‘L&D Must Strategically Pivot To Ensure Employees Remain Relevant’

Exclusive interview with Hrishi Mohan, CHRO, Axiscades Technologies Ltd.

In an exclusive interview with HR.com, Hrishi touches upon how new technologies, such as AI, VR, XR, etc. will impact L&D, how organizations can future-proof their employees, and the emerging trends in the learning landscape, among others.
Excerpts from the interview:

Q: How will new technologies, such as AI, VR, etc., impact employee learning and development (L&D)?

Hrishi: In the industry, there is an evident shift where qualifications are now considered secondary, and the demand for talent is primarily driven by skills. The learning and development (L&D) function must strategically pivot to focus on new technology areas, ensuring employees remain relevant. 

Employees need to recognize that while compensation plays a role in their decision to stay or quit, they should seek organizations that contribute to their professional growth.

According to the World Economic Forum's "Future of Jobs" report, 23% of jobs are projected to change within the next five years, underscoring the critical need for the adoption of L&D strategies. These ongoing and anticipated transformations in work, propelled by technological advancements and an expanded array of learning opportunities, have led to L&D becoming a continuous and integral process, seamlessly integrated into the daily workflow.

Artificial Intelligence (AI) plays a pivotal role by personalizing training programs to cater to various learning styles. The integration of AI with virtual reality (VR) and augmented reality (AR) technologies creates immersive learning experiences, enabling employees to engage with realistic scenarios and receive real-time guidance. This approach enhances skill development.

For instance, a leading technology company recently integrated AI with AR in their employee training program. Employees could use AR glasses to receive real-time guidance and perform complex tasks more efficiently, resulting in a noticeable improvement in their job performance and confidence.

Furthermore, AI automates repetitive tasks, which, in turn, frees up L&D professionals to concentrate on strategic initiatives. In essence, AI is currently transforming L&D through personalization, automation, predictive analytics, and gamification. This transformation benefits both employees and the organization's overall success.

Q: What other technologies will play a major role in the future of L&D? How and Why?

Hrishi: Other than AI and VR, when it comes to L&D for employees, extended reality (XR) holds significant potential for enhancing the training and educational processes. Here's how:

1. Immersive learning environments: XR technologies, including virtual reality (VR) and augmented reality (AR), create immersive learning environments that allow employees to engage with training material in a more profound way. Employees can interact with lifelike scenarios, equipment, or procedures, which enhances their understanding and retention of the content.

2. Increased engagement: XR-based training materials are highly engaging. Employees are more likely to be enthusiastic and invested in their training when it's delivered through interactive XR simulations. This engagement can lead to higher retention rates and more effective learning.

3. Critical thinking and problem-solving: XR's immersive nature challenges employees to think critically and solve problems within a simulated environment. Whether it's troubleshooting a virtual machine or responding to a simulated emergency, employees can develop and hone their problem-solving skills.

4. Adaptive learning: XR can adapt to individual learning needs. Training programs can be designed to adjust difficulty levels based on employee performance, ensuring that each employee gets a customized learning experience.

5. Cost-effective training: While the initial investment in XR technology and content development can be significant, it often proves cost-effective in the long run. It reduces the need for physical training materials, travel, and physical facilities.

6. Employee engagement and retention: Employees are more likely to stay with a company that invests in their development. XR-based training not only enhances skills but also fosters a sense of value and investment in employee growth, improving retention rates.

Q: How can organizations prepare their L&D teams for these changes?

Hrishi: Here's a simple step-by-step guidance on how organizations can prepare their L&D teams for the changing work dynamics:

Step 1: Acknowledge the shifts
Recognition: Acknowledge the fundamental shifts in work and learning dynamics brought about by technology and hybrid work arrangements.

Step 2: Skill development emphasis
Skills economy: Understand the importance of the skills economy, where continuous skill development is necessary.

Step 3: Collaboration with HR
Integration with HR: Establish strong integration between L&D functions and HR department.

Step 4: Frequent feedback
Feedback over appraisals: Shift from traditional performance appraisals to regular and constructive feedback mechanisms.

Step 5: Alignment with business goals
Align with business goals: Ensure L&D initiatives are closely aligned with the organization's business objectives.

Step 6: Learning journeys and strategies
Adoption of learning journeys: Encourage the adoption of personalized learning journeys tailored to individual needs.

Develop a learning strategy: Create a comprehensive learning strategy that harmonizes with business goals.

Step 7: Lifelong learning promotion
Lifelong learning culture: Foster a culture of lifelong learning to keep employees engaged and motivated.

Q: How can organizations future-proof their employees?

Hrishi: To future-proof employees during a downturn, talent shortage, layoffs, and other challenges, organizations should take a multi-faceted approach. Here are some key steps along with potential success stories from big tech companies:

● Skill Development for Fungibility
Skill enhancement: Encourage employees to continually develop their skills to enhance their employability and adaptability to changing market conditions.

● Employee Engagement and Culture
Employee engagement: Prioritize employee engagement by creating a culture of trust, respect, and motivation to reduce attrition during tough times.

● In-house Upskilling
Internal upskilling: Invest in in-house upskilling programs to prepare employees for evolving job market requirements and keep them competitive.

● Compassionate layoff practices
Respectful layoffs: Handle layoffs with empathy and respect for departing employees. How you treat them sets the tone for the organization's culture.

● Wellness and Support Programs
Wellness initiatives: Implement wellness programs to boost morale and offer workshops to address survivor's guilt among remaining employees.

Microsoft is a prime example of a tech company that has excelled in future-proofing its employees. During a period of transformation, Microsoft implemented various initiatives to ensure its workforce's resilience and adaptability. They:

Invested in learning: Microsoft committed to a significant investment in employee learning and development, offering a wide range of courses and resources.

Cultural shift: The company fostered a culture of continuous learning, encouraging employees to acquire new skills and adapt to changing technologies.

Skilling programs: Microsoft introduced programs like the Microsoft Learn platform, aimed at upskilling employees to stay competitive in the ever-changing tech industry.

Layoff practices: When layoffs were unavoidable, Microsoft focused on respectful and compassionate practices. Departing employees were provided with transition support, helping them in their career transitions.

Wellness and support: The company introduced wellness programs, mental health initiatives, and support networks to ensure the well-being of its employees.

Internal mobility: Microsoft developed internal mobility strategies, enabling employees to explore different roles within the organization, thus retaining talent and skills.

By adopting these measures, Microsoft successfully future-proofed its employees, ensuring that they remained resilient and adaptable even during challenging times, making it a great example for other organizations to follow.

Q: What is your top priority in terms of employee development in your organization? What are the challenges, and what is your strategy to overcome them?

Hrishi: Here's a simple flowchart or diagram that visualizes the approach to employee development with "Employee Development" at the center and key components surrounding it:     In this diagram:
 

1. Employee Development is at the center, signifying its importance as the core focus.
2. Learnability (Top Left) represents the need to address the challenge of generational diversity and nurturing a culture of continuous learning.
3. Flexibility (Top Right) indicates the central focus on nurturing flexibility and adaptability within the workforce.
4. Challenges (Bottom Left and Bottom Right) symbolize the obstacles that might arise, such as allocating resources and managing resistance to change.

The arrows connecting these components illustrate the interplay between employee development, learnability, and flexibility. The challenges are situated below, highlighting the need to address them for a successful employee development strategy.

Q: What are the new trends emerging in the L&D space?

Hrishi: In 2023, the L&D landscape is witnessing several exciting trends. The growing importance of VR in training, gamification, and mobile learning is shaping the future of L&D. VR is becoming a powerful tool for immersive training experiences, allowing employees to practise skills in a safe, realistic environment. Gamification involves incorporating game-like elements into learning programs to boost engagement and motivation, using points, badges, leaderboards, and challenges. 

Recognizing the importance of mobile devices, L&D is shifting toward mobile-responsive content and learning apps for on-the-go access. These trends are making learning more engaging, accessible, and effective.
 

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