Corporate Training Trends and Challenges: Opinions from T&D Specialists

Contents:

• What challenges are facing the L&D function?

At the international EdCrunch Glocal conference, held on December 7-8, one of the key tracks was corporate training. This article presents the main trends and challenges facing the L&D functions of Russian companies. Discussing current trends in corporate training helps identify key aspects that impact employee professional development and organizational effectiveness.

At two panel discussions on corporate training—"Corporate Training Technologies: An Honest Discussion" and "An L&D Strategy That Makes a Company Stronger"—speakers discussed current issues and trends in this area. One of the key trends was the significant increase in the importance of employee development and retraining, which is explained by a noticeable shortage of qualified personnel in the labor market. This factor emphasizes the need for effective training and development strategies that can strengthen companies' positions in an increasingly competitive environment.

What challenges does the L&D function face?

L&D specialists play a key role in supporting both current operational processes (Run Business) and strategic changes (Change Business) within a company. To effectively address these challenges, L&D professionals need to develop specific skills and knowledge. It's crucial to master methods that integrate learning into everyday business processes and ensure employees are prepared for upcoming changes and innovations. This includes creating adaptive training programs that meet both current business needs and the company's long-term strategic goals.

• Find a balance between short-term and strategic objectives and focus on what is important at the moment;
• Develop foresight and anticipate what competencies the company will need in three to four years, proactively shape the training agenda;
• Be closely connected with the business and independently offer educational solutions, rather than simply responding to a request for training;
• Develop strategic training goals flexibly, quickly adapting them to changes within the company and externally, thus responding to high environmental uncertainty.

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It is important to maintain a balance between short- and medium-term objectives that may arise from business stakeholders, and strategic initiatives that have not yet been discussed. It takes an insightful HR professional or learning and development leader to anticipate what these people will need in three to four years, given the current challenges facing the business. Understanding the organization's long-term needs will enable effective talent development planning and enhance the company's competitiveness. Oksana Fetisova serves as Director of the MTS Corporate University. In this role, she is responsible for developing educational programs and initiatives aimed at improving the skills of the company's employees. Under her leadership, the university implements strategies that promote professional growth and leadership development. Oksana actively implements modern training methods and technologies, allowing MTS to remain competitive in the market. Her experience and expertise in corporate training play a key role in fostering a culture of continuous learning within the company. Employees are currently surrounded by extensive training content, both internal and external. However, work tasks often take priority, resulting in a lack of time for learning. However, it is crucial for companies to provide their employees with the necessary knowledge and skills in a timely manner to achieve business goals. These two aspects create a conflict, and the learning and development (L&D) function must find effective solutions. To do this, it is necessary to:

• ensure that employees are clearly aware of the training the company offers and have the opportunity to devote time to it without being torn between it and work;
• create programs that allow people to master the necessary competencies quickly and with pleasure.

We face many challenges related to the development of necessary competencies. We observe that the skills our company needs are in demand by other organizations, which leads to increased costs. In this regard, our main strategy is to develop internal competencies. The question of how to make this process more efficient is of secondary importance. Employees are overloaded with work, participating in numerous projects that contribute to the company's advancement. One of our key objectives is to ensure that the educational experience they receive yields tangible results. We strive to ensure that employees quickly acquire new skills, develop, and enjoy the learning process. This is our important challenge.

Olga Mitrofanova is the Head of Recruitment and Development at Severstal. In this role, she is responsible for strategic aspects of human resources management, including talent acquisition and employee skills development. Under her leadership, programs are implemented aimed at increasing team effectiveness and enhancing corporate culture. Olga actively implements modern approaches to HR management, which contributes to the company's competitiveness in the market.

To effectively train employees, it is necessary to develop their understanding of the importance of the educational process and its impact on their personal and professional development. The main task of the T&D function is not only to organize training programs but also to demonstrate the connection between the offered training, work tasks, and employee career goals. It's important to emphasize the benefits and advantages that training will bring in the future. To achieve this, it's necessary to develop individual development plans that will help each employee complete training according to their needs and goals. A personalized approach to training, based on an understanding of personal benefits, significantly increases motivation and effectiveness, as opposed to mandatory course attendance imposed without regard for employees' interests and ambitions.

Zhannet Kashurnikova, Managing Partner of Culture of Innovation, notes that interest in mindfulness and personalization in learning began to grow even before the coronavirus pandemic and continues to grow. Employees are increasingly considering the value of their time: "My time is precious; I want to understand what I'm getting and how much the training I'm receiving really matters to me." This approach to learning demonstrates the relevance and necessity of tailoring educational programs to individual employee needs.

Personalizing learning and developing a mindful approach to it present complex challenges for T&D specialists. These processes require significant effort, additional resources, and the implementation of advanced technologies. New methods, such as self-diagnosis and self-reflection, must be applied, as well as a complete overhaul of the company's learning system. Effective implementation of these changes will help improve the quality of training and improve employee performance, which in turn will lead to increased effectiveness of the entire organization.

Reading is also important for developing your intellect and enriching your knowledge. Research shows that regular reading improves memory, concentration, and analytical skills. Reading also helps develop emotional intelligence, as it allows you to better understand the feelings and experiences of others. To get the most out of reading, choose a variety of genres and topics to broaden your horizons. Don't forget to share your impressions of what you've read with friends and acquaintances; this will enrich your experience and help you comprehend the information more deeply. Seven Key Aspects Employees Really Expect from Corporate Training. Modern workers are eager to develop and improve their skills, and it's important to understand their needs. Above all, employees want training to be relevant and applicable to their current tasks. They value the opportunity to learn flexibly, allowing them to fit it around their work responsibilities. Furthermore, interactive formats such as training and workshops facilitate better information absorption. Employees also expect feedback and support from mentors, which helps them grow and develop. Career advancement opportunities offered by corporate training are also an important aspect. Finally, employees want to see that the company is investing in their development and valuing their efforts. Understanding these needs will enable organizations to create effective training programs that will not only promote employee growth but also improve business performance.

Andrey Shobanov, Deputy Director for Research and Methodology at the Russian Railways Corporate University, emphasizes the importance of effectively and quickly distributing training content among employees. In today's business environment, many large companies strive to create self-learning organizations. This entails creating an internal environment that fosters open learning, self-motivation, and individual employee development trajectories. This approach not only improves the qualifications of personnel, but also contributes to the company's competitiveness in the market.

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Creating an environment conducive to learning in a company is an important aspect for improving work efficiency and employee development. In this article, we will look at three examples of successful practices and offer several recommendations.

The first case demonstrates how the introduction of mentoring can become a key element in employee training. Experienced employees share their knowledge and skills with newcomers, which helps speed up the onboarding process and improve the team's professionalism.

The second case emphasizes the importance of creating a knowledge-sharing platform. Regular internal seminars and workshops where employees can share their ideas and findings contribute to the development of a culture of learning and innovation.

The third case concerns the use of technology. The introduction of online courses and educational applications makes training accessible anytime and anywhere, significantly increasing employee engagement in the development process.

To create an inspiring learning environment in a company, it is worth considering several recommendations. Firstly, it is important to maintain openness and a willingness to try new things. Secondly, it is necessary to encourage employee initiative in learning and development. Third, it's worth implementing a reward system for learning achievements, which further motivates employees.

Creating an environment that inspires learning requires a conscious approach and the active participation of both management and employees. By investing in development, a company gains a motivated team ready for new challenges and tasks.

Corporate training is unimaginable without digital technologies, online formats, and hybrid solutions. Modern technological tools that provide a comprehensive approach to training and development are essential. Such solutions should include the development of training content, effective delivery of materials to the target audience, administration of both training courses and the learning processes themselves, and analysis of results to improve effectiveness. The integration of these elements helps create a more productive learning environment and improves employee learning outcomes.

The search for a solution involves considering three main options.

• creating a single platform using in-house resources or developing it with contractors;
• searching the market for a ready-made comprehensive platform that best suits the company's needs;
• using a set of different ready-made products for different purposes and combining them into an ecosystem.

Each of the options under consideration has its own advantages and disadvantages. The main challenge is to choose the optimal solution that best suits a specific company, taking into account its unique needs and conditions.

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Today, large corporations are looking for a solution that combines three key areas: content development, delivery, and training administration, into a single system. It does not matter what this solution is called - LMS, LXP, or a combination of both. It is important that such integrated systems are necessary for effective operation and improving the quality of training in organizations.

On the one hand, there is a need for flexibility in solution development. This creates a dilemma: should one create a single product with a universal platform or use a set of different products that can be integrated into a single system to achieve specific goals? This approach can provide more adaptive and functional solutions, but at the same time requires careful consideration of the integration and interaction between system elements.

Andrey Shobanov is Deputy Director for Scientific and Methodological Work at the Russian Railways Corporate University. His responsibilities include the development and implementation of effective educational programs aimed at improving the skills of the company's employees. Shobanov is actively involved in scientific research and methodological work, which contributes to the implementation of innovative approaches to education. His experience and knowledge in the field of education management help improve the quality of training specialists in the field of railway transport.

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Be sure to familiarize yourself with additional materials on this topic. This will help you gain a deeper understanding of the subject and obtain up-to-date information. We've compiled helpful resources that provide additional coverage of key aspects. These materials can be useful for both beginners and experienced professionals. Reading these sources will help you stay up-to-date on the latest trends and updates.

The Six Most Promising Technologies for Corporate Training

Modern technologies are significantly changing approaches to corporate training. The implementation of innovative solutions allows companies to increase the efficiency of educational processes and improve the quality of employee training. Let's consider the six most promising technologies that can transform corporate training.

First in line is virtual reality (VR). It allows for the creation of immersive experiences where employees can practice skills in a safe environment. This is especially useful for training in areas that require a high degree of practice.

The second important technology is artificial intelligence (AI). AI can analyze employee data, identifying their strengths and weaknesses, and offer personalized learning paths to promote deeper learning.

The third technology is online courses and MOOCs (massive open online courses). They provide access to high-quality education for employees from anywhere in the world, significantly expanding learning opportunities.

The fourth is mobile learning apps. Mobile platforms allow employees to learn at their own pace, increasing engagement and motivation.

The fifth technology is adaptive learning. Adaptive learning systems adapt to the knowledge level and learning speed of each employee, making the learning process more effective.

Finally, the sixth trend is gamification. Gamification elements integrated into training make the process more engaging and encourage employee participation.

These technologies open up new horizons for corporate training, enabling companies to develop their employees' skills and adapt to rapidly changing market conditions.

Quality training always comes with a financial cost, especially when it comes to automating learning processes. However, the significance of such investments is not always clear to managers making budget decisions for learning and development (L&D) functions. Therefore, it is crucial for L&D specialists to be able to convey arguments to stakeholders emphasizing the benefits of implementing new technologies in training. It is essential to emphasize how automation can improve learning processes, as well as the potential monetary impact on the business. By investing in training automation, a company can not only improve the efficiency of its employees but also avoid potential losses associated with insufficient staff training.

Automating learning and development (L&D) functions has a significant impact on business performance. The implementation of modern technologies allows us to optimize training processes, reduce the onboarding time for new employees, and improve the skills of existing employees. Automation provides access to training materials anytime and anywhere, fostering a more flexible approach to learning.

Furthermore, automation allows us to collect and analyze data on employee progress, which helps evaluate the effectiveness of training programs and make necessary adjustments. This, in turn, helps create a more productive and motivated team. The implementation of automated solutions in the L&D function also reduces training costs, making it more accessible for companies of all sizes.

Thus, automation of the L&D function is a key step to increasing the competitiveness and sustainability of a business in today's market.

• achieving educational goals faster;
• scaling up the competencies of your employees within the company faster;
• reducing onboarding without reducing the quality of training;
• relieving managers and L&D specialists of routine functions, allowing them to focus on strategic tasks;
• analyzing the impact of training thanks to digitalization.

Many stakeholders are often mistaken in believing that using universal and free tools means saving money. However, in practice, this approach can lead to significant losses for the company. Investments in an expensive custom solution are justified, as they provide higher efficiency, better adaptation to specific business needs, and reliable support. Using simple tools may seem like a cost-effective solution, but ultimately, it can entail additional costs for customization, staff training, and resolving emerging issues. Therefore, wise investment in customized solutions becomes a strategically important step for achieving long-term financial stability and competitiveness. Any technology is an investment. For a successful business, it is important to demonstrate how automation contributes to cost savings. Companies often believe that using non-professional software such as Zoom, Miro, and other platforms does not require significant investment. However, this is a misconception. The lack of automation leads to significant financial losses, as companies annually waste millions of rubles on inefficient use of employee time during training. Process automation helps improve efficiency and reduce costs, which ultimately positively impacts business results.

Tamara Kocharova is the CEO of TrainingSpace. Under her leadership, the company successfully implements training and development programs aimed at enhancing the skills of specialists in various industries. Thanks to her experience and professionalism, TrainingSpace has established itself as a reliable partner for organizations seeking to improve their employees' skills and enhance operational efficiency.

The challenges we face today are diverse and multifaceted. The competencies our company requires are increasingly in demand in the market, leading to rising prices. Therefore, our primary strategy is to develop internal competencies. The effectiveness of this process is paramount, as employees are overloaded with work and involved in numerous projects that contribute to the company's development. It is important to organize the educational process so that it yields tangible results. This is our second significant challenge: ensuring rapid acquisition of new skills and their development while creating an enjoyable learning environment. Our commitment to continuous learning and adaptation to changing market demands will not only enable us to maintain competitiveness but also ensure employee growth and satisfaction through professional development. Olga Mitrofanova is the Head of Recruitment and Development at Severstal. Her responsibilities include strategic management of employee recruitment, training, and development processes, which directly impact the company's operational efficiency. Olga actively works to create an attractive company image for potential candidates and promotes a corporate culture focused on talent development and employee advancement. Her experience and knowledge in the field of HR management contribute to the successful implementation of Severstal's HR policy and help the company maintain competitiveness in the market.

In recent years, there have been significant changes in the social and collaborative aspects of learning. These transformations represent a new paradigm that strengthens ties between colleagues, organizations, and communities. Collaborative learning is becoming increasingly important, facilitating the exchange of knowledge and experience, which, in turn, increases the effectiveness of educational processes. New technologies and platforms play a key role in this, creating opportunities for interaction and collaboration.

Todd Moran is the Director of Learning Strategy at NovoEd. He is responsible for the development and implementation of effective educational programs that meet modern business requirements. Under his leadership, the NovoEd team creates innovative online learning solutions that promote skills development and employee upskilling. The integration of modern technologies into the educational process allows the company to offer unique opportunities for learning and professional growth. Todd Moran actively shares his experience and knowledge through conferences and webinars, helping to shape the future of the educational environment in the digital age.

We are currently witnessing the third milestone in the development of the Learning and Development (L&D) function. In the initial stages, the focus was on the creation of high-quality content. Then the focus shifted to platforms, as the pace of change in the educational environment required a more effective approach to material creation. It was important to develop an integrated environment in which employees could actively participate and remain engaged. Today, we are witnessing a shift toward the concept of experiential learning, which includes the management of learning and development processes. This means we must optimize each employee's journey, delivering maximum value at the right time and in the right context.

Zhannet Kashurnikova is the Managing Partner of Culture of Innovation. In her role, she actively promotes the development and implementation of innovative solutions in various fields. Zhannet has extensive experience in project management and consulting, which allows her to effectively address the challenges of modern business. Under her leadership, "Culture of Innovation" implements projects aimed at optimizing business processes and introducing new technologies, which makes the company a leader in its field.