Training

Solutions

Learning and Leadership

Organizations must curate, design, and provide experiences, connections, and information for their workforce to be able to evolve and adapt to the changing world of work.

Learning in the flow of work and life

Organizations are moving away from focusing only on content creation, facilitation, and delivery. Rather, leading organizations enable workers to perform in their current role and succeed in future roles through exposure, experiences, and education embedded in their environment, which may be the office, working from home, or wherever someone is looking to learn in the flow of work and life.

What are the challenges of workforce development?

Building human and organizational capability

Organizations need to reskill and upskill workers to respond to disruption, automation, new ways of doing business, and an uncertain future. What workers need to learn tomorrow demands a deeper grasp of work itself and robust learning strategies.

 

Accessing, growing and sustaining leaders

Organizations are able to succeed with leaders who help teams thrive in the face of constant change. It’s time to find new ways of identifying, supporting, and enabling those who lead—both in and beyond positions of power—to solve novel and unforeseen problems.

 

Integrating knowledge, tools and technology with the work

Connecting learning with work makes learning less visible but much more effective. Learning organizations are adopting different operating models, strategies, and ways of working to enable and enhance individual, team, and organizational performance.

 

 

53 percent of respondents said that between half and all of their workforce will need to change their skills and capabilities in the next three years.

– 2020 Deloitte Global Human Capital Trends

Where we focus

Our goal is to help your HR teams create a modern learning experience through:

  • Organizational development. Deloitte’s extensive research helps our members stay competitive in today’s rapidly changing global economy. We move beyond traditional ideas about L&D and help our members evolve into strong learning organizations.
  • Digital employee learning. We help organizations create digital learning experiences that engage and drive usage. Our emphasis is on employee-centric design, using design thinking, and building a new learning architecture.
  • Learning technology. With our deep knowledge of the learning vendor market, we can help organizations find and choose the best technology solutions for their learning and strategy.

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