Employee training should not be a static approach to development. The skills and knowledge that might have helped a company thrive 20 years ago may be completely obsolete today or in a few years. For this reason, training has to be malleable and driven by the dynamic nature of the company, the industry, the market, and the economy.
LinkedIn polled 1,200 talent developers, 400 people managers, 2,200 employees, and 200 executives in its 2018 Workforce Learning Report. When asked “what are the most important areas of focus for talent development?” “identifying trends to prevent skills gaps” came in at number two on the priority list for executives—second only to “how to train for soft skills.”
