Tag Archives: Trends

Updated eLearning Trends In 2019 To Help You Enhance Your Learning Strategy And Maximize Returns

As we hit mid-year, you are possibly looking at accelerating your training investments in CY 2019. In this article, I share my updated predictions of eLearning trends in 2019 that you can use to enhance your learning strategy.

Updated eLearning Trends: Improved Learning Strategy And Maximum Returns In 2019

I began my exercise of predicting eLearning trends in 2017. Since then, I have published eLearning trends in 2017, 2018, and 2019.

I have also published trends on mobile learning in 2018, and my most recent one in the series is the one on microlearning trends in 2019.

In 2018, I felt that I should revisit my predictions in the mid-year to assess how my predictions fared in that year. The focus of the exercise was as follows:

  • To assess if my predictions were on track for the CY.
  • Review and update each trend so that it can provide a more current and relevant view.

In this article, I do the same exercise with my predictions on eLearning trends in 2019. I provide an update on all the 17 trends that were part of my release in Jan ’19.

In Jan ’19, I had structured the eLearning trends in 2019 as follows:

Section 1

The trends that help learners learn and apply this learning to show better performance or behavioral change.

  1. Mobile learning
  2. Digitalization of ILT (to blended or fully online)
  3. Performance Support Tools
  4. Informal learning
  5. Social learning
  6. Self-directed learning

Section 2

Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.

  1. Microlearning
  2. Gamification
  3. Video-based learning (videos and interactive videos)
  4. Mobile apps for learning
  5. Personalization
  6. Curation and User Generated Content

Section 3

The trends that organizations must invest on to measure, enhance, and maximize the impact of their training.

  1. Learning Engagement Platforms – LXP
  2. Learner analytics
  3. Big-Data reporting and analytics

Section 4

Other notable trends to watch out for—the future is here!

  1. AR/VR and MR for immersive learning
  2. Artificial Intelligence (AI) in learning

Updated eLearning Trends In 2019

Here are my updates for each eLearning trend in 2019. To add value to my previous release, I have tweaked their relevance and applicability.

Section 1 – The trends that help learners learn and apply this learning to show better performance or behavioral change

1. Mobile Learning

This trend is still in the top position as mobile learning continues to be the preferred choice for learners. It provides tremendous flexibility and control to learners as they can take the training on the go, anytime, anywhere, and on the device of their choice.

The value which mobile learning provides for L&D teams is as follows:

  • Flexibility to use mobile learning for most of the corporate training needs.
  • Ability to use mobile learning to meet learning needs for formal training, Performance Support intervention, informal training, and social or collaborative learning.

2. Digitalization Of ILT (To Blended Or Fully Online)

The acceleration for digitalization of ILT to either blended or fully online will continue in 2019.

The push from the learners is on account of:

  • The flexibility to access online resources at the moment of their need
  • They can consume the online resources on the go when they have the time

The reasons for L&D teams to adopt a blended or a fully online approach continue to be:

  • Reaching a wider audience in a shorter time
  • Shorter training seat time
  • Consistent messaging and impact (that is not dependent on the quality of the instructor)
  • Online assessments that generate reports quickly and can be used to tailor the learning journey
  • Cost reduction

3. Performance Support Tools

Today’s learners need a quick time resolution to their problems or challenges. These instant learning aids or job aids or Performance Support Tools should be available at the moment of their need, in their workflow. They do not want to log on to the LMS and hunt for this!

The Performance Support Tools address their wide-ranging needs, including:

  • Help them apply their learning on the job
  • Learn more (deeper dive)
  • Learn new concepts
  • Solve a problem
  • Address a bottleneck

As a result, the extensive use of Performance Support Tools (instant learning aids/job aids) will continue in 2019.

4. Informal Learning

Organizations acknowledge the need to offer multi-channel based training. This reflects the shift of using training budgets only for formal training to a more balanced approach that features avenues for informal learning and social or collaborative learning.

This trend will continue to provide strong support for formal training.

5. Social Learning

When we were young and all through our formative years, we learned by observing others. It stands to reason that social learning (or learning from others) would continue to be a significant channel for learning even at work.

This fact is being acknowledged and used by L&D teams to support users. This too aids in creating learning as a continuum.

We are witnessing a churn in traditional LMS platforms, and they are getting edged by next-gen LMSs as well as LXPs (Learning Experience Platforms). The latter offer platforms that can leverage social learning.

This trend will continue and certainly see an acceleration in its adoption this year.

6. Self-Directed Learning

Self-Directed Learning (SDL) is a new channel of learning that is being seen as an effective method to facilitate learning where the onus is on learners. Not only does this empower learners, but it also gives them complete control on being able to “pull” the learning assets or other resources rather than being “pushed” through the LMS.

A highly learner-centric approach, it enables learners to create their preferred learning path.

While this is not something many organizations are currently focusing on. I strongly feel that it is worth a closer look as this investment can help them in creating a culture of continuous learning.

Section 2 – Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact

7. Microlearning

While the debate on the value and impact of macrolearning vs microlearning continues, there has been a wide-spread adoption of the latter as the preferred mode of training.

Macrolearning is the older or more traditional eLearning format, whereas microlearning is the more recent format of training technique.

Microlearning features short, snackable bites of learning or for Performance Support that are normally 2-7 mins in run length. However, this technique is not about splicing a longer run length into shorter nuggets. Each nugget is designed to meet a specific outcome.

The acceleration of microlearning-based training adoption will continue.

Interestingly, I see a meeting point of microlearning and macrolearning next. You can use microlearning techniques and best practices in the traditional courses.

These could range from using microlearning videos to establish context, explain concepts, or provide downloadable resources that can offset the “Forgetting Curve.” This combination will:

  1. Step up the engagement quotient of the traditional eLearning courses
  2. Create more sticky learning experiences

8. Gamification

The usage of gamification for serious learning (that is, to meet specific learning outcomes) has been on a steady increase in the last few years and this trend will continue in 2019.

“Have fun as you learn” resonates with learners. With wide-ranging options available today, you can cater to the multi-generational workforce very effectively.

Over the last 4-5 years, we have successfully implemented several courses featuring gamification for serious learning across most of the corporate training needs. We have also successfully used gamification techniques for:

  • The application of learning on the job
  • The practice for proficiency gain
  • Behavioral change

At EI Design, we are seeing wider adoption of partial gamification techniques across corporate training needs. Interestingly, one major case in point is compliance training.

As the costs of designing courses with gamification go down, there is a better business case for L&D teams to justify this investment.

9. Video-Based Learning (Videos And Interactive Videos)

While the usage of video-based learning is an established practice, it is now moving to microlearning video-based formats that are easy to consume (particularly, on the go). The microlearning videos offer lower costs and feature rapid development. They can be quickly updated and redeployed.

Alongside, there is a wider adoption of interactive video-based learning that offsets the challenges of passivity associated with the classic video-based learning.

  1. They feature learning interactions that are similar to eLearning courses (click to reveal, hotspots, or carousels) and create a 10X impact over the classic videos.
  2. Unlike classic videos, you can track the interactive videos from the LMS.
  3. They can checkpoint learners’ progress (through inline checks) and validate the learning effectiveness and impact (through summative assessments).

10. Mobile Apps For Learning

We use several apps throughout the day, so it stood to reason that mobile apps would be used to offer training.

Besides being optimized for smartphones (that is, learning interactions mimic the way we use them), they can be used to offer highly personalized learning experiences.

You can push notifications, update content easily, and ensure that there is a steady connection with the learners.

Slowly, the costs to develop mobile apps for learning (and the associated time too) are coming down and this should result in their wider adoption. This is one trend that is worth investing in.

11. Personalization

One size does not fit all, and learning is no exception. Increasingly, learners ask for custom or personalized learning rather than spending much longer time and effort on generic learning.

The personalization of learning provides a relevant learning path that can be customized to match learners’ interests, proficiency, role, or region.

With microlearning, you have the required granularity to configure a highly customized learning experience. This is not all, to cater to different profiles in the multi-generational workforce, you can design assets in varied formats. You can use more established techniques like a pre-test or a survey to provide the relevant learning path. In the near future, this is will be replaced by AI and machine learning to offer custom and highly personalized learning experiences.

This trend will become a mainstay approach in a very short time. Watch out for accelerated action on this one!

12. Curation And User-Generated Content

While we have easy access to data, thanks to the internet, getting access to the right information that you can use is still a time-consuming process.

Content curation is being used extensively to address this pain area. The curated content provides highly relevant content and a recommended learning path to the users while giving them the flexibility to reconfigure and customize it further.

Another gain of opting for content curation is that you can mine your existing resources and tag them to facilitate consumption that can cut down your training costs.

On a related note, you can enrich the curated resources by encouraging contributions by learners. This is termed as User Generated Content, and this helps L&D teams keep the resources fresh, current, and relevant.

We already see the use of AI and machine learning in this effort, and this trend will be a key part of training delivery soon.

Section 3 – The trends that organizations must invest on to measure, enhance, and maximize the impact of their training

13. Learning Experience Platforms – LXP

While there is a lot of buzz on the demise of traditional LMSs and their replacement by Learning Experience Platforms (LXPs,) my assessment is that the two will continue to co-exist in 2019 as well as for a short term thereafter. As with several other trends, they will use AI to offer recommendations that would align better with each learner.

The significant value that LXPs offer over LMSs is:

  • A highly personalized learning experience. This is done through Learning pathways. They promote self-directed learning.
  • They offer social or collaborative learning, inclusive learning, content curation, and the facilitation of User Generated Content.
  • They feature social learning and offer recognition to active participants. They feature assessments along with badges and certificates.
  • They are fun, more engaging, and relevant for learners (and they will help learners meet specific learning outcomes.)

Updated eLearning Trends in 2019 – Trend #14 – Learner Analytics

Learner Analytics sheds light on learner behavior and provides insights on what is working. Additionally, it gives us cues on what more should be done to:

  • Improve learner motivation
  • Improve learner engagement
  • Facilitate the application of learning

Beginning with SCORM 2004 and Tin Can API—they are successfully contributing to this endeavor. Now, AI techniques are being used to mine the analytics to provide more custom, relevant, and personalized learning.

This trend will drive the areas of continuous improvement in the years to come. Actionable insights will help us create more relevant learning designs that will push the ROI on the training spend further.

15. Big-Data Reporting And Analytics

In the context of eLearning, Big Data refers to the data that is typically collated from multiple sources like:

  • LMS
  • LCMS
  • Portals
  • Ongoing Surveys/Polls
  • Assessments.

Not only is this data voluminous, but it is also dynamic and because of this, we don’t have a single tool that can help us analyze it and draw actionable insights from it.

Big-Data reporting and analytics is all about collation and analysis of this data with a focus on generating actionable insights on many aspects like:

  • How did learners engage with the course?
  • How effective was the training?
  • What was the training impact?
  • What was the ROI on training spend?

Big-Data reporting and analytics can help us optimize and enhance training delivery, and this is an important trend to watch out for in 2019.

Section 4 – Other notable trends to watch out for—the future is here!

16. AR/VR And MR For Immersive Learning

While there is no debate on the strength of immersive learning strategies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR)—their usage hasn’t matched their capability. On account of high cost (and longer lead time to develop), they have seen limited adoption. On a related note, there aren’t too many use cases that L&D teams can use to justify the investment and ROI.

The landscape is changing and the eLearning authoring-tool providers (like Adobe and Trivantis) are in this space now. They offer solutions that are not expensive and take relatively lesser time to develop.

In 2019 and the next year, you will certainly see more traction on this trend.

17. Artificial Intelligence (AI) In Learning

AI in learning is probably the most talked-about trend in 2019. While the buzz on this has been there for a while, we are now seeing its impact on creating personalized learning pathways, ongoing recommendations, feedback and so on.

On a related note, we are seeing AI plug-ins that can be used in a traditional eLearning course. We will see more of this in the year and certainly in the next…

By Asha Pandey, Chief Learning Strategist at EI Design

Mobile Learning Trends for 2019

As the Mobile Learning solution becomes a “must have” from a “good to have” solution, the focus shifts to what measures you should adopt to maximize its impact.

Look no further—our Infographic on Mobile Learning Trends for 2019 provides precisely the pointers that you can use to enhance your online training delivery.

With this adoption, this is the impact that you will see:

  1. Higher learner engagement.
  2. Better completion rates.
  3. A sticky learning experience.
Infographic Mobile Learning Trends 2019

By Asha Pandey, Chief Learning Strategist at EI Design

6 Must-Use Video-Based Learning Strategies In 2019

While the usage of videos in eLearning is not a new concept, the wider adoption of mobile learning and microlearning has accelerated its use for learning. In this article, I outline 6 video-based learning strategies that you must adopt in 2019.

Video-Based Learning Strategies You Should Definitely Use This Year

We consume video-based content several times during our day for a variety of reasons. These include videos for entertainment, infotainment, learning and so on.

It comes as no surprise that video-based learning is fast becoming a “must-have” component of an organization’s training delivery. Fueled by increased adoption of mobile learning and microlearning, video-based learning is surely becoming a core component of online training.

Take a look at the stats that affirm the popularity of videos, and why they should be adopted for learning:

  • According to Forrester Research, employees are 75% more likely to watch a video than to read documents, emails or web articles. (Panopto)
  • 97% of businesses using explainer videos say it helps users understand their business better. (Wyzowl)
  • Studies have shown that adding video can improve people’s ability to remember concepts and details with effects that increase over time. Presentations that include visuals like video along with slide text are 9% more effective than text alone when audience comprehension is tested right away. (Panopto)

Where Can Video-Based Learning Be Used?

Video-based learning can be used for:

  1. Formal training (online)
  2. Performance Support (learning aids/job aids to support formal training)
  3. Social learning
  4. Support Instructor-Led Training (ILT)

This is not all. Video-based learning can also be used very effectively to:

  1. Create awareness
  2. Support crucial change management initiatives

Are There Any Parts Of Corporate Training That Video-Based Learning Cannot Address?

While video-based learning is a very high impact training, it does have a drawback of “passivity”. This means that the only control learners have is play/pause/stop.

This can become a limiting factor when:

  1. The run length of the video is over 3 mins. Beyond this run length, the user’s attention wavers and you may not see the required learning impact in longer run length videos.
  2. The expected cognition level is beyond recall or understanding. To achieve the mandate of application, you need to look beyond the classic video-based format.

However, NextGen approaches like interactive video-based learning offset these challenges and enable you to create highly interactive and immersive video-based learning solutions.

A very powerful approach, interactive video-based learning features:

  • Learning interactions similar to traditional eLearning (hot spots, click-and-reveal, and so on)
  • Quizzes and assessments
  • Learning paths that branch to different tracks based on learner’s choices

What Are TheVideo-Based Learning Strategies That You Must Adopt In 2019?

As I had mentioned earlier, video-based learning can support all facets of corporate training.

The strategies that you should adopt in 2019 should map to enhancing the impact of your training. Essentially, they should help you create training that:

  1. Motivates learners
  2. Engages learners
  3. Is relevant and relatable (preferably personalized)
  4. Is challenging
  5. Is rewarding
  6. Facilitates not only acquisition of learning but also the application of learning
  7. Helps learner walk away with a feeling of accomplishment
  8. Helps learners upskill
  9. Triggers the required behavioral change in learners
  10. Helps learners practice and gain mastery

Let me show you how you can accomplish this through the following video-based learning strategies:

1. Use Video-Based Learning To Create The Buzz

Use teaser videos to highlight the significance of the program and its value for the learners. This will help you motivate learners and drive better engagement.

2. Use Video-Based Learning To Teach Concepts

Even if you are using a traditional eLearning approach, you can embellish it with conceptual videos.

3. Use Video-Based Learning For Learning, Practice, Application, And Summaries

If you are using a microlearning-based approach, you can intersperse the learning path with varied videos offering:

  • Watch and learn
  • Practice
  • Apply the learning
  • Learning summaries/takeaways

4. Use Video-Based Learning To Checkpoint Learning

You can opt for interactive video-based learning and use scenario-based assessments to:

  • Checkpoint learners’ knowledge.
  • Provide feedback for further improvement.
  • Practice and hone their skills.
  • See the impact of their decisions and help them recalibrate the way forward.

5. Use Video-Based Learning To Reinforce

Did you know that learners forget nearly 80% of what they had learned if there is no reinforcement after 30 days of a successful training program? You can offset this “forgetting curve” by providing video-based learning reinforcements as:

  • Learning summaries
  • Challenges
  • New supporting material

6. NextGen Approaches That Are A Must-Have As You Implement Video-Based Learning

  • Microlearning Videos
    These are short, focused bite-sized videos (featuring a run length of a few seconds) that map to a specific learning outcome. These are a great fit to offer formal learning as well as Performance Support or just-in-time learning aids.
  • Microlearning Videos As An Effective Informal Or Social Learning Tool
    This can be leveraged to share learning, encourage contribution, and create “learning as a continuum”.
  • 360* Video Format And VR
    This high-impact format can be used with technologies like Virtual Reality (VR) to create engaging and immersive learning experiences.

By Asha Pandey, Chief Learning Strategist at EI Design

This article was first published on EI Design

Microlearning Trends To Adopt In 2019

As microlearning-based training moves to center stage, I outline what is driving its rapid adoption. In this article, I also share microlearning trends in 2019, and how you can leverage them to boost employee performance.

Discovering All About Microlearning Trends In 2019

Microlearning consists of short, bite-sized learning nuggets. Although short in run length (between 2-5 mins and, typically, not exceeding 7 mins), each nugget is action-oriented and is designed to meet a specific learning outcome.

In the last couple of years, microlearning has moved from being a player on the side to center stage and for good reasons.

In a world that is full of distractions and diminishing attention spans, it is critical to have sharp, focused learning nuggets. Only then do you get the learners’ attention, and they invest in completing it. This is precisely what microlearning-based training delivers.

Learners love microlearning-based training as:

  • It is short and focused.
  • It can be taken on the go.
  • It is available in the learners’ workflow and can be accessed at the moment of their need.
  • It is designed for multi-device support and provides control to learners on when and how they want to consume it.
  • It uses high-impact formats (notably, videos) that are engaging and immersive.

L&D teams see value in microlearning on account of:

  • Its ability to engage the learners across profiles, that is today’s multi-generational workforce.
  • Its ability to provide a sticky learning experience.
  • Its high completion rates.
  • Its capability to push acquired learning to the application on the job.
  • Its concept of learning paths or learning journeys that can help learners gain proficiency as well as trigger the required behavioral change.
  • Its innate strength to offset the “forgetting curve” and convert it to the “retention curve” through ongoing reinforcements.

Based on our long experience in developing Microlearning based training, and what we see in the near future, here is my view of microlearning trends in 2019.

Microlearning Trend #1 In 2019

Microlearning will be used for a wider spectrum of corporate training, specifically for:

  1. Change management
  2. Awareness programs
  3. Formal training
  4. Just-in-time training (Performance Support Tools or job aids)
  5. Informal learning
  6. ILT support aids

Microlearning Trend #2 In 2019

Microlearning will leverage mobile learning further—particularly, apps for learning: Building on the wider adoption of mobile learning in organizations, it will be the mode L&D teams would prefer for varied corporate trainings.

It will leverage particularly on formats like mobile apps for learning where a personalized learning path with microlearning nuggets can be offered to learners. This approach can be used to provide both formal training as well as just-in-time learning aids within the learners’ workflow.

Microlearning Trend #3 In 2019

Microlearning will use personalization techniques to offer highly customized and relevant learning to each learner.

Microlearning Trend #4 In 2019

Microlearning will capitalize on Artificial Intelligence (AI) and analytics to offer support and personalized learning paths. Furthermore, its capability to offer recommendations to learners will ensure that they come back for more even after completing the prescribed training.

Microlearning Trend #5 In 2019

Microlearning will continue to use video-based learning as a significant design strategy. However, it will see an increase in the NextGen format, that is, interactive video-based learning.

Microlearning Trend #6 In 2019

Microlearning will be used in formal training in conjunction with successful, engaging, and immersive strategies like:

  1. Virtual Reality
  2. Gamification
  3. Scenario-based learning extended through a master narrative or story-based learning
  4. Complex, branching simulations for decision making

Microlearning Trend #7 In 2019

Microlearning will be used extensively in content curation to provide “learning as a continuum”. This will help organizations create a better learning culture and facilitate informal learning.

Microlearning Trend #8 In 2019

Microlearning formats will also help in promoting collaborative or social learning.

Microlearning Trend #9 In 2019

Microlearning will continue to the preferred format to offer just-in-time training (Performance Support Tools or job aids).

Here, most of the established formats will continue. These include the popular and effective ones like:

  1. eBooks/Flipbooks
  2. Infographics
  3. Interactive infographics
  4. PDFs
  5. Interactive PDFs

Microlearning Trend #10 In 2019

Microlearning will support ILT trainings and VILT trainings by providing online resources:

  • Pre-workshop prep material
  • In-workshop exercises, role plays, simulations and so on
  • Post-workshop handouts

Impact Of Microlearning In 2019

Microlearning-based training is no more a buzz. It is a technique that has transformed the online training format and is here to stay.

NOTE: The usage of microlearning does not mark the demise of macrolearning or what is termed as traditional eLearning format. For instance,

  • This would still find its place in programs that need longer seat time, as breaking them into too many nuggets can create a disruptive learning experience.
  • For certain programs like compliance, several organizations will continue to use the more traditional format.

On the other hand, there would be a rapid adoption in programs like:

  1. Induction and onboarding
  2. Sales training
  3. Leadership training
  4. Professional skills training

I hope this article throws light on the possibilities of using microlearning in 2019 as a significant part of your online training delivery or to support your Instructor-Led Training.


By Asha Pandey, Chief Learning Strategist at EI Design

Technology-driven 2019 HR trends in the workplace: View

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.

Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here:

Employee performance managed by managers – The organisation will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.

Higher access to analytics for employees- Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user friendly and can provide strong people analytics trends that will assist decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics. 

Rise of the ‘remote’ workforce- A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020. HR departments will be able to use this trend to their advantage. Instead of hiring full time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis. 

Rise of micro learning- Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro learning, as a result, will rise further as the industry norm. 
Extensive use of VR, AR, games and video- Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for recruitment of candidates, as is done by Jaguar and Land Rover. 
Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.

In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential. 


By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on ETCIO.com

2019 – HR Trends In The Workplace

Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward-looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.

Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here-

Employee performance managed by managers

The organization will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.

Higher access to analytics for employees

Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user-friendly and can provide strong people analytics trends that will assist in decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics.

Rise of the ‘remote’ workforce

A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020.  HR departments will be able to use this trend to their advantage. Instead of hiring full-time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis.

Rise of micro-learning

Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro-learning, as a result, will rise further as the industry norm.

Extensive use of VR, AR, game, and video

Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for the recruitment of candidates, as is done by Jaguar and Land Rover. Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.

In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on stoodnt