LinkedIn has its this week. released Fifth report on workplace learning, which features responses from over 1,200 learning and development professionals and nearly 900 learners to offer new perspectives and insights into key learning and development trends and how companies should plan these developments.
You can download the full 65-page report here (with email subscription), but in this post we’ll take a look at some of the key notes.
First off, which won’t come as a surprise given the chaos of 2020, LinkedIn found that “Resilience and adaptability” is now an important learning and development focus, followed by “Technology skills / digital fluency”.
We’ve all had to adapt in some way due to the impact of the pandemic, and you can see from these other topics how the WFH relocation had affected development trends.
The increased focus on digital connectivity has also made digital literacy a priority.
In fact, digital literacy should now be on the general education curriculum, as is already the case in some countries. In view of the far-reaching effects of misinformation and the way in which digital platforms can be used for it, and our increasing dependence on networked tools in all aspects, it is now a crucial life skill that all young people acquire on their own.
The more information we can provide on this, the better.
LinkedIn also found that “upskilling and reskilling” is now the focus area for learning and development programs, which is also not surprising.
Many people have had to find new roles or change their focus due to the effects of COVID-19, so many workers have had to and have to retrain.
LinkedIn also found that a growing number of employees who switch roles are doing so from entirely different career paths as opposed to related roles.
“An analysis of the data science team at LinkedIn, which was carried out for the World Economic Forum, has shown that many employees who have switched to” emerging roles “in the last five years come from completely different professions Artificial Intelligence ( AI) came from other industries. That number increases when we look at engineering roles (67%), content roles (72%), and sales (75%) in Data and AI had the largest differences in skill profiles, with half of them having skills with little similarity . ”
New sectors open up new opportunities, and as AR / VR and other technologies move forward, this will continue to increase, redirecting people from different professional backgrounds to these new avenues – and it’s worth noting that experience isn’t a big factor in some ways .
In many ways, it is impossible to have experience in these emerging positions, which gives people more opportunities to change their career path if they so choose.
As you can see from the graphic, “virtual onboarding” is also an important focus, again reflecting the increasing WFH shift, which is likely to be a lasting impact of the pandemic.
This is also underlined by the move away from Instructor Lead Training (ILT) to online courses in self-study.
Organizations are increasingly looking for variable work arrangements to provide more flexibility that not only allows them to attract more candidates through wider options, but also to ensure that they find the best people regardless of location. And that could become an important differentiator in the future.
LinkedIn has also found that younger employees are increasingly looking for professional development opportunities
“Generation Z learners will spend time studying if it can help them in their current job (69%) to acquire the skills they need to work in another role (47%) or to find new roles internally (Hello, internal mobility) – more than any other generation in the workforce. And more than three-quarters (76%) of Generation Z employees believe that learning is the key to a successful career. “
This could be an important clue to motivate younger employees, but group learning is also becoming increasingly popular.
“For example, the number of participants in study groups has increased by 1,100%, with younger generations joining them much more often than their older colleagues. There was also a 225% increase in courses shared with a learner’s professional network and a 121% increase in activity. “
There is likely some degree of outside validation in your being able to show your newest skills to your co-workers and co-workers. But it also highlights an important point of value – if you want to maximize staff learning, it should be available online and something they can do with other coworkers or students to help build the community that many are experiencing due to the painful lockouts .
There are some interesting insights here, and if you work in HR it is worth downloading the full report and checking out the results from LinkedIn. It can help you develop a better approach to your own learning and development processes and better position your company to benefit from these important changes.
You can download the full LinkedIn Learning 2021 Workplace Learning Report here.