Changing role of learning and development methodologies in digital age-a comparison between manufacturing and service industry

Globally there has been a technological shift in the present decade and the dynamics of all industries varied exponentially. Disruptive technologies and automation ruling their way on job market transition of work force and shall be a great challenge in various occupational sectors by 2030. It was unveiled in the literature review that according to the study of Mckinsey Global Institute Artificial Intelligence, Machine learning and 3D printing have been changing entire scenario of 21st-century by giving chances for new strategies and options. By 2030 there is a possibility of 15% industrial automation which shall in turn reduce 30% man hours. The study identified that, the key challenges of L & D leads shall be fighting against resistance to adapt new technology, Fighting ignorance and fear.

Further the study has identified that identifying and retaining new talent, developing people capabilities, creating a value based culture and Employee engagement are further challenges to cope up with the digital shift. The study also identified that reasons for the digital learning prominence, which includes, personification, self paced learning, multi platform design, collaborative learning, Virtual and Augmented reality. The case study on employees of services and manufacturing segments to understand their inclination towards learning methodologies has statistically proved that there is no significant difference between learning methodologies in Services and manufacturing industries. Employees preferred learning methodologies have been a blended methodology of Classroom training with case studies, field visits supported by on the job training in both industries.