As businesses continue to navigate the evolving challenges of a distributed workforce, the role of L&D has never been more critical.


With newer technologies,AI, becoming mainstream, industries are rethinking their approach to employee training and skill-building. INewer technologies mean more options for HR leaders to think out of the box and create impactful learning modalities and programs.

For Divya Mohan, CHRO, InsuranceDekho operating in a sector where the workforce is spread across various geographies and the product itself is complex, L&D strategies must adapt to meet the needs of diverse employees and partners. Talking with Dhruv Mehra, Dhruv Mehra, Head B2B Marketing at upGrad Enterprise, Divya shares her insights on how L&D is evolving in this fast-paced environment, where both technological advancements and personalised learning are key to success.

This interview is part of the Learning in Action series of conversation by People Matters and upGrad Enterprise that bring learning leaders insightful and relevant perspectives on improving their impact.

Key highlights of the conversation include:

• Customised Learning for a Diverse Workforce: In an industry like insurance, where the product is complex and the workforce is geographically dispersed, it’s crucial to provide personalised learning experiences.
• Leveraging AI to Improve Learning Efficiency: AI has changed how employees and partners access learning materials. Instead of having to go through extensive modules, learners can use AI-powered chatbots to get quick answers to specific questions about insurance products.
• Measuring the Impact of Learning Programs: In a distributed workforce, measuring the effectiveness of learning initiatives is essential. Tracking the success of training programs through key metrics such as increased partner engagement and reduced employee attrition is key.
• Democratizing Learning Opportunities: While some mandatory regulatory courses are required for all employees, the company also allows for a more personalised approach to learning. Through targeted training need assessments, Divya’s team tailors learning programs to the needs of specific cohorts.
• Adapting to New Generations and Freshers: The influx of Gen Z workers into the workforce presents new challenges. To address intergenerational friction and disengagement, it’s necessary to foster a culture of transparency and inclusion, ensuring that all employees feel heard and supported as they adjust to new ways of working. All these are key to supporting L&D impact.

Divya’s insights underscore the importance of adaptability and personalization in modern L&D strategies. As businesses face increasingly complex challenges, particularly with a distributed and diverse workforce, organisations must embrace innovative learning models that empower employees and drive better outcomes for both the individual and the company.