As the year 2026 ushers in, skills-based organisations are rising to prominence across the business landscape, signifying a paradigm shift towards talent-centric corporate frameworks. As we move deeper into this era, the role of HR becomes even more pivotal, with increasing expectations from Learning and Development (L&D) to drive employee growth and skills enhancement.
With technology evolving at an unprecedented pace, the need for bespoke, continuous learning programs to keep staff proficient and updated is paramount. Today, the workforce dynamic is considerably more fluid compared to the rigid hierarchical structures of yesteryears. Thus, furniture retailer IKEA’s recent decision to transition into a skills-based organisation, as reported by People Management, is bewitching other industry giants too.
This trend is a wake-up call for all HR managers, emphasizing the increasing need for effective L&D strategies to hone firm-specific skills. Here’s a glimpse into what HR is likely to seek from L&D in the forthcoming years:
**Evolving Role of L&D**
The conventional trainer-student L&D model is evolving into a more collaborative, employee-centric approach. Moving forward, L&D is expected to transition from a monologue to a dialogue as HR aims to engage employees more productively, promoting a two-way flow of learning and feedback.
**Customised Learning Pathways**
HR leaders in 2026 are envisaging employees as unique individuals with distinct career paths. Consequently, ‘one-size-fits-all’ training programs no longer hold ground. HR is entrusting L&D with the responsibility of developing customised learning pathways tailormade for each employee.
**Digital Learning Tools**
The incorporation of technology into L&D is not a matter of choice but necessity. With remote work becoming mainstream, accessibility to digital learning tools has become a pressing need. HRM Asia reports that HR’s 2026 wish list includes immersive learning experiences, such as augmented reality (AR) and virtual reality (VR) based training programmes.
**Learning Culture**
The role of L&D is no longer confined to intermittent training sessions. HR is now expecting L&D to foster a culture of continuous learning within the organisation. The pandemic has brought forth this need starkly, with companies realising the need for employees to be adaptable and swift learners.
**Focus on Soft Skills**
Amidst the rising concern about technological obsolescence rendering certain skillsets outdated, there is a heightened focus on soft skills. Emotional intelligence, empathy, and effective communication are some soft skills HR expects L&D to foster among employees.
**Data-Driven Approach**
A report by Gartner indicates that the L&D landscape in 2026 will be significantly data-driven. HR professionals expect L&D to leverage data analytics to understand employee learning patterns, recognise skill gaps, and tailor strategies accordingly.
**Return on Investment (RoI)**
The economic implications of L&D cannot be overlooked. HR personnel are seeking a measurable return on their investment in L&D. Consequently, there is an increasing demand for L&D courses that yield tangible results, underpinned by a demonstrable improvement in work outputs.
While skills-based organisations have clearly carved out a niche for themselves by strengthening their workforce’s competency levels, they need to ensure their HR and L&D teams are singing from the same hymn sheet. This approach calls for a radical rethink of traditional L&D models in favor of more innovative, employee-centric programs that cater to individual career trajectories and personal growth plans. The resilience and success of an organisation in 2026 and beyond rest on this collaborative alignment between HR and L&D departments, creating a synergy to empower employee growth and consequently, corporate progress.
Original Source: https://www.personneltoday.com/hr/skills-based-organisations-what-hr-needs-from-ld-in-2026/
