This past decade (or more) has been challenging in the design and development of training that can meet the demand of rapid changing technology, multi generational workforce, old industries dying out and new industries starting up. The introduction of a pandemic, with little or no warning has added another layer of complexity to ensuring that employees are equipped with the necessary skills to be successful in the new way of working. Now that it has been over 2 years and it appears that organizations have to think about how they will survive through this time and prepare to thrive in the future workplace, which is still not clearly defined. The textbook gave you the basic on how T&D is traditionally designed and implemented. The supplemental readings identify some new and current ideas about the needs of the workplace of the future.

Your discussion question this week has three parts:

1. In the Manpower Group article, Closing the Skills Gap, What do workers want, the authors have presented some data to describe certain characteristics of the 2020 workforce.  To practice using data to inform decisions, choose three points that you surmise from the data and explain how these points impact employee training and development, using the data to support your premise. They can be positive ideas that can be leveraged for T&D or they can be negative concepts that could create challenges in the development of T&D interventions.

2. The Deloitte Insights article describes the "employability gap",  Do you believe that this gap exists? Explain your position and whether this concept should or should not be a part of an organization’s T&D strategy. 

3. In the article Transform to Perform, what the main role of training and development in achieving a transformation strategy?

Remember, when thinking the three questions through, your organization does not have unlimited resources, your decision has to be realistic in a challenging business environment. 

(The 3 links for the short reading) are down below.

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