BLP-2018年学习趋势报告（英文）-2018.12-29页-7mb

2018 Learning Trends Report Summary

Core Content

This 2018 Learning Trends Report by Sharon Boller and Steven Boller from Bottom-Line Performance (BLP) outlines key insights into the current and future state of Learning & Development (L&D) in the workplace. The report emphasizes the need for a shift from traditional training methods to more modern, learner-centered approaches that align with the evolving digital landscape.

Main Points

Learners as the Focus

• Learners are defined as the people who get work done inside organizations, such as sales reps, customer support specialists, nurses, and more.
• These individuals often do not reflect on their learning needs while performing their jobs, making it essential for L&D professionals to design solutions that fit their real-world context.

The 70-20-10 Framework

• The traditional 70-20-10 model is reinterpreted as 50-20-10-5-5, with 50% being on-the-job experiences, 20% hardships, 10% mentoring and coaching, and 5% each for formal training and personal life.
• Formal training is only a small part of the learning equation, and L&D professionals should focus more on just-in-time solutions and performance support.

Learner Feedback and Involvement

• Only 59% of respondents involve learners in the training design process, indicating a significant opportunity for improvement.
• Traditional audience analysis is limited, and a deeper understanding of learners' context, pain points, and attitudes is necessary to create effective learning experiences.

Design Thinking

• Design Thinking is highlighted as a critical approach to align learner needs with business objectives and technology capabilities.
• It helps identify the steps, resources, support, and emotional aspects of learning, enabling better solution design.

Key Trends and Insights

Technical Skills Demand

• Technical skills have seen an 18% increase in demand compared to 2017.
• There are significant declines in the need for safety and compliance training, industry knowledge, and process training.

Challenges in Training Delivery

• Time and Accessibility: These are major challenges, with both increasing in importance.
• LMS Limitations: Learning Management Systems (LMS) are often seen as barriers rather than enablers, with issues related to usability and access.
• xAPI and Technology Adoption: While xAPI is seen as a potential solution, its adoption remains limited. Organizations are hesitant to experiment with new technologies despite some success stories.

Training Delivery Methods

• Instructor-Led Training (ILT) and eLearning remain popular, but their effectiveness is questioned.
• Virtual Instructor-Led Training (VILT) is on the rise due to cost and efficiency.
• Mobile Learning is gaining traction, with better tools now available for creating mobile-first solutions.
• Video is increasingly used, but there are challenges in housing and distributing it effectively.

Emerging Technologies

• Virtual Reality (VR) and Augmented Reality (AR) are emerging but still niche.
  • VR requires significant investment in hardware and is not yet widely adopted.
  • AR, with the launch of the iPhone X, is seen as a potential performance support tool, though its use cases are not yet distinct from QR codes.
• Artificial Intelligence (AI) is expected to have a major impact on the future of learning, particularly in areas like software training.
• Gamification and Games are highly valued for their engagement and versatility across various delivery methods.
• Microlearning is still underutilized due to misaligned expectations and lack of integration into broader learning programs.

Performance Support and Just-in-Time Learning

• There is a growing need for performance support tools such as chatbots and voicebots that provide immediate assistance.
• AI is anticipated to play a crucial role in delivering these tools, offering continuous and adaptive support.

Recommendations

• Improve Learner Involvement: Use Design Thinking to involve learners in the design process and create empathetic solutions.
• Focus on Just-in-Time Learning: Develop resources that are easily accessible and relevant to the moment of need.
• Explore New Technologies: Consider VR, AR, and AI as potential tools for specific use cases, but with caution and strategic planning.
• Enhance Mobile Learning: Leverage mobile-first tools to create engaging and effective learning experiences.
• Reinforce Training: Post-training reinforcement is essential to drive behavior change and skill improvement.

Conclusion

The report concludes that the learning landscape in 2018 is ripe for transformation. With a variety of new delivery methods becoming more mature, there is an opportunity to rethink how organizations support their learners. The key is to move beyond traditional formal training and embrace a more holistic, learner-centered approach that integrates performance support, reflection, and social learning.