Learning’s Reinvention Jumpstarted by Tough Economy

Congratulations! You survived 2009. We all had to be more creative and innovate new methods to accomplish more. Despite the economy, we continued to invest in our workforce to achieve

Congratulations! You survived 2009. We all had to be more creative and innovate new methods to accomplish more. Despite the economy, we continued to invest in our workforce to achieve profitability and close gaps created by layoffs. According to ASTD’s State of the Industry study, organizations invested $137 billion in employee development. How we invest these dollars differed significantly in 2009, and will continue into 2010.

>> More E-learning
Companies still need to train staff, sell products and meet compliance requirements. In 2009, only 48 percent of training hours were being conducted by traditional instructor-led classroom-based training. In 1999, it was 71 percent of total training hours.

>> Mobile Learning Everywhere
Content will be accessible to all forms of electronic devices. As Joe DiDonato points out in the “Future Workforce” article, information must move to just-in-time and on-demand. Forty-seven percent of training departments will be investing in mobile learning solutions according to the 2009 Elearning!User Study.

>> Social Learning and Collaboration
Two generations in the current workforce are more social and collaborative than the Boomers. As David Coleman illustrated in the column on generational differences, this workforce will change the way we all work … and for the better. This trend requires us to change our content, delivery and style. Currently, 40 to 54 percent of organizations surveyed are using knowledge portals, blogs, collaborative authoring and work spaces. And, 77 percent of organizations use or plan to implement social learning within their organization.

>> Learning and Talent Management System Tools
All these new technologies and business processes drive changes in the platforms that support learning and development. Today, 79 percent of organizations surveyed plan to add, replace or change their current learning and/or talent management system. The key driver is the varied and new learning methods deployed across our enterprises.

Congratulations, you have participated in an exciting, challenging and innovative period for our industry. We can’t wait to hear about your lessons and successes in 2010.

—Catherine Upton is the Group Publisher of Elearning! and Government Elearning! magazines. She has covered this industry since 1999. Contact her at cupton@2elearning.com or (888) 201-2841 x845. The Elearning! User Study is available at www.2elearning.com/www/resources/research-whitepapers.html.

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