An ERP implementation is usually the impetus that gets organizations thinking about technology training. However, upskilling employees on modern technologies should be an ongoing process and not just an occasional lunch date with the projector screen upon the purchase of new software.
With this in mind, we think it’s important to know about the latest trends in technology training. How are other organizations keeping employees at the top of their game in terms of digital literacy? Let’s take a look.
6 Trends in Technology Training
1. Optimized Employee Experiences
By optimizing the employee experience, companies can make L&D more of a priority throughout their workforce.
Stakeholders are looking for ways to make training not only manageable but enjoyable for learners. They’re employing approaches such as:
- Allowing employees to help create courses and content
- Sharing L&D data with learners so they can track progress
- Strategizing and prioritizing L&D spending
As organizations implement new enterprise software, such as manufacturing ERP software or supply chain management software, designing end-user training programs around employees’ long-term needs will be paramount.
ERP Training Plan Success Story
We helped this manufacturer implement an ERP training strategy to increase user adoption of its new ERP system.
2. A Focus on Talent Mobility
While hiring new talent is one way for companies to grow their competitive advantage, they should also have a way to fortify their existing internal resources.
One way to do so is to invest in learning and development (L&D) programs aimed at upskilling and reskilling employees. Known as a talent mobility program, this approach allows organizations to rapidly respond to changing market needs.
As they train their workforce, business leaders should maintain a comprehensive, real-time inventory of the skills their workers currently possess. As business technology trends change, they can shift those skills throughout the company.
The World Economic Forum estimates that around half of all U.S. employees will have to reskill to some degree in the next five years. The organization also predicts that approximately 100 million new jobs will be created within the same timeframe.
Companies that have well-developed talent mobility programs will be able to adapt as nice-to-have skills, like AI literacy, become mandatory.
3. Pared-Back L&D Technology
Over the years, organizations have invested in a plethora of L&D technologies. However, spending in this area is expected to decline somewhat over the next few years.
Venture capital funding is slowing down for new startups, while more mature firms are taking a leaner operational approach. At the same time, some major L&D companies are consolidating.
This is a mixed bag in terms of outcomes. On one hand, companies will have fewer vendors to choose from. On the other hand, they may be able to consolidate expenses by purchasing both a learning experience platform (LXP) and a conventional learning management system from the same vendor.
To succeed, they’ll need to get creative with the software they already have and be flexible when buying new solutions in the future.
4. T-Shaped Skills Models
As their name implies, T-shaped skills are both broad and deep. The vertical bar on the “T” represents an employee’s expertise in a specific area. The horizontal bar represents the full breadth of their experience, skills, and knowledge.
While this term has been around for decades, it’s gaining new recognition. In today’s market, employees with T-shaped skills are especially valuable. They can be flexible and agile, applying their technical knowledge to both their areas of expertise and business segments beyond their own.
As companies invest in employees’ professional development, workers will need to sharpen their technology skills and hone their soft skills, including communication and collaboration.
5. Opportunity Marketplaces
As they look for ways to skill and reskill employees, organizations need a way to quickly determine which capabilities they require.
While skills-tracking technology was once solely focused on tracking employee skills, it’s now designed to better match employee skillsets to business initiatives.
Opportunity marketplaces are digital platforms that align people to relevant projects, opportunities, and full-time roles within their organizations. By implementing this technology, companies can:
- Quickly generate relevant skills data
- Better engage employees
- Encourage employees to explore new roles
- Analyze data on the skills their employees have, want, and need
These marketplaces give structure to a company’s talent development program. They also make it easy for employees to quickly find the tools they need to excel.
6. Advancements in HR Tech
Human resources (HR) technology is continuing to evolve. As HR tech becomes more automated, intelligent, and capable, companies are leveraging its potential.
Most of the time, this means investing in core systems and platforms, such as:
- Human resources information systems (HRIS)
- Human resource management software (HRMS)
- Human capital management (HCM) software
However, even the most sophisticated solutions can fail to address a company’s pain points. In our Software Expert Witness practice, we’ve found that HCM implementations require strong project management and executive buy-in to succeed.
Technology Training Should be Continuous, Not a One-Time Event
As learning and development takes centerstage and employee skillsets become more flexible, employees will not only able to adapt to new ERP software, but they’ll able to adapt to ongoing organizational changes.
Looking to design an ERP training plan or fine-tune your approach to L&D initiatives? Our organizational change management consultants can help you align your strategy with the latest trends in technology training. Contact us below for a free consultation.
