4 trends in 2024 for Learning & Development

We look ahead to 2024, a year in which the role of an L&D specialist is increasingly focused on data-driven methods and the optimal utilization of artificial intelligence. However, amidst this progress, there is a pitfall. It should not become an end in itself to keep up with technology. Therefore, the challenge for L&D professionals in 2024 is to focus on the endgame.

The endgame

The World Economic Forum estimated in 2020 that by 2025, 50% of all employees will need reskilling due to the adoption of new technology. Research from McKinsey also predicts that by 2030, as many as 800 million jobs worldwide will be displaced by automation. It is expected that even after 2030, the roles of employees will continue to evolve. People will need to learn new skills to remain employable. This significantly shakes up the task of L&D, and we see trends for 2024 that they cannot ignore. These trends will assist in the significant challenge L&D faces: being a strategic business partner, embedded in the company to continue demonstrating its value, relevance, and expertise.

4 trends for Learning & Development

1. Shift from content to skills

A trend closely related to the endgame is how you position your learning offerings. Because jobs are changing at such a rapid pace, content should no longer take precedence. Instead, ensure that it revolves around skills—the skills needed to solve problems. We previously discussed this in our blog on upskilling and reskilling.

2. Immersive learning

Time remains scarce. Therefore, we must increasingly move towards new forms of workplace learning. Technologies such as virtual and augmented reality (immersive learning) can elevate workplace learning to a higher level, literally saving time. Employees can immerse themselves in virtual environments simulating realistic scenarios. They practice skills in a safe and interactive environment while doing their work. Workplace learning takes on a new meaning.

3. Aligning with organizational objectives

Research shows that L&D often measures success with the wrong objectives. On analytics lists, we see a focus on pride and vanity—percentages completing/well-rated training—rather than figures reflecting learning outcomes linked to performance and organizational goals. The advice is clear: L&D needs to get the basics right. Defining the problem should be high on the 2024 priority list. Hurrying to create a ton of content before problems are worked out that could solve them leads people to (figuratively) drown in the content. This brings us to the final trend.

4. Organizing and focusing on the abundance of resources

"People are not engaged with our learning offerings. It must be because of the content." However, this is not always the case. Research via LinkedIn shows that nearly half of employees want to learn when needed, but almost 1 in 3 has to wait for the right information (and the learning moment has passed). Due to a multitude of tools and types of information, employees often can't find the right learning content. It's not about having as much content as possible, but personalized offerings in as few different tools as possible that align with organizational goals. An organization can achieve this more easily with an LXP: a tool that provides access to everything available but also thinks and suggests in line with your organizational objectives.

Is your organization already focusing on the endgame, or are there still many ad hoc interventions? Let us know!

Sources:

1. Elevating Learning & Development. McKinsey, 2016

2. Jobs lost, jobs gained: What the future of work will mean for jobs, skills, and wages. McKinsey Global Institute, 2017

3. Reskilling and upskilling the future-ready workforce for industry 4.0 and beyond. Springer, 2022

4. The future of jobs report 2020. World economic forum, 2020

5. Building the agile future. LinkedIn Learning, 2023