CHAPTER 11
THE FUTURE OF TRAINING AND
DEVELOPMENT
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OBJECTIVES (1)
Identify the future trends that are likely to influence training
departments and trainers
Discuss how wearables, artificial intelligence (AI) and the internet-ofthings (IoT) will influence training and development
Discuss how rapid instructional design and agile design differs from
traditional training design
Discuss how big data can be used to show how training supports
business outcomes
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OBJECTIVES (2)
Discuss the impact of increased automation on jobs and training
Explain how companies are trying to close the skill gap
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FUTURE TRENDS THAT WILL AFFECT TRAINING
Jump to FUTURE TRENDS THAT WILL AFFECT TRAINING Long Description
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AUTOMATION OF WORK
Six out of ten current occupations have more than 30% of work
activities that can be automated
By 2030, 15% of the global workforce representing over 400 million
workers could be potentially displaced
• Three percent (75 million) workers will need to change their
occupation
A significant proportion of the workforce will need to learn new skills
and find jobs in new occupations
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WHY TECHNOLOGY FOR TRAINING WILL INCREASE (1)
Technology costs will decrease
Technology will better prepare employees to serve customers and
generate new business
Technology will eliminate the need to bring employees to one central
training location (and therefore reduce costs)
Technology will allow trainers to build many desirable features of a
learning environment
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WHY TECHNOLOGY FOR TRAINING WILL INCREASE (2)
Technology will facilitate training for employees in non-traditional
employment and alternative work arrangements
Technology will make it easier to provide training and performance
support
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NEW TECHNOLOGICAL ADVANCES
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WEARABLES
Wearables (smartwatches, bands, and smart eyewear) offer many
benefits
• Offer hands-free, voice-activated access to procedures and
checklists
• Provide live access to experts
• Allow the review of best-practice videos before or during the
performance of complex procedures
• Provide real-time notifications and alerts
• Can provide useful needs assessment data by tracking what tasks
employees perform most
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ARTIFICIAL INTELLIGENCE
AI will become even more humanlike and accessible at a lower cost
AI may influence learning where every employee could have a learning
bot
• A learning bot could help employees by identifying and
recommending the most important knowledge to get work done
AI could help with coaching and mentoring
AI could help training managers to analyze matches (or mismatches)
between role and tasks to identify learning needs
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INTERNET OF THINGS
Internet of things (IoT) devices refers to “smart devices”—physical
objects embedded with sensors and Internet connections
Apps on wearable devices can be used to track employees’ locations
and connect employees to seminars, courses, or available SMEs
Iot helps make learning a continuous ongoing personalized experience
that employees can engage in when it is needed
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GAMIFICATION
Games make training fun, maximize learning, and appeal to Millennials
Often includes short interactive lessons, available at learners’
fingertips, and allows learners to ask their peers questions and share
experiences
May include advanced simulations based on digital twins, a digital
representation of a real world object or system that learners can
explore in a 3D environment
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TIN CAN API
The Tin Can API (or Experience API) is a specification technology that
makes it possible to collect data about online and face-to-face learning
experiences
Collects data based on the reality that learning occurs everywhere
using different methods, through real world experiences, and through
formal training
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NEUROSCIENCE AND LEARNING
Research on the hippocampus has identified conditions necessary for
learning, which include attention, generation, emotion, and spacing
Learners have to eliminate distractions
They need to make their own connections to new ideas
They need some but not overwhelming emotional stimulation
Long-term recall is better when we learn information over several
different time periods rather than all at once
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RAPID INSTRUCTIONAL DESIGN (RID)
RID is a group of techniques that allows training to be built more
quickly
Two important RID principles:
• Instructional content and process can be developed independently
• Resources devoted to design and delivery of instruction can be
reallocated
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COMMON RID STRATEGIES
Developing a learning system instead of an instruction system
Using shortcuts where appropriate
Combining or skipping different steps
Adapting existing materials
Developing instruction around job aids and performance support
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JUST-IN-TIME LEARNING
Just-in-time learning (or embedded learning) refers to learning that
occurs on the job as needed
Involves collaboration and non-learning technologies such as instant
messaging
Popular for employees who cannot attend classroom training or spend
hours with online learning
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CLOUD COMPUTING
Computer systems that provide IT infrastructure over a network in a
self-service, modifiable, and on-demand context
Just-in-time access to workforce analytics tools, training programs, and
social media
Can be used to store learning data in a digital warehouse that can be
easily accessed to analyze trends
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BIG DATA
Involves collecting data about users’ activities, analyzing data to
identify trends, and understanding how trends link to business goals
Useful for identifying how employees learn, who the experts and
leaders are in social networks, and what type of instruction leads to the
best results
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THERE IS A SKILLS GAP
Demographic, global, and technological changes are creating a skills
gap that presents challenges for companies in the U.S. and around the
world
The current education-to-employment system is not preparing students
and adults for the twenty-first-century economy
Barriers between business and educational institutions make it difficult
for many employees to update needed knowledge and skills
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CLOSING THE SKILLS GAP
More companies are hiring workers based on the skills they have (not
the degrees they hold)
Companies will rely on in-house training to teach needed skill sets
Companies may provide training and education as part of their benefits
packages
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NEEDED TRAINER SKILLS AND COMPETENCIES (1)
Matching training content and methods to the local culture of the
workplace
Designing learning space and content in technology-driven
environments
Use of multimedia tools
Delivering and packaging training in different formats for beginners
and experts
Use of assessments to determine trainees’ learning styles
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NEEDED TRAINER SKILLS AND COMPETENCIES (2)
Developing search-and-identify technologies so employees can find
information when they need it
Facilitating learning and staying in touch with employees, managers,
and business units for their learning needs
Being a change agent
Developing learning that is integrated with the job
Integrating social media into learning
Identifying root causes of job and business problems
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CONCLUDING POINTS
Many principles of training and development will withstand the test of
time
However, the training and development function will continue to
evolve
It is important to stay abreast of emerging trends and incorporate
them into training systems creatively yet wisely
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Appendix of Image Long Descriptions
FUTURE TRENDS THAT WILL AFFECT TRAINING Long
Description
This slide presents future trends that will affect training in different boxes (from left to right, top to bottom):
Automation of work
Use of new technologies for training delivery and instruction
Breakthroughs in neuroscience about learning
Greater emphasis on speed in design, focus on content
Increased use of just-in-time learning and performance support
Increased emphasis on Big Data to show how learning helps the business
Investing in training to close skill gaps
Jump back to FUTURE TRENDS THAT WILL AFFECT TRAINING
NEW TECHNOLOGICAL ADVANCES Long Description
This slide presents new technological advances that will affect training in different circles (from left to right, top to
bottom):
Wearables
Artificial Intelligence
Internet of Things (IoT)
Gamification
Immersive Learning Experiences
Tin Can API
Jump back to NEW TECHNOLOGICAL ADVANCES