Over the past few years we have seen seismic shifts in the learning and
development landscape. L&D continues to evolve at an unprecedented pace,
driven by technological advancements and new workplace dynamics. These shifts,
coupled with budget cuts and reduced resources, have forced us to re-evaluate and
optimise our strategy. In this article, we explore the dominant trends of 2024 and
what we can look forward to in 2025!
Key trends in learning and development in 2024 that we can learn from

1. AI and Adaptive Learning Technologies
While the integration of Artificial Intelligence (AI) in L&D is not new, the need for
organisations to become more intentional about the use thereof has intensified.
According to a report by Gartner, 60% of organisations adopted AI-driven learning
tools in 2024, a significant increase from 45% in 2023. One area of particular
growth has been the use of AI in personalised learning paths, enabling the analysis
of individual learning behaviours, and tailoring content to suit different learning
styles and proficiencies.
2. Skill-Based Learning in place of Role-Based Training
Organisations are prioritising skill-based learning as job roles evolve rapidly in
response to technological advancements and market demands. Unlike traditional
role-based training, which focuses on preparing employees for the responsibilities
of their role, skill-based learning develops versatile competencies that can be
applied across multiple roles. LinkedIn’s 2024 Workplace Learning Report
highlights that 74% of L&D professionals are prioritising the upskilling and
reskilling of their employees.
3. Focus on Digital Fluency
The rapid digital transformation across industries has made digital urgency a
non-negotiable skill. In 2024, over 80% of Fortune 500 companies mandated
digital skills training, particularly in areas like data literacy and cybersecurity.

4. Immersive Learning Experiences
Virtual Reality (VR) and Augmented Reality (AR) were pushed to the forefront of
Learning and Development technologies last year. While these technologies are not
new, they are gaining traction as they become more user (and budget) friendly. A
study by PwC found that VR learners trained four times faster than those in
traditional classroom seings. This resulted in a 275% improvement in confidence
when applying newly acquired skills. And we all know that a confident employee is a
more competent employee!
5. Employee Well-being and Learning Engagement
In line with the global social trend, 2024 saw a greater emphasis on mental health
as part of professional development. The new generation of employees are great
proponents of mental well-being, prioritising mental health programmes over other
perks when job hunting. Companies integrated well-being into learning programs,
recognising that a resilient workforce drives innovation and productivity.

Emerging Trends Predicted for 2025
1. Generative AI in Content Creation
While AI is already prominent, 2025 is expected to witness widespread use of
generative AI to design custom learning materials. Tools like ChatGPT and others
will empower L&D teams to create real-time, context-specific training content. This
is expected to reduce the time required to produce large-scale content, so that
L&D professionals can focus on ensuring their specific organisational needs are
addressed with targeted learning solutions.
2. Microlearning with Macro Impact
Research from Deloitte suggests that learners retain 80% more information when
training is delivered in smaller, digestible segments. Microlearning - short, focused
learning modules - has been trending for a while now, but is really expected to make
its mark in 2025. While we have spent the past few years learning how to condense
content into short modules, now we will focus on delivering this content in highly
impactful ways. And, as attention spans continue to dwindle, microlearning will gain
further traction.
3. Learning in the Flow of Work
In the past, L&D meant that employees were ‘out of office’ for the duration of
training. Even with online training; it could mean that someone has to pause their
work to complete a module. This year, we will see learning being seamlessly
integrated into daily workflows, reducing the need for employees to be ‘out of the
flow of work’ for large chunks of time. This trend underscores the need for learning
solutions that are accessible and contextually relevant, and bring us to our next
point; Learning Ecosystems.
4. The Rise of Learning Ecosystems
Gone are the days where we have a different platform for every function.
Organisations are increasingly looking to adopt integrated learning ecosystems -
a blend of CRMs, HCMs, technology platforms, curated content, and peer networks
- to foster continuous learning. These integrated ecosystems offer better tracking,
easy access and higher adoption rates because everything can be found in one
spot! Large-scale HCM systems that have learning portals as an added feature will
be re-evaluated for their effectiveness due to low impact and low adoption, and
LMS/LXPs that integrate into existing HCMs will be prioritised. According to the
2024 Fosway Group report, 72% of L&D leaders plan to invest in these types of
learning ecosystems in 2025.

Conclusion
The trajectory of L&D underscores the importance of adaptability and innovation.
By embracing cutting-edge technologies, prioritising inclusive learning strategies,
and aligning learning initiatives with organisational goals, companies can create a
resilient and future-ready workforce.
As we step into 2025, the role of L&D professionals as strategic enablers will only
grow, ensuring that learning remains a cornerstone of organisational success.
And, if it all seems overwhelming and time consuming, the right strategic learning
partner can make all the difference! Get in touch for a comprehensive, customised learning solution that will elevate your L&D to the next level.
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