2024培训转型报告-技能差距、人工智能和新的企业课堂

The Learning and Development Industry in Flux

1. Sprinting to Keep Up with Moore’s Law

• Skills Gap: The skills gap, particularly in digital skills, poses a significant existential threat to businesses. The gap is long-running, cross-industry, and widening. Historically, businesses focused on hiring new talent rather than upskilling existing employees. However, leaders are now recognizing the challenges of hiring and are increasingly pivoting towards training and upskilling.
• Key Data:
  • In the UK, there are currently around 200,000 digital skill vacancies, expected to rise to 2.5 million by 2030.
  • Only about 10,000 graduates per year are equipped with the necessary skills to fill these roles.
  • 37% of job roles are likely to change significantly due to digital disruption.

2. The New Corporate Classroom

• Training Delivery Evolution: Training has shifted from in-person to virtual, incorporating both self-guided and instructor-led methods. The shift is driven by three main factors:
  • Covid-19: Forced migration to virtual training.
  • Cost-Effective Solutions: Increased demand for affordable training.
  • Technological Advancements: Promises of improved pedagogical effectiveness.
• Emerging Trends:
  • Blended Training: Combining self-paced and instructor-led methods to balance cost and pedagogical effectiveness.
  • AI Integration: Rapid progress in AI is transforming learning, enabling personalized learner journeys, reducing content creation costs, and facilitating more interactive learning formats.
  • Measuring ROI: Increasing importance of measuring and providing a return on investment for L&D departments.

3. Evolving to Excel: Competition and Innovation in L&D

• Market Dynamics: The combination of these factors is leading to significant upheaval in the competitive landscape.
• Key Models:
  • Single Platforms: Consolidating a broad range of content across different modalities, integrating with Learning Management Systems (LMS) or Learning Experience Platforms (LXP).
  • Best-of-Breed Content Creators: Managed through independent LXPs or LMS.
• Outlook: While clear winners have not yet emerged, leading players are clearly moving in this direction.

Challenges and Opportunities

• Skills Gap: Businesses face a productivity challenge due to skill gaps, particularly in digital technologies.
• Key Trends Contributing to the Skills Gap:
  • Shortening technology cycles.
  • Remote work complicating on-the-job learning.
  • Aging workforce and sluggish population growth.
  • Structural underinvestment in employee upskilling.
• Actions to Address the Skills Gap:
  • Hiring new talent.
  • Using contractors, staffing agencies, or outsourcing.
  • Investing in upskilling existing employees.
• Survey Findings:
  • Reasons for Skills Gaps: Difficulty in hiring skilled candidates (53%), current training not developing required skills (48%), and high demand for candidates with specific skills (44%).
  • Approaches to Addressing the Gap: Building skills through training (38%) has seen the biggest increase over the past five years.
  • Challenges in Talent Lifecycle: Sourcing and hiring talent is the biggest challenge (70%), followed by performance management (43%).

Conclusion

• Shift in Focus: There is a growing recognition among business leaders that upskilling is more feasible and strategic than hiring new talent to address digital skills gaps.
• Long-Term Strategy: L&D is becoming a central element of long-term human capital strategies, with leaders acknowledging its broader benefits and importance.