2023 is the year where HR will reinvent employee development strategies and bring learning into everyday work.
According to a McKinsey report, among the great resignations and great reshuffles, lack of career development and advancement is the leading reason for leaving a job. And while 87% of organizations know they have a skills gap or will have one in the next few years, only 40% of employees say their company is operating at high efficiency.
Closing the skills gap is an important way for HR to differentiate in their organizations. However, doing this well requires initiative and renewal of old learning methods.
In 2023, we will see a focus on more strategic learning – training skills aligned with the skills organizations need to be competitive. These can include hard skills, which are more technical, and soft skills, such as communication, time management, and analytical and critical thinking skills.
Implementing these learnings into the work flow requires reinvention of traditional training methods. We will see more microlearning, micro-mentoring, performance coaching and learning in workflows.
As part of this trend, we predict that HR will invest in more personalized workplace learning that is linked to what people are interested in learning and how they prefer to learn. In this way, HR can ensure that employees are learning topics relevant to them in an engaging manner. To do this, HR needs to refresh many old learning habits and replace them with more contemporary techniques.
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