Learning in the digital era

Organisations, big and small, have recognised the significance of digital impact and are gearing up for transformational changes in their business models by redefining processes, technologies and people capabilities aligned with the emerging needs of their customers. When it comes to people and the need for change, the focus seems to be on equipping them with the skills required to function effectively in the digital world. While this is indeed an essential pre requisite for the success of the transformation programme, with the realisation that'business as usual' would have to change in every aspect of business functioning, in order to be counted in as an effective partner in the transition process and beyond, learning and development function has to rethink its approach to learning design and outcomes. Gone are the days when learning and development function used to be viewed as a tool primarily for motivating employees and despite the frequent discussions on the ROI from the investment made in the learning initiatives, it was generally accepted that measurement of effectiveness and outcomes are difficult to establish. Hence the surveys and feedbacks from learners and their supervisors were the main sources to establish the relevance and the usefulness of the programme.