Learning and Development 2025 Trends

As head of a busy HR department, one of my priorities is to review the Learning and Development (L&D) needs of staff here within the Firm each year. It also presents an opportunity to research any new tools and techniques available, as well as how programmes are delivered in new and diverse ways – a shift fuelled by the pandemic, when finding alternative ways to deliver meaningful learning and training remotely was a necessity.

Traditionally, courses require a considerable time commitment. The cost can also be prohibitive even if it is supported by an employee’s organisation.

Exploring the L&D landscape in 2025 reveals some interesting trends. It prioritises personalised, micro learning programmes using Artificial Intelligence (AI) and immersive learning tools through either virtual or augmented reality.

Departing from a traditional classroom setting allows L&D to be adaptive and flexible, meaning those with competing demands of home and work can still participate in their own development. Individualised learning further presents opportunities for individuals to cherry pick the material most relevant to them.

The most significant impact on L&D pathways is perhaps in relation to the use of AI, which can target specific areas that people might need to upskill, setting them a test to identify gaps in their knowledge. Furthermore, AI assistants can offer tailored learning and feedback and answer questions immediately to clarify things about which the learner is unsure.

Another trend offered to busy individuals who are keen to learn, but are simply time poor, is to commit to microlearning sessions. Such sessions might only last five or ten minutes but can be efficient and informative. Such platforms also offer flexibility meaning people can study at anytime and anywhere on any device including mobile phones.

Tracey Myhill HR Manager Email: traceymyhill@girlings.com

Learning and Development is entering a new era. How learning is delivered to individuals, the resources people have access to, the flexibility to learn at a convenient time and place and the possibility of micro learning, is changing. This adaptable, modern and dynamic approach means that learning, development and training becomes accessible to more people.

The possibility to create a personalised learning path will undoubtedly be welcomed by those considering engaging with the different forms of learning because creating such bespoke programmes allows everyone to get the most from the learning. For businesses in all industries, including my own, it presents an opportunity to support employees to learn in a way that suits them but that also works for the organisation.