Redefining HR for the Post-Covid Future of Work
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The evolution of HR has largely been iterative. What if Covid is the big reset needed to build agile teams that fundamentally change how we support our business and employees?
Category:
Learning

The resources below are designed to spark conversation, thinking, and ideas around the impact of Covid on employee learning and development.
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Consider the following alternative strategies to keep investing in employee development when you don't have the same budget anymore.
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As businesses around the world postpone and cancel in-person meetings in response to the novel coronavirus (or SARS-CoV-2), which causes the COVID-19 disease, workplace learning is emerging as one of the earliest and hardest-hit business activities. Based on our observations as of early March, roughly one-half of in-person programs through June 30, 2020, have been postponed or canceled in North America; in parts of Asia and Europe, the figure is closer to 100 percent.
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Some may find remote working beneficial for the organization and decide to continue to operate with a remote workforce or a hybrid of office and home working. This shift may create challenges for managers looking to maintain workplace learning among employees. Here are a few ways in which leaders can evolve their training and development programs to reflect this shift.
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Because in-person training may not be an option during the COVID-19 era, many companies might assume that online training is the only choice. In fact, many HR departments were already relying on e-learning before the pandemic. According to LinkedIn's 2019 Workplace Learning Report, 59 percent of survey respondents reported spending a larger percentage of their training budgets on online learning and 39 percent reported spending less on instructor-led classroom training between 2017 and 2019.
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