The Training Function of 2014

The role of the Training / L&D function has evolved over the last few years. The hyper connectedness & changing needs of the business have placed the training function at a pivotal point within the organisation. As a training manager, I have been reflecting on these changes over the last three years.

In 2011, I thought the focus on informal learning and e-learning were the game changers with organisations trying to do more with less & training ROI taking center stage.

In 2012, the training managers’ role evolved from being just a designer & deployer of content to that of a supply chain manager of knowledge. The focus was on training teams becoming internal consulting teams with most design & delivery work getting outsourced.

2013 saw social media integration within training, MOOCs being used for corporate learning, learning journeys becoming gamified and micro learning emerging as key themes.

What’s in store in 2014 ?

The demands on the training function will be even greater and new dimensions of engagement will further transform the function. Most training managers who have kept pace with the changing needs will be called upon to engage their functions for larger enterprise wide programs and initiatives. Here are some that I think will gain prominence.

Training function as the change management champion

Given that most organisations are driving the collaboration & change agenda, I see the training function being increasingly called upon to champion these efforts. This includes working with internal communications to design awareness campaigns, designing micro learning chunks to communicate benefits of the change and facilitating orientation sessions for change management campaigns.

Training function as the employee engagement Champion

Most employee engagement surveys slot learning opportunities as a key engagement driver & the training function is best suited to champion this cause further. Creating engaging learning journeys for employees will have a much wider impact than just solving a business problem at hand. The Training function will have to own how ‘learning drives engagement’ agenda.

Training function as the collaboration champion

Most organisations are embracing enterprise social networks to foster collaboration. Given that this requires community management and facilitation skills, the training function is best positioned to champion this agenda. Creating communities of practice, training community managers & curating the content on these communities are some of the areas where the training function can meaningfully contribute.

Training function as the employer brand champion

The quality of learning that an organisation is perceived to offer plays a huge role in the employer brand perception. The training function will have to partner with talent acquisition teams to showcase the learning opportunities that an organisation offers. The training function will also have to benchmark their practices against the best in the industry. Showcasing innovation in learning practices through social media platforms will also add to the employer brand traction.

In summary

Given the rapid pace of transformation, the training function can no longer afford to procrastinate. It’s no longer enough to state the lack of a learning culture, supportive management etc. as reasons for not changing. If the training function falls back by even a year or two, it won’t put you back numerically. The fall will be exponential and the cultural catching up will become an enormous effort.

Sunder Ramachandran is a highly energetic training leader with extensive experience in building capabilities for large teams in the offshore/outsourcing space. He is currently a Senior Training Manager with JLT Group, one of the world’s largest providers of insurance and employee benefits related advice, brokerage and associated services including an office of over 850 employees in Mumbai, India.

Sunder’s articles on workplace learning have appeared in Indian & International media including The Economic Times, Hindu Business Line, Times Ascent, National HRD Newsletter, Rediff.com, Askmen.com, Top7business.com, Human Capital and HrmAsia.com. His articles can be read at http://www.scoop.it/t/learning-leader. He is passionate about social learning and blogs on the learning experiments that he is leading at http://sundertrg.tumblr.com

Sunder was a training entrepreneur for five years and has gained valuable experience on both the ‘Buy’ & ‘Sell’ side of the training business.. Connect with him on  LinkedIn and on twitter@sundertrg.