There is no question that technology is dramatically changing the way individuals are interacting, learning and behaving in the workplace. More and more, organizations realize they will need to embrace new technologies to remain commercially competitive, keep up with the fast pace of business and remain an attractive employer to the growing number of Millennials entering the workforce.
A recent report by Deloitte ‘Digital Disruption: Short fuse big bang?’ shows organizations across all industries will be increasingly challenged to embrace ‘digital disruption.’ At least 12 per cent of Australian workers will telework completely by 2020. Further, 60 per cent of CIOs surveyed said the Cloud – a key component for mobile and remote working – is important and warrants a strategic response, which is almost double the number of CIOs who felt this way two years ago.
No role or function within an organization is immune to digital disruption, but what does it mean for HR and L&D professionals?
It’s easy to see how HR and L&D professionals might feel challenged or threatened by new technologies that are disrupting the way HR or learning strategies have traditionally been delivered. However, rather than viewing it as a ‘threat,’ they must look at how they can embrace innovative L&D solutions and strategies that engage employees and demonstrate more value and return on investment to employers.
Areas where HR and L&D professionals can embrace digital learning and development offerings to improve performance in the workplace include:
The ‘Bring Your Own Device’ (BYOD) revolution has enabled employees to be more flexible in their approach to work, allowing entire teams or organizations to successfully operate remotely. This means employees are no longer restricted to the time and place that they can complete L&D requirements. With a mobile device, they can learn anytime and anywhere, as long as their organization has enabled mobile learning.
HR professionals often find it challenging to re-engage workforces following organizational restructures. Implementing individualized learning strategies, delivered digitally at the right time and in the right way can help to realign the “survivors” with future organizational goals.
Digitalization of L&D solutions has enabled organizations and employees to more easily tap into global networks and programs that would otherwise remain inaccessible to them.
To learn more about how to create and foster an agile workforce that can adapt in times of change for maximum business impact and performance, please download the thought leadership paper, ‘The relationship between learning, workforce agility and business performance’ here.
Rosie Cairnes is Regional Director, Australia & New Zealand at Skillsoft.