new responsibilities, like hosting learning management systems (LMS), social media and informal learning networks – all of which are important parts of a blended learning solution. An alternative is to turn to third party hosts who provide LMSs like Moodle, or social media and threaded discussion boards like vBulletin. These can be set up in a matter of hours, delivering both low costs and fast deployment. Your organization can begin reaping the benefits of managing training and harnessing informal learning networks almost immediately.

Cloud Computing

Unlike conventional computing where applications and files are stored on a local hard drive, cloud computing relies on sharing resources over the Internet. For example, Google provides easy storage and sharing of documents, along with applications like calendars and email. Microsoft provides an Internet- based version of its popular Office software. Other examples are blogs, social media sites like Facebook and Twitter, and the previously mentioned LMSs and threaded discussion boards. These are important channels for taking your messages where your audience is. And don’t forget YouTube for free hosting and distribution of information aimed at marketing to customers and distributors.

There are several benefits to cloud computing:

• Documents and applications reside outside the organization’s firewall, minimizing security issues when non-employees access information.
• It is low cost or no cost, yet offers high quality, reliable service.
• It requires little or no attention from the organization’s own IT department.

Integrated e-Learning

All organizations use electronic communications, but savvy organizations use it to provide links to e-Learning modules. This just-in-time training approach gets information into the hands of those who need it quickly and efficiently. For example, product managers can send email that contain links to modules that explain the latest sales initiative, and human resources can build e-Learning into web-based benefits and payroll systems. Hiring managers can set up calendar appointments for job candidate interviews with links to modules teaching interviewing skills.

Constant Learning

Necessary job skills are evolving faster than schools can produce qualified job candidates. As a result, organizations rely on constant, on-the-job training to retain their competitive edge. E-Learning lets organizations build staff skills quickly and efficiently without needing to wait for scheduled classroom instruction. E-Learning, when combined with an LMS, also lets organizations track who has taken courses and how well they performed. This can be important when the content deals with safety standards, or sensitive social issues such as sexual harassment and diversity topics.

Simulations

For many years, simulations have been an important part of training activities in the defense and aviation industries. The high cost, however, kept simulations from being adopted by organizations with smaller budgets – at least until now. Today’s software lets instructional designers and programmers develop realistic scenarios that can teach a broad range of skills and competencies at a much reduced cost. Potential uses for this type of low cost simulation include teaching:

• Management skills
• Interview skills
• Sales training
• Diversity training

Informal Learning

It’s important to remember that not all learning occurs in the classroom. Employee conversations in the lunch room or over the cubicle wall add an important dimension to obtaining and reinforcing formal learning. In fact, if we look at how much learning occurs through various channels, we find that formal classroom training accounts for only about 23% of learning, and on-the-job mentoring accounts for 29%. On the other hand, interaction with peers and managers accounts for a full 48% of all learning. Clearly informal learning is an important part of knowledge transfer. Fortunately, tools exist to “formalize” informal learning.

• Blogs let employees self-publish practical, hands-on knowledge about how the job really gets done. It’s information without corporate-speak that employees crave.
• Wikis are a type of online encyclopedia where subject experts can deposit their knowledge about specific areas of job performance. Employees can search for the nuggets they need without reading an entire procedure manual.
• Online bulletin boards let employees openly discuss and identify solutions to problems that don’t need an immediate fix.

All of these methods become part of the organizational culture and help strengthen the mission and values. Equally important, each of these tools resides behind the company firewall to keep it safe from competitor’s prying eyes.

How long will these trends last? We can’t predict that, but it’s a safe bet that new technology will replace each of these methods. Until then, we’ll keep an eye on the current data to see what’s being widely used now.