Millennials in India numbered at around fifty five million could soon be the longest living single generation in the world. As per Deloitte, by the year 2025, they will comprise three-fourths of the workforce. Along with numbers, come influence and change. Unlike previous generations which valued business leader who only worked on the bottom line, financial results hold the key for only a tenth of the generation. For them, the CEOs of Starbucks and Costco who are far more inclusive and people oriented in their approach, are the ones to emulate. The field of corporate training too has moved on from the traditional classroom focused methods, to the mobile first method involving online sessions through tools such as MOOCs. Training is now about continuous education as a one-time education is not being able to keep up with disruptive technologies and work patterns. Retraining and up-skilling are thus gaining credence.

Source:http://www.businesstoday.in/magazine/features/the-future-of-training/story/242987.html

Organizations need to comply with Standard Operating Procedures (SOPs) to ensure safety measures and to be on the right side of the laws. Proper corporate training needs to be organized in order to ensure such compliance. The best practices to manage compliance training have been set aside for others to follow. First of all unconventional, creative methods must be used as learning material. Segmented learning material must be provided so that employees can use Learning Management Systems (LMs) according to their ease. This will also allow them to go through chapters as per need rather than all at one go. The LMS interface must try to eliminate all unnecessary steps such as senior manage being asked to start the course from the beginners’ level. The organization administering the trainings, must deliver clear concise corporate communication with notifications and reminders. The company must create a roadmap to link compliances with improving business productivity. Proper analytics must be tracked to drive home the point on the importance of such sessions.

Source:https://trainingmag.com/effective-ways-manage-your-compliance-training

A study conducted by the Brandon Hall Group has delivered some key insights about the trends that have shaped corporate training in 2016-17. There seems to be a four party tussle for inheriting the majority of training budgets. The parties involved are- the Head of Learning, CEO, HR department and individual business units concerned. Very less of the funds seem to be controlled by finance or other wings. In terms of training content to be created, video is gaining in popularity but at the same time is also the least expensive. It includes activities such as an e-learning course, mobile apps, simulations, games and instructional videos. In spite of this preference towards video, classroom sessions still rule the roost with the greatest chunk. It has also been found to be most effective when led by instructors. The largest chunk of training is provided to senior management. The respective amount is much less per person for middle management or supervisory levels or even external consultants. The maximum hours granted per topic goes for imparting of technical skills rather than services knowledge or leadership coaching.

Source:https://trainingmag.com/top-spending-trends-training-2016-2017

Wellness has steadily crept into the domain of businesses which are increasingly inculcating such programmes as part of their corporate training. This has multiple reasons, not least of which being that companies recognize it as something very important. Also, companies are paying vast sums on health insurance costs so these costs will rise further if mental health of employees isn’t right. A recent poll conducted by Gallup has confirmed that only a third of total workforce in the US is engaged. Wellness programmes as seen as a way to bridge this gap. Disengaged employees also cost US businesses over half a trillion US dollars in a year and this can be somewhat offset if the programme goes smoothly. Due to this being the evolutionary stage, wellness programmes have already attracted a lot of criticism. Wellness programmes go beyond physical health but into the mental and spiritual well-being. Office is the perfect place to start such programmes as work takes away an enormous stress on most occasions.

Source:https://hbr.org/2016/11/employers-need-to-recognize-that-our-wellness-starts-at-work?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=15903521&spUserID=OTY0OTMwNTk5NwS2&spJobID=903415741&spReportId=OTAzNDE1NzQxS0

The relationship between the company management and its HR has moved on to the stage where the former expects the latter to actively intervene in delivering business values. Thus the 70-20-10 model is widely being adopted across industries for the purpose of corporate training. A simple adoption of the same however may not serve the purpose, instead there is a need for curating the same for the specific needs. For this Performance Detectives have stepped forward. They not only carry out a training needs analysis, but also use critical task analysis and other tools to understand where exactly gaps exist in the organization. He / she studies the problem and suggests solutions but the implementation is passed on to the Performance Architect. This person designs the actual course work for the training purpose, initially focusing on the broader 70. Challenging assignments are designed before formal classroom or video sessions are delivered. The design focuses on developing agility and social learning so the trainee can engage beyond silos with various stakeholders.

Source:http://hrmanagementapp.com/redefining-the-future-of-learning-and-development-with-70-20-10/#noredirect

Executive coaching is increasingly entering the syllabus of companies’ training requirements. Unlike conventional corporate training which is an ongoing experience, coaching is a time defined specific event. External experts are sought for the same. However, executive coaching will not work if used for remedial purposes. Instead it needs to be woven within the training calendar as a developmental aspect. Leadership development is something where particularly this art has played a significant role. Studies have confirmed that individual as well as team performances have improved as a result of imbibing coaching tenets. Methodologies may vary but ultimately the aim must remain developmental.

Source:http://www.huffingtonpost.in/entry/the-value-of-coaching-a-b_b_12750080

Historically, workplaces have treated games with a lot of distrust invoking the reputation of employees who wile away times engaging in them of office computers. Yet that scenario is now changing due to the invasion of gamification into corporate life. Games have made education much more interactive, pilot simulation more realistic and corporate training more scalable. Overall five kinds of benefits have been recognized which gamification provides to executives. First of all, games provide instant and authentic feedback at minimal cost. Due to their interactive interfaces, managers use them to actively engage with their team members. Granular data can be squeezed out regarding individual employees and their performance levels. Such can further be processed to gauge intelligence on best ways to increase productivity out of individual employees or their types. Different realistic scenarios which cannot all be tested in the real world can be simulated via games. Importantly, not much of technical knowledge is needed to use gaming tools, so any manager can use these to improve team’s performance, results and work motivation.

Source:https://hbr.org/2015/09/games-can-make-you-a-better-strategist