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Traditionally, many Registered Training Organisations (RTOs) have taken a one-size-fits-all approach to addressing organisational compliance and performance problems: Professional Development Training (PD). The problem with indiscriminately applying this approach is that training is the right answer only when the problem is caused by a lack of knowledge or skills. As trainers and educators must understand that training does not solve problems associated with any of the following:

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future of Learningby Jack J. Phillips, Ph.D. and Patti Phillips, Ph.D.

We have seen training evolve from a necessary expense to acquire critical job skills, to an investment in the organization through employee capability, growth, and development. Based on what we know from the past and what we now observe at the present, here is a summary of what we see for the future of learning in the next decades, particularly as it relates to performance of organizations.

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One of the greatest traps when thinking about bolstering a company's capabilities is focusing too myopically on the technology. Sure, great teams require technical wizards, but it turns out that in the eyes of employers hard skills take a back seat to personal qualities such as creativity, drive, and open-mindedness when it comes to employability.skills

This is the finding of a recent study from digital education company Hyper Island titled "Tomorrow's Most Wanted." In the study, conducted over a three-month period in 2013, Hyper Island surveyed over 500 leaders and employees across companies within the communication, tech, and business development industries, looking at future challenges and the skills and qualities needed to meet them.

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