Video: Design thinking for creating L&D programs

Learning & Development

Design thinking for creating L&D programs

Learning and development programs need to bridge the gap between the individual's aspirations and business objective. Watch this highly engaging webcast to gain more insights.

In an extremely engaging webcast about how organizations should transform learning and development from a support to a strategy function, Arun Rajamani, Country Head and General Manager at Pluralsight, and Mukund Nair, who is the Director of L&D at Nagarro, share their thoughts.

Here are some of the insights from the same. You can also watch the complete webcast.

Changing learning styles and personalization

Arun Rajamani talked about research conducted by Pluralsight in collaboration with Kantar IMRB, which mapped the changing learning requirements of the current generation. It said that learners want the learning agenda and even the course content to be personalized to their needs.

Freedom to learn

For learners across companies and job roles, the freedom to learn is the most important requirement. According to Arun Rajamani, learners today are looking for growth opportunities, and for that, they want most is the freedom to choose stuff they wish to learn.

Technological learning driving learning

"Every two years, half the skills people know become irrelevant," Arun Rajamani.

The pace of advancement in technological, especially the latest developments such as artificial intelligence and other cognitive technologies, are ensuring that many of the skills that we know today will be obsolete tomorrow. And which is why, learning and development programs will only become more important in the future. 

Preference for online and virtual learning opportunities

Millennials especially do not wish to go back to classroom learning as the courses are not designed for them. But organizations today are skeptical about providing them with online learning opportunities as the impact of the same, they believe is difficult to measure.

Gamification is a good solution

Gamifying the learning experience is an excellent way to engage employees. Mukund Nair shared Nagarro’s experience where they used the principles of design thinking to understand the employee journey and created a gamified learning and assessment platform.

Move from just reporting metrics to generating actionable insights

Mukund Nair further elaborated that one should go further and after using design thinking to create a gamified platform, the focus should shift to collecting data to generate actionable insight in the future. Also, most importantly the learning and development should align with the business strategy.

Identify the needs

It is necessary to understand the strategic business objectives while creating learning and development programs, and also the needs and the gaps which would be filled by it because of the successful implementation in the long run.

Build a self-driven culture of learning

And most importantly, the learning and development department of any organization should create a culture of self-learning, and especially while keeping all the insights and objectives in mind, when it comes to building the gamified learning experience for the organization.

What we have shared here is only a glimpse of an amazing session. If you wish to learn more about the insights from the research the Plural Sight conducted, and journey of Nagarro as they created a gamified learning and development platform, then you must watch the video.

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Topics: Learning & Development, Strategic HR, #LAndDVirtualConference

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