Hun Top 10 is:
- Continued increase in training budgets. Training-related spending increased by 7% in 2006, the highest increase in five years. We expect spending in 2007 to match or even exceed this rate.
- The structure and operation of corporate training will change. Learning organizations are increasing spending on technology. In fact, in 2006, payrolls declined on average by 11%. New skills and management structures will be needed to meet training’s new role as a shared services organization.
- Use of outsourcing becomes standard practice. Companies have discovered that outsourcing can help them implement an infrastructure that reaches more employees at far lower costs and allows staff to focus on company-specific needs and performance consulting. We believe every organization should have a defined outsourcing strategy in 2007.
- Leadership development takes center stage. Research in 2006 showed leadership development and management training to be the highest area of program spending. Spending will likely be higher in 2007 as companies scramble to fill the leadership pipeline.
- Talent management will change the role of HR. HR’s mission, supporting technology, staffing resources, and priorities will all continue to change, and likely at a rapid rate. Performance management, competency management, and talent-driven learning will be areas in which HR and learning are tightly aligned.
- E-learning matures and evolves. Now that e-learning is mainstream, companies are moving to more sophisticated uses of e-learning content and technology – such as for performance support, collaborative learning, and simulations.
- Content management becomes an imperative. About 40% of mature LMS users are now considering or actively searching for content management solutions. We believe any company at Stage 2 or 3 of our E-learning Maturity Model should have a defined content management strategy in 2007.
- E-learning 3.0 arrives. First there were online self-study courses; then came virtual instructor-led training. The next stage is self-published training – resources such as blogs, wikis, and podcasts. Innovative training organizations are now working to harness these resources.
- New approaches to e-learning emerge. Among the 2006 Learning Leaders are organizations that have implemented “high-fidelity” online training programs. These instructionally rich courses, which include avatars and sophisticated simulations, were designed to develop and deepen mastery in areas such as customer service and sales.
- The LMS market continues to morph. Many companies are now looking to LMS solutions as the foundation for talent management platforms, with modules for performance management and integration with other HR systems. The market will see more partnerships, mergers, and acquisitions to meet the new demands of HR and learning convergence.
Hoewel deze voorspellingen gericht zijn op het bedrijfsleven, zie ik wel overeenkomsten met het hoger onderwijs. Het zou toch mooi zijn als deze voorspellingen zoude uitkomen.
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