In the evolving HR landscape, organisations must adapt to changing market dynamics and employee expectations. Participants identified their most pressing people-related concerns, which include difficulty to attract the right talent (85%), skills availability to drive growth (79%), and employee retention (70%). A total of 85% of respondents agreed that L&D contributes to achieving strategic goals, which underscores the importance of L&D in equipping employees with skills to drive performance and innovation. However, the majority of participants work in organisations where employees spend between 1 to 2 hours per month, on average, on L&D, which appears to be low considering the importance given to L&D and the need for constant upskilling in today’s world of work.
49% of participants agreed that their L&D approach is technology enabled e.g. through eLearning, Learning Management Systems, Virtual and Augmented Reality, GenAI. In line with this, 33% of participants stated that their organisation was either exploring or already implementing AI for L&D initiatives. This involves using AI technologies to develop personalised training content, automate the design of curricula, and offer interactive learning experiences. These participants highlighted several expected benefits, such as faster content creation (77%), easier information discovery (61%), improved efficiency and cost reduction (59%), enhanced knowledge dissemination (50%), and personalised, adaptive learning (48%).
Coaching and mentoring emerged as the most popular L&D trend, with 69% of participants integrating it into their organisations, followed by skills-based talent management (49%). The survey also revealed that on-the-job practice, or learning by doing, is the most effective training method (92%), as it allows employees to immediately apply new skills in a real-world setting with immediate feedback. Peer-to-peer learning (83%) was also highly rated for fostering collaboration and communication, reflecting the growing demand for personalised learning to boost engagement and effectiveness. Least effective methods reported were textbooks/manuals (31%), audio/podcasts (30%), and role-playing (27%).
Fostering a learning culture and using skills inventories support a skills-first strategy, with half of organisations having formal competency frameworks. Organisations using Generative AI (GenAI) for L&D report improved adaptability, efficiency, and cost savings.
Key challenges in workforce development include time (45%), resource constraints (43%), and budget constraints (43%), but modern technology and methods like on-the-job practice and peer-to-peer learning help overcome these obstacles.
The survey found that the benefits of investing in L&D, such as enhanced employee engagement (77%), increased productivity and performance (68%), and improved employee skills (66%) make it a worthwhile investment. Business and HR leaders are encouraged to approach these L&D opportunities with strategic commitment and a focus on skills and technology to drive professional development in Malta.
HR Pulse Survey 2024
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