1. THE FUTURE OF TRAINING AND
DEVELOPMENT
Learning Outcomes
After learning this chapter, students should be able to:
1. Identify the future trends that are likely to influence training departments and trainers
2. Discuss how these future trends may affect training delivery and administration, as
well as the strategic role of training departments
3. Discuss how rapid instructional design differs from traditional training design
4. Discuss the advantages of embedded learning
5. Discuss how training can contribute to a company’s sustainability initiative
6. Discuss the implications of cloud computing for learning, training, and development

2. FUTURE TRENDS THAT WILL AFFECT
TRAINING
SUSTAINABILITY
NEW
TECHNOLOGIES
VIRTUAL WORK
ARRANGEMENT
DESIGN AND
CONTENT
INTELLECTUAL
CAPITAL
PERFORMANCE
SUPPORT AND
SOCIAL
LEARNING
PERFORMANCE
ANALYSIS AND
LEARNING
TRAINING
PARTNERSHIP
AND
OUTSOURCING
TRAINING

3. Sustainability
• Refers to a company’s ability to make a profit without sacrificing the
resources of its employee, community, and environment
• Important: the growing number of companies
• Training and development can contribute to companies
sustainability:
1. Learning opportunities for employees
2. Development experiences for employees
3. Teaching employers

4. New Technologies for Training Delivery

5. Virtual Training And Development
CHALLENGES:
Invested in digital
collaboration,
Tools
NO LIMIT FACTOR:
Location,
Organization structure,
Employment
relationship

6. Design, content, and multiple delivery methods

7. Capturing and sharing intellectual capital
Social
networking
technology
and Web
2.0
Technologically
literate
Intellectual
capital

8. Performance support and social learning
Embedded learning
• Increasingly prevalent in future
• Focus more on development
of the competency
• Focus on providing learning to
complete key job tasks
• Technological availability
Social learning
• Learning with and from others
• Face to face interaction
• Conferences
• Group meeting
• Online social media

9. Performance analysis and learning
• Performance analysis approach - identifying performance gaps
or deficiencies and examining training as one possible solution for
the business units.
• Training departments will need to:
– Focus on interventions related to performance improvement.
– Provide support for high-performance work systems.
– Develop systems for training administration, development, and
delivery that reduce costs and increase employees’ access to
learning.
• Training departments’ responsibilities will include a greater focus
on systems that employees can use for information on an as-
needed basis.

10. Training partnership and outsourcing training

11. Skills for future trainer
• Matching training content and methods to the local culture of the workforce
• Designing learning space, as well as content in technology-driven learning environments
• Use of multimedia tools
• Delivery and packaging training in different formats for beginners and experts
• Use of assessments to determine trainees’ learning styles
• Developing search-and-identify techniques
• Facilitating learning and staying in touch with employees, managers, and business unit
• Developing and delivering learning that is integrated with the job
• Understand how social media can be used for learning, limitations of social media, and
ability to make a business case for it
• Identify the root cause of job and business problems