LinkedIn Learning recently published its annual research report on the state of affairs in learning and development. This year’s Workplace Learning Report – the sixth such report - is all about transformation, acknowledging that as our world of work changes, so does L&D.
The report reveals that leaders in L&D are breaking down organizational silos to work together towards a more holistic view of HR, which means exploring new ways to link the development of skills to career development, internal mobility and staff retention. And they are demonstrating a new kind of caring and humanity on topics such as wellbeing, diversity, and inclusion.
We have summarized the main findings of the report for you
In 2019, having learning and development opportunities ranked 9th in the list of most important factors for a good organizational culture, but this year it’s escalated to number one for employees. Opportunities for personal growth now outrank a feeling of 'belonging' (second place) and organizational values (third place). Fortunately, 62% of the L&D professionals surveyed indicated that the learning culture within their organization had become stronger in the past year.
Leadership development and management training will be the primary focus area for L&D programs in 2022. Other priority areas include: Employee upskilling and reskilling; Digital transformation; and Diversity and inclusion.
More than last year, L&D professionals are concerned about the gap between the skills available within the organization and those needed:
COVID-19 made us more aware of the inequality between people – in health, wealth and opportunity. This shifting mindset also increased the focus on diversity, equal opportunities and inclusion in the workplace, as a fundamental basis for psychological safety and the path to better performance. L&D plays an important role here: 55% of respondents indicate that L&D is fully (12%) or partially (43%) responsible for their organization's DE&I strategy.
The report highlights that another important issue for organizations is to go further to ensure the wellbeing of employees. The decisive factor revealed is the manager, which is why 49% of L&D professionals paid more attention to training and supporting managers in this area last year. But there is room for improvement: only 25% say their organization prioritizes training for leaders on the wellbeing of their people, despite the fact that organizations with less caring managers are almost 50% more likely to see employees looking for other jobs. Attracting and retaining talent requires good people skills, especially from manager communities
According to LinkedIn Learning, building skills through skills-based workforce planning is the way to move your organization forward. Organizations that start doing this have a unique opportunity to accelerate the creation of a learning culture and successfully tap into trends in L&D, such as the link between talent development and internal mobility. Some key trends include:
The LinkedIn Workplace Learning report is geared towards helping L&D leaders make an even stronger impact for their people and organizations, which is why the report also provides top tips to successfully navigate this transformation:
Click here to view the full report.