history of corporate ld

Why should we know about the history of corporate LD? Well, do you remember the year 1999. Do you recollect what you knew a lot about? Was it Dawson’s Creek, Super Smash Bros, or Third Eye Blind? Now, some time has passed. Does all this still matter? Pacey Witter was indeed a dream, but the response is no. This very same idea can be used to describe how exactly learn and grow at work as their commitments and obstacles change.

How does the working population learn? People are always learning in ways that are unique to them, even without professional education. Then why do numerous L&D professionals still use out-of-date training techniques and initiatives?

The history of corporate L&D can tell us the answer. The L&D strategies of today came from an earlier view of the economy. They were made to be made by a lot of people, and workers didn’t often get unique chances. In summary, training was made with institutions, not end-users, in mind. As a consequence, an L&D program was designed which could be scaled up but didn’t have much of an effect. That’s the model that most organizations still use today.

By looking at how L&D has changed over time, we can figure out where it falls short and how to make a framework that performs well for staff members as well as for their businesses.

If you are a Corporate L&D Leader or involved in the process of Capability Building at your organization then you know that the traditional workforce training strategies are undergoing a metamorphosis across the globe. While the intent to have a sharp and aligned team across departments stays, the history of Corporate L&D and the evolution of Learning into eLearning and now into Mobile Learning and Micro-Learning is changing the entire perspective on how today’s workforce is learning.

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Clearly then, as a leader, not only do you need to rapidly adopt and adapt to the changes but also anticipate what is coming next so you can steer your organization’s learning journey accordingly. Sometimes, however, a look at the past trends, in this case, the history of Corporate L&D, can help you prepare better for what is to come. Here’s a brief visual look at the Corporate L&D journey over the year.

The History of Corporate LD: Evolution Through the Years

history of Corporate LD

The history of corporate L&D has come a long way over the last 125 years. These previous iterations of L&D made enterprise LMS learning more prevalent, but none of them solved the problem of making skills training more personal, which would have made it more effective.

Presently, we already have the technology and knowledge to solve these problems, but the problems with conventional L&D strategies are still a problem for businesses in all fields. With the appropriate path, business leaders can implement effective learning and development (L&D) techniques that put workers first while still being able to grow. To develop the ideal training model, you need to know the biggest pain points of end users, their needs from the management and organization, and how to make sure employee goals are in line with the company’s ultimate goals.

Moving from the history of corporate L&D to the future…

Did we miss any key events? Let us know if you think it was a key evolutionary milestone, however small.

But more importantly, we are curious to know how your eLearning strategy for the near future is shaping up! Are there any inspirations from the past or are there any recent trends that you believe supersede the past? The 2020 pandemic has reshaped the directions of most industries and careers. How has that impacted your organization? Your industry? Your own career path? We hope your insights can help us all learn and introspect and improvise.

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