Abstract
The article analyzes the best practices of building the culture of continuous learning in Canadian organizations through the prism of such global corporate Learning and Development trends as increasing investment into corporate learning, extensive use of technology, effective prediction, assessment and addressing skill gaps, especially in the area of soft skills development. As the Canadian authorities play a significant role in promoting the culture of continuous learning in organizations, the following aspects of their involvement are analyzed: recommendations of Canadian government on continuous learning within a company, predicting and addressing demands of the future in terms of emerging skills development, enabling access to education at all stages of person’s life. The article further dwells on two major challenges faced by companies in Canada due to technological disruption: keeping up with rapid pace of changes in terms of employees’ digital literacy and using technology effectively to build the culture of continuous learning. The issue of constant lack of time for a modern professional is also addressed. As companies strive to keep up with the pace of global changes, new employment opportunities are constantly created requiring professionals with diverse skillsets which might be currently in scarcity. A number of ongoing projects run by Canadian companies and authorities is analyzed to illustrate the best practices of building the culture of continuous learning to address the issue. Particular attention is paid to soft skills development.
Highlights
The most important corporate L&D trend in the world nowadays is building the culture of continuous learning which is crucial for company’s sustainable development and creating its competitive advantage
According to the research by authoritative Association for Talent Development, more than a half high-performance companies worldwide make continuous learning a priority in their L&D strategies and encourage their leaders and employees to become lifelong learners (Ho et al, 2018: 2)
This research aims at analysing Canadian experience on the issue of continuous learning at workplace in order to benchmark it against current global L&D trends and reveal the best practices applied in Canada which can be implemented by companies in other countries
Summary
The most important corporate L&D trend in the world nowadays is building the culture of continuous learning which is crucial for company’s sustainable development and creating its competitive advantage. According to the research by authoritative Association for Talent Development, more than a half high-performance companies worldwide make continuous learning a priority in their L&D strategies and encourage their leaders and employees to become lifelong learners (Ho et al, 2018: 2). The paper dwells on the experience of Canadian organizations in building the culture of continuous learning. This research aims at analysing Canadian experience on the issue of continuous learning at workplace in order to benchmark it against current global L&D trends and reveal the best practices applied in Canada which can be implemented by companies in other countries
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