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Aditi Sharma Kalra
Regional Editor
Human Resources Online

• Involving employees to curate their own digital learning experience.
• Creating an inclusive environment that enables continuous learning.
• Producing greater results through targeted learning interventions.

• How do you identify where, when and why your L&D brand is not resonating with your learners?
• Observing how learners interact with materials to create relevant modules.  
• Creating a Community of Practice to propagate learning interests in the organisation.

• What’s next after employees complete the course of learning programmes?
• Educating line managers for an open and visible communication to the behavioural changes.
• Balancing the cost and benefit analysis for the L&D programme through a talent management lens.

• Building credible branding that is socially sustainable in the age of Internet of Things.
• Turning employees into learned influencers in the talent marketplace.
• Helping employees see the impact of their learning mindset in the bigger picture.

• Empowering employees to be eager to learn what is necessary for them and the business.
• Allowing a new generation to take charge of personal learning according to what they think they need. Does this work?
• Leveraging on people management skills to enable continual learning improvement. 

• Continuous management of critical skills for the future through L&D.
• Harnessing the change mindset to manage expectations of leadership development for employees.
• How do you design learning paths supporting career growth for employees who don’t see the need to learn and grow.

• C-suite talk and conveying the right message about learning organisation-wide.
• With personalised learning moving away from training calendar, how can HR strategically balance the economies of scale for mentor training?
• Measuring readiness of leaders to engage in motivation learning.

• How can HR address the developments on D&I in the learning space?
• Functioning with enough business acumen as a business partner.
• Establishing a culture to innovate through engagement of all line managers from an HR perspective. 

Aditi Sharma Kalra
Regional Editor
Human Resources Online