Aditi Sharma Kalra
Regional Editor
Human Resources Online

• Moving away from passive reporting to identify objective of learning outputs.
• Ensuring accuracy of data and being aware of data biases to prove and disprove hypothesis.
• How can line management gain visibility into the learning needs of their teams and the impact of learning on team performance?

• Rethinking the strategic planning of learning gamification.
• Utilising supportive materials, feedback and rewards to segment learner types.
• Enhancing the learning experience in corporate training through leadership direction.

• Ensuring anytime-anywhere access, with conversational, interactive apps and interfaces for personalised learner experience.
• Keeping it convenient and efficient with the use of the latest technologies and well-planned learning processes.
• Focusing on keeping it fun through gamification, with better access to mobile learning with easier, reporting, tracking and assessments.

• How to identify the learning patterns of your current workforce?
• What are some industry best practices to benchmark your measurement tools for your L&D?
• Apply different perspectives of competency based approach for effective learner outcomes.

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

• Charting learning programmes only after understanding an employee’s learnability pattern.
• Driving process change and inspire results at both the management and executives level through action-learning opportunities. 
• Garnering the full commitment from senior management to pilot the solutions.

• 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.

• 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?

Aditi Sharma Kalra
Regional Editor
Human Resources Online