The Role Of Personalized Learning In The Future
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Personalized Learning 5 Future Technology Predictions from IBM
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The Fourth Industrial Revolution urges us to think creatively about the manufacturing process, value chain, distribution and customer service processes. Universities emphasize their role in shaping future technology by being the testbeds for innovation and educating future generations. Traditional education has contributed greatly to the current levels of industrial evolution and technological advancement. However, in order for higher education to deliver future generations with the right set of skills and knowledge; an imperative question has to be asked regarding how higher education institutes would be affected by the Fourth Industrial Revolution and how the delivery of education will be transformed.
There are different opportunities available that will shape the role which can be undertaken by higher education in the Fourth Industrial Revolution. Combining the strength of the traditional higher education with the increasing trend of MOOCs represents necessary steps to scale qulity education. Let's explore these in more detail. Currently, education is being connected to mobile devices through applications in the cloud and is no longer limited to knowledge but extended to skills acquisition. With the expansion in networking services nationally and globally, physical boundaries are no longer barriers to education. The number is increasing exponentially across the globe, making learning more accessible to people.
According to By the Numbers: MOOCS in , the number of participants has doubled in from million students to 35 million students across all MOOC providers; even universities are digitizing some of their courses. One of the main issues facing MOOCs is related to accreditation and trust in the associated credential. On the other hand, higher education institutions are trusted and have had a long experience in accreditation. The future mix between MOOCs and traditional education can provide higher education institutes the opportunity to expand services to offer credentials using the experiences of the lecturers and teachers.
One of the main services universities offer is the provision of certification for students upon the completion of their studies. Nonetheless, there are many students whose education is disrupted whether because of war, conflicts, or a lack of financial resources. At a time when the world is witnessing the largest refugee crisis since the World War II; education is being stressed more than ever for those millions of refugees around the globe. Having a digital identity that is trusted, portable and secure, which stores an individual information and can be used across countries especially in cases of conflict eruption or natural disaster, would address this challenge. The trust placed in Higher Education institutions could be the driver for Higher Education to be leading the creation of a global identity that is portable across universities and organizations.
Higher Education is not proprietary nor limited to one ideology; its openness and long history of tryst makes it eligible to act as a custodian for protecting this identity and continuously create environment for knowledge and skill attainment. As a first step to the Global Identity, the need for federated identity is being recognized globally; where a local login access to global resources is facilitated. The Research and Education FEDerations REFEDs group, a place to exchange Identity Federation processes, practices and policies and holds discussion to facilitate inter-federation work, has participants from 61 countries; with 43 countries producing federated identity and 18 countries in the pilot stage. Nonetheless, privacy remains a main concern for every individual in the digital world; where individuals would like to maintain control over their identity.
Data analysis and automation help companies not only to survive but also to thrive in the future. Data regarding student performance, behavior, development, and interaction inside classrooms and on the online platforms of MOOCs as well as data from smart campus would create diverse and fast-changing data. The ability of Higher Education institutions to integrate this information into smart data would result in intelligent decisions in regards to the delivery of customized education and personalized learning experience for students. Altering higher education is more necessary than ever before. However, the challenges ahead have to be considered in order to ensure effective and immediate transformation.
HR has to create policies that ensure communication best practices in the absence of visible body language. As technology and regulations continue to evolve, in-house HR teams will get leaner, generalist roles as we know them today will cease to exist and the specialists will be across four major areas: Employer Brand and Culture, Digital and Analytics, Learning and Change, and Reporting and Compliance.
There was a recent Harvard Business Review article on this topic. The methodology used for the future HR Roles study was a nine-month initiative to outline future HR roles. We at Asanify have added our thoughts on the same. Workplace safety will be a primary concern for both on-premise and remote employees. This role would be to facilitate a seamless employee chatbot experience.
The work-from-home culture has set into motion several changes in:. This role is crucial in continually developing skills for a diverse workforce. The focus will be on adding to existing skill sets as well as identifying new strategies to analyze future work requirements. Innovations in learning through gamification and measurement have never been more important. Specifically, Sales Onboarding and continual learning need to be dedicatedly focussed on. A position that will act as a bridge between people and machines.
Effective and safeguarded collaborations must be emphasized to increase cooperation between the two entities. Big data has come to rule our lives in the past few years and it will continue to do so. The ways in which big data has become an integral part of our lives are in plenitude:. HR needs to be more like marketing — and personalize communication and policies to each employee cohort.
Understanding nuances about who your employees are will help drive productivity. As given in the Asanify talent dashboard below — HR can then personalize their communication to each cohort. Data detectives would be the ones to compile data insights that will improve employee performance and experience. Driving data analysis for better business performance will also be under this role. It has become clear to organizational heads that employee experience cannot be overlooked. Employees are the first consumers of any company and their experience must be on par with the consumer experience. An example of this is the viral email Airbnb employees were sent. This is the support system in the face of rising unemployment.
It will be up to HR to think about the future of growth. Additionally, outlining beneficial financial programs and packages will be of significance. In most startups, small businesses, and SME even today, HR responsibilities include running admin and payroll operations. This position will arise out of the need for fairness and reducing bias against workers. The roles will involve ensuring employees are treated well throughout their entire employee life cycle. This position will be important as the industry will try to navigate on creating optimum working conditions on the premises. Factors such as employee engagement and work culture are direct correlators of any workplace which will gain more significance in the future.
With remote work transforming professional sectors, VR training will become another important aspect for HR. Activities such as learning and development programs, onboarding, etc. Conventional programs will see a shift with VR at its centre. We have seen how the gig economy is and will continue to shape work practices. Future HR will also see a rise in the number of employees who prefer to work for short term contracts. Thus, there will be a need for someone to manage this section of workers by designing suitable policies and compensation packages.
This will be a major function across all departments in organizations. Recommendations will have to be provided to ensure sustainable work patterns. Consequently, HR will need to create suitable climate-related policies. With some companies extending remote work till mid , this position will be critical to fill. The emotional, physical, and mental health of employees will gain attention. This is yet another important role to maintain organizational culture but at a remote level. Additionally maintaining decorum where body language is not visible will be a critical skill.
This specific role would entail aligning the organizational culture across borders. With large support for even small businesses going global , company culture will need to be reinforced globally. This position will be especially useful for enterprises with remote workers in different nations. With agile practices gaining pace, this job role will play an integral part in maintaining agile processes in HR. This role will include facilitating teamwork and collaboration in a virtual environment. It will also involve developing leadership roles and transitions of talent.
The skills required will be the principles of agile HR, task optimization, and maintaining networks. This role will entail maximizing contrbutions of the entire staff. A variety of techniques will be implemented to boost the development and productivity of the management and employees. This will help in understanding how individuals can reach their full potential to enhance perfromance and leadership skills. Job roles for this position will include scouting and matching talent to relevant skills as well as talent development.
This individual will also have to have sufficient experience in understanding the gig economy of freelancers and contractors. With the economic scenario changing drastically every few months, this job role will gain importance to maintain compliances. These include:. To summarise, for remote employees, dedicated remote working policy maintenance is required. Responsibilities would include corporate social responsibility and influence the people who make company policies and regulations. This will ensure complete adherence to changing laws of the land. Hire to Retire or H2R is the human resources term given to everything that an employee does during his tenure at an organization. It includes all the processes that an employee goes through. Recruiting will incorporate far more data-driven decision making.
Video communication tools and conversational bots will be on the rise. However, the prevention of algorithmic bias will be a critical challenge. Employee Onboarding workflows will need to be automated and the biggest challenge will be on speed of knowledge transfer. Making new joiners feel welcome in the absence of face to face communication will be important. In the future, classroom training opportunities will be minimal. In that context, how to ensure that new joiners retain information through a seamless onboarding will be important.
Finally, it will be a challenge for both managers and HR Training, Learning, and Development leaders. Providing a digital and a visual career development plan will ensure to prevent demotivation. Appraisal cycles will need to become shorter, and possibly digitized to ensure transparency. Additionally HR needs to ensure a lack of bias in evaluation for completely remote workers. Along with that, engaging employees and maintaining motivation will be a major part of employee retention. The exit management process will need to be digitized.
HR Business Partners will need to work closely with internal and external logistics teams to ensure a smooth handover. Digitizing the central knowledge repository will also need to be critical to retain knowledge once an employee exits. As the current year has almost come to an end, the next step for human resources is to predict changes in I have spoken at length about remote work and its subsequent challenges. A diverse workforce brings with it people across all generations. Many organizations have employees spanning 4 generations.
In such a situation, human resources must recognize and understand the differences in employee mindsets. Additionally, automation in work will bring in young employees who prioritize work-life balance and flexibility in working hours. A lot of importance is also given to collaboration and feedback. Finally, CHROs will have to actively focus on various working styles and career goals to design suitable work policies. The growing gig economy is going to largely influence work schedules and benefit schemes.
Employees love working under flexible arrangements due to increased work autonomy. Several people are predicting the rise of independent contractors and freelance communities. HR professionals must strive to understand this shift from long-term employment to maintain agile practices and efficiency. The management must also fully adapt to software such as ERPs and apps for monitoring employee onboarding and engagement as part of their working tools.
Get started now for FREE. Human resources have always had to deal with a lot of data. The HR of will need that data to be analyzed through HR analytics. To ensure deep insights and make smarter predictions, business leaders must invest in these analytics. So which metrics am I referring to? With specialized HR analytics, it becomes simple to create intentional plans that will mostly succeed.
This technology will enable the HR department to create actionable solutions based on real-time data analysis. Chatbots can automate many tasks that require time such as answering FAQs on company policies. They are also useful when it comes to maintaining employee satisfaction through their interfaces and fun virtual gestures. To summarize, there are many reasons HR chatbots are efficient , boosting employee productivity is just one of them. Employee bots can also serve as self-service portals for onboarding and training. Adopt a chatbot now, get started today! HR will certainly have to develop new ways to manage performance levels. A growing number of enterprises are moving towards continuous performance management. Another major facet of evaluating performance will be the reskilling of employees for arising job requirements.
There are numerous courses on LinkedIn, Coursera, and Udemy that serve as instant professional development certifications. Such tools not only encourage career growth but also provide scope for skill updations and performance improvement. I may be over-reaching here but I want to give you a full picture of what a 5 year HR plan could look like. The HR of will probably have a hyper-personalized performance review system. This includes scrapping out the traditional yearly-reviews for real-time performance reports and personalized coaching. Startups and enterprises alike will have to create an HR ecosystem that combines new technologies with different roles.
Remember we talked about evaluating revenue-per-employee? I want to reiterate this point with a different angle. Additionally take a look at this blog on most frequent use of AI in HR. It is inevitable, you will have to adopt technology eventually. So rather than competing with HR tech and increasing employee pressure, why not collaborate with it? Did you know you can intentionally create a diverse remote workforce using analytics to determine age, gender, ethnicity, etc.?
You already know the benefits of having employees from varied backgrounds. By using technology to proactively make such decisions, you are not only relieving yourself of the burden of looking for different workers. Simultaneously, you can use specific metrics to match skill sets to people who may be better suited to them. In the overall mission to be agile and lean, most tasks in HR will be broken down into discrete components.
The change will be a part of life. Agile employees will have significant work freedom and control. By adopting agile practices, large enterprises will become more nimble like startups. Maintaining work culture and onboarding across multiple locations are some current challenges. We are working with Agile HR coaches to enable agile working practices to keep up with industry changes.
