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Solution
TASK 1- Written Response
- Development of Technology
Over the past five years, the field of Learning and Development (L&D) has witnessed a significant evolution driven by advancements in technology. Initially, Computer-Based Training (CBT) provided a structured approach to learning, but it lacked interactivity and engagement (Austin, 2023). However, with the advent of interactive e-learning platforms, learners gained access to more engaging content tailored to their needs and preferences. Webinars emerged as a popular tool for remote learning, enabling real-time interaction and knowledge sharing among participants worldwide.
Simulators have revolutionised training in various industries, allowing learners to practice in realistic scenarios without real-world risks. Augmented Reality (AR) and Virtual Reality (VR) technologies have further enhanced training experiences by immersing learners in simulated environments, facilitating hands-on learning and skill development as evidences by Al-Ansi et al (2023). Moreover, the integration of machine learning and AI algorithms has personalized learning experiences by analysing learner data and providing adaptive content recommendations. AI-powered chatbots offer instant support and guidance to learners, improving their overall learning journey.
Looking ahead, CIPD (2017) point out that the future of L&D is likely to witness even more disruptive technologies such as augmented cognition, neurolearning interfaces, and immersive AI-driven learning environments. These advancements will continue to enhance learning outcomes, making education more accessible, engaging, and effective for learners worldwide. However, challenges related to accessibility, privacy, and ethical use of emerging technologies will need to be addressed to ensure equitable access to learning opportunities for all.
Learning Management System (LSM) and Learning Experience Platform LXP
Learning Management System (LSM) – A Learning Management System (LMS) is a software application used to deliver, manage, and track online learning programs. Its strengths lie in its ability to efficiently deliver training content, track learner progress, and manage administrative tasks (Brush, and Kirvan, 2019). LMSs effectively deliver compliance training and document completion for organizations needing to demonstrate adherence to regulations. They efficiently track individual progress and provide coverage reports which can be helpful for audit. However, weaknesses include potential complexity in setup and customisation, limited interactivity compared to other learning platforms, and difficulties in accommodating diverse learning styles.
LXP (Learning Experience Platform) – A Learning Experience Platform (LXP) is a digital learning solution focused on delivering personalised and engaging learning experiences. LXPs excel in providing advanced, immersive, collaborative, and social learning environments, catering to diverse learning styles (Digital Learning Institute, 2023). Their strengths lie in offering curated content, fostering learner interaction, and enabling informal knowledge sharing. However, LXPs may lack robust administrative features compared to traditional Learning Management Systems (LMS). Additionally, their reliance on user-generated content can sometimes result in inconsistent quality and relevance.
Learning Management Systems (LMS) and Learning Experience Platforms (LXP) share the common goal of facilitating online learning, yet they diverge in their approaches and functionalities. Both systems serve as digital frameworks for organising educational content and providing access to materials, assessments, and communication tools (Ricci, 2023). Moreover, they offer tracking and reporting features to monitor learner progress and performance. However, LMS primarily emphasizes structured content delivery and administration, focusing on course management and compliance training. In contrast, LXP prioritizes learner-centric experiences by offering personalized content curation, social learning, and collaboration features. LXPs often integrate advanced features like AI-driven recommendations and user-generated content to create a more adaptive and engaging learning environment. Furthermore, LXPs prioritize user experience and flexibility, allowing for more customisation and integration with external content sources, while LMS may be more rigid in design and functionality.
Impacts
The evolution of technology in Learning and Development (L&D) has profoundly impacted organisations by enhancing accessibility, engagement, and effectiveness of learning experiences. With advancements like immersive simulations, personalised AI-driven content, and collaborative platforms, L&D professionals can create tailored, interactive learning journeys (Lake, 2024). Embracing these innovations fosters continuous skill development, improves employee performance, and drives organisational growth in the dynamic modern landscape.
- Technology-Based Learning
- Organisation
Challenge: cost benefit of tech-based learning
One challenge that organisations face with adopting tech-based learning is cost. While technology can potentially reduce some training expenses like travel, classroom rental fees, and trainer salaries, there are also significant up-front costs to develop and implement virtual learning programs (Rawashdeh, 2021). Organisations need to invest in learning management systems, video conferencing tools, and online course authoring software, and ensure all employees have appropriate devices and internet access to participate. For many companies, scaling tech-based learning across a large, global workforce is a costly transition (Soma, 2023). However, the long-term benefits could outweigh these initial costs through increased access to learning, flexibility, and the ability to more easily update content over time. If implemented strategically, tech-based learning could help organisations stay competitive through a more digitally skilled employee base while controlling training expenditure.
- Learning and development professionals
Challenge: the rapid pace of change in the skills
One major challenge that learning and development professionals now face is keeping up with the rapid pace of change in the skills and technologies needed for effective tech-based learning design and delivery as evidenced by Ra et al. (2019). As new online tools, authoring methods, and pedagogical approaches emerge constantly, L&D teams must constantly work to evolve their skills. This requires dedicating significant time for self-directed learning above already busy roles. It can be difficult for L&D professionals to carve out time each week to research new topics, teach themselves emerging skills, and obtain any necessary certifications. Without dedicated professional development periods and budgets, L&D teams risk becoming outdated in their abilities. However, many are addressing this by adjusting performance goals to incentivise ongoing skill-building and partnering with tech providers for on-demand training resources.
- Learners
Challenge: increased requirement for enhanced IT skills
One significant challenge for learners in technology-based learning and development is the increased requirement for enhanced IT skills. Pires (2023) claims that as digital learning platforms become more prevalent, learners must possess adequate technological literacy to navigate these platforms effectively. This includes proficiency in using various software applications, troubleshooting technical issues, and adapting to new digital tools and interfaces. Additionally, learners face greater pressure to be self-directed and self-motivated in their learning journeys, as online learning often requires independent study and time management skills. Moreover, the need to make time for in-work learning amidst busy schedules adds another layer of complexity for learners balancing professional and personal responsibilities (Kumar, 2022). To address these challenges, organisations can offer training programs or resources to enhance learners’ IT skills, provide guidance on self-directed learning strategies, and promote a supportive work environment that values continuous learning and skill development.
2.1 Synchronous and Asynchronous Digital Learning
The utilisation of both synchronous and asynchronous learning methods, facilitated by technological advances, offers a versatile approach to modern Learning and Development (L&D) practices. Synchronous learning, involving real-time interaction through webinars or virtual classrooms, fosters immediate engagement and collaboration among learners and instructors (Skolera, 2023). It provides opportunities for instant feedback and discussion, enhancing the learning experience. On the other hand, asynchronous learning allows learners to access content at their own pace and convenience, promoting flexibility and accommodating diverse schedules and learning preferences (Twigg, 2009).
Combining these approaches caters to different learning styles and preferences, maximising learner engagement and knowledge retention as evidenced by Amiti (2020). Moreover, technological tools such as learning management systems (LMS) and collaborative platforms facilitate seamless integration of both methods into L&D programs. Therefore, leveraging synchronous and asynchronous learning methods in tandem is likely to be highly beneficial in modern L&D practice, enabling organisations to deliver dynamic and effective learning experiences that meet the diverse needs of learners in today’s digital age.
Digital learning content
E-learning
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