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// EDITOR ’ S QUESTION ?
ALAN HIDDLESTON , DIRECTOR OF CORPORATE LEARNING , D2L
A dvances in technology , particularly automation , are calling the very nature of the workplace into question . Automation is shortening the half-life of skills , and more manual and repetitive jobs are being quickly automated and replaced by Artificial Intelligence ( AI ). This is creating a new landscape where continual development or regular ‘ upskilling ’ of employees is the only viable way forward . HR and Learning and Development ( L & D ) teams are having to undergo a serious transformation in order to facilitate this .
We must not forget the impact of COVID-19 and remote working , of course . Digital upskilling and reskilling are a crucial aspect of the UK ’ s economic recovery . To meet the requirements of the future workplace , HR and L & D teams will need to move beyond content . After all , digital skills are far more difficult to develop and assess , particularly en masse and remotely . The way these departments measure individuals ’ progress will need to be far more precise and data driven .
HR will need to create a skills map of key desirable criteria and behaviours , leveraging data analytics to ‘ quantify ’ skills and measure progress far more accurately . In fact , L & D will need to provide more varied pathways through programmatic learning – blended and continuous , action-based learning solutions that nurture specific skill sets over time – which can be complemented by digital technology .
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HR TEAMS
WILL NEED TO CONTINUE JUGGLING THE PANDEMIC , THE RISING TIDE OF AUTOMATION , A MULTIGENERATIONAL WORKFORCE AND A SHORTER SHELF LIFE FOR SKILLS .
Future of HR
Given these challenges , we will begin to see the de-centralisation of HR and L & D – centralised L & D functions simply will not be able to keep pace with the new learning challenges emerging at a departmental level in organisations . A recent study by IBM revealed that the time it takes to close a skill gap through enterprise learning has increased dramatically . On average , it now takes around 36 days to close a capability gap and retrain teams . It is likely that HR will need to be more focused on the enablement of other business functions to be responsible for their own learning development and delivery .
HR teams will need to continue juggling the pandemic , the rising tide of automation , a multigenerational workforce and a shorter shelf life for skills . HR ’ s next big challenge will be how to provide new opportunities for learning and collaboration and developing future-proof learning cultures .
Through programmatic learning , HR can provide a personalised learning experience designed to deliver high-value transformational projects at an organisational level . �
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IT NOW TAKES AROUND 36 DAYS TO CLOSE A CAPABILITY GAP AND RETRAIN TEAMS .
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