How the L&D function is evolving because of business realities and the ongoing needs of adult learners
Areas of impact that L&D leaders must consider for their profession
Implications for the operating model of the L&D function
Top areas for improvement and upskilling within L&D
Rapid evolution within the business world has forced unprecedented change in the world of work. Advances in technology, empowered customers, and the move to a digital workplace are creating a new imperative for learning and development (L&D) leaders to re-think their approaches to understanding their audience and delivering impact. Even as their business evolves around them, L&D leaders are still relying on outdated strategies, approaches, and models. Maybe it’s time to re-think the L&D function from the outside-in.
In a new research study of both providers and recipients of L&D services from over 200 organizations, the Human Capital Institute and Oxygen Learning explore the current state of L&D strategies, processes, and outcomes; emerging to a framework of critical success components for the modern L&D function.
