The Learning and Development industry is full of intricacies and complexities, which are heavily influenced by progressions in technology and working practices. TMA World’s experience and expertise in this field has allowed us to identify a number of trends that are emerging. This presentation outlines these trends and the new terminology being used in Corporate Learning, Corporate Cultures and HR. We know that the themes covered are interpreted very differently across industries, corporations and countries, so please feel free to let us know what you think the emerging trends are in your role. Contact us today: enquiries@tmaworld.com

1. 21 Corporate Learning, Talent and HR Leadership Trends… What’s Emerging In 2013?
COMING IN! MOVING ON!
CORPORATE LEARNING
1. Continuous learning Informal learning
2. Learning Resources Courses and curriculum
3. L&D Manager as Facilitator, Moderator and Curator of Learning L&D Manager as Programme Leader
4. Trainers as ‘Performance Improvement Consultants’ Trainers as deliverers of learning
5. Learning with laser like target audience selection and analysis Learning through enrolment or simply showing up
6. Learners as data producers and connected collaborative value adders Learners merely tracked and monitored attendees
CORPORATE CULTURES
1. Wirearchy and an emphasis on collaborative advantage Hierarchy and an emphasis on competitive advantage
2. Agile borderless workplace with fuzzy boundaries Fixed workplace with clear boundaries
3. Empowered virtual teams liberated from constraints of geography Localized teams working face-to-face
4. Digital fluency an essential skill set with more home purchased devices Technical competence, ‘nice if you’ve got it’ on company technology
5. Reward and incentives for knowledge sharing Knowledge is power
6. Recognition rich cultures (through greater internal transparency and social networks) Top down recognition and service awards
7. Continual peer performance engagement and feedback Annual and quarterly performance reviews
HR FUNCTION, LEADERSHIP AND TECHNOLOGY
1. ‘Integrated Talent Management’ with HR working IN the business ‘Strategic HR’ with HR working ON the business
2. Deeper specialization (expertise drives competitive advantage) Generalist HR management
3. Social recruitment Professional recruitment
4. HR Functional Innovation – Flexibility Rigid HR Compliance – Formality
5. HR analytics and predictive planning through Big Data Stand alone HRMS
6. HR support on mobile devices (attendance, vacation schedules, expenses etc) HR support through a physical team and process
7. Single digitally managed cloud based Learning Management Systems Multiple and duplicated Learning Management Systems
Multiple Sources Primarily: Bersin by Deloitte – Predictions 2013 | The Borderless Workplace – White Paper TMA World – Nov 2012 | Jon Husband – www.wirearchy.com
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