Singapore - Within ten to 15 years' time, gaming and simulations will be a huge part of most companies' learning and development programmes, predicts Deutsche Bank AG's regional head of development.
Gyan Nagpal, regional head of development for Deutsche Bank AG's HR, says learning and development workshops are moving out of the traditional methods, especially with the generational shift. Speaking at last week's Learning & Development Summit 2009, Nagpal says, "Gaming and simulations are going to be the most exciting part of the industry. It's not facilitated learning anymore."
The influx of multi-generational workforce has allowed "more transferable skills to leverage knowledge that's available in open domain", he adds. Similarly, ownership levels over one's learning and development are increasing with each generation. "People are seeking more accountability, taking more ownership and managing their careers more actively. All the managers need to do is connect them."
The trend surfacing now, says Nagpal, is anything relating to information transfer will be moulded to the individual with "a little bit of coaching support". Furthermore, almost all the generations will respond well to this type of training because it allows them to learn relevant skills at their own pace. The key is finding an engaging, interesting and interactive method of preferred learning for each generation. Nagpal says, "Some generations are more savvy at it and some will take a little longer but if it's interesting enough, why not."
But that's also the problem, says Nagpal. "E-learning has never been interesting. Compliance is still the world's non-starter in learning and development. I hope no one kills gaming and simulation."
No matter, Nagpal stresses that learning and development programmes remain critical for an organisation's future growth. In light of the economic crisis, Deutsche Bank has set in place a learning intervention starting from top of the house to recalibrate their existing infrastructure functions to save costs. "There are many ways the organisation could have done it but they chose learning. The business is willing to really invest if there is a strong value linking it to their reality."
