21st Century Learning: The effects of IR4.0, globalization, the changing workforce and shorter shelf life of knowledge
Learning is the lifelong process of transforming information and experience into knowledge, skills, behaviors, and attitudes. Learning in the 21st century comprises skills, technologies and insights that leading-edge academicians and organizations are using to create learning systems that are better suited to the emerging challenges. This is done through the practice Instructional Design — systematically designing, developing and delivering instructional products and experiences, both digital and physical, in a consistent and reliable fashion towards an efficient, effective, appealing, engaging and inspiring acquisition of knowledge.
At its inception, Instructional Design was dominated by the views of behavioral psychologists, B.F. Skinner, whose stimulus-response operant conditioning theories gave us the famous drill and practice routine — the idea that knowledge and skill are acquired through repetitive practice. Today, there’s discovery that learning occurs most effectively when courses or programs are carefully designed around the key tasks and skills needed to perform the job.
Recently, there seems to be new buzzwords such as e-learning, byte size learning, gamification, digitized simulations, etc. Having been in the corporate learning and development space for quite some time, I was bewildered with the new buzzwords and decided to immerse myself in recent developments and emerging trends in the learning and development area. Hence, in March 2019, I attended a Learning & Development Conference in Kuala Lumpur with an interesting title — Big L&D Summit 2019 — Emerging Trends in Learning & Development: Are You Ready to Up Your Game!
The two-day event was an insightful session with the exchange of knowledge and experiences by various speakers. At the end of the two day conference, I discovered that there is a “new world of work” emerging in the 21st century disrupting the corporate learning paradigm. It’s turning old instructional, episodic and live training models upside down, as technology, financial, people and competitive pressures drive change to achieve 21stcentury corporate success, growth and sustainability.
During the session, a speaker from Frost & Sullivan Asia Pacific shared very interesting insights, talking about the 4th Industrial Revolution (IR4.0):
- IR4.0 is leading to Mega Trends and transforming the way businesses operate. Mega Trends are transformative, global forces that define the future world with their far-reaching impact on business, societies, economies, cultures and personal lives, e.g. robots have entered our homes for personal use, mobile financial transactions are now in crypto-currencies, self-driving cars, etc.
- IR4.0 is enabling connectivity that allows for the convergence of industries, products & functions. This convergence is likely to drive unconventional players to contest for new markets. For example, cars plus unmanned technology leads to the development of autonomous cars.
- Every company will become a technology company, as most companies will use mobile applications, data, and analytics, IoT, cybersecurity, cryptocurrency and blockchain, cloud computing, etc. The banking sector, for example, is moving towards branchless banking and uses more than one technology i.e. mobile applications, cybersecurity, data and analytics, and others.
These megatrends, coupled with globalization, the changing workforce, and shorter shelf life of knowledge, reveals that “one-size-fits-all” content is no longer relevant where instructional design is concerned. Just as businesses are personalizing their products and services for clients and consumers, so should instructional design methods innovate to meet the changing needs for the new business landscape.
Learning and development is expected to play a critical role in enabling to build the future-ready organization. How could learning and development play this role?
