Seven top learning and training trends from 2022

As we come towards the end of 2022, it’s a natural time to reflect on the year we’ve had and how it’s impacted the apprenticeships and skills training industry.

As with most industries, the lasting effects of the pandemic continued into the first half of the year. It has changed the way trainers interact and engage with learners, and forced many organisations to rethink the best format for learning delivery.

Moving into the second half of 2022, the cost of living crisis has been influential. Providers have been looking to save money, whether it’s cutting travel costs or making processes more efficient.

It’s not all doom and gloom, though. According to the Department of Education, apprenticeship starts for the 2021/22 academic year were up 9% on the previous year. What’s more, 2022 apprenticeship numbers are predicted to trump the highs of pre-pandemic apprenticeship starts recorded in 2018/19.

So what trends have emerged against this wider backdrop? We take a closer look into the top learning and training trends for 2022.

1. The virtual classroom is here to stay

We know that the pandemic caused a huge change in learning provision for apprentices, with many providers racing to take their learning online. But how has this impacted learning in the long term?

Research from Fosway Group showed that 95% of learning leaders think that the pandemic has changed learning and delivery forever. Virtual classrooms remain predominant, with 97% of organisations now using them as part of their training strategies.

2. Blended learning is in favour

However, while virtual classrooms are popular, they don’t paint the full picture. Most trainers are now favouring a mix of online and in-person training to provide a blended learning approach.

This blended learning model is a trend we’ve noticed among the many training providers we work with at Bud. Now that the pressure of the pandemic has lifted, providers have had time to assess which components of online learning work best.

This year has been about testing out different formats and determining how to deliver a high-quality and effective experience for learners.

3. Using multiple touchpoints to reflect different learning styles

Blended learning is about understanding the multiple touchpoints that trainers have with learners and maximising the engagement in that moment. We are noticing that the most successful learning programmes include a mix of resources.

This year, trainers have come out of the pandemic with a fresh take on what tools are available to them. They are now exploring different learning materials that can appeal to a range of learning styles.

These might include:

• Pre-recorded multimedia materials: Resources like videos and podcasts appeal to people who like to take things at their own pace and revisit learning materials.
• Live lessons: Experienced tutors deliver a class to a group of learners, which is great for people who learn best by listening passively.
• Live learning workshops: Trainers are offering interactive Q&As and breakout sessions, helping people who like to learn actively through group discussion.
• Written resources: Downloadable handouts and guides to back up what’s been discussed in lessons and workshops.
• Quizzes: Short form quizzes in the form of SCORM content, that reinforce the learning objective and instantly capture results.

4. Driving efficiency through digital transformation

Online learning isn’t the only aspect of digitalisation that matters to training providers; they need to factor in the wider benefits of digital transformation across their entire organisation.

This has been a big theme for 2022. And it’s going to get more important as we head into a recession and look for ways to drive greater efficiencies in our systems and processes.

Embracing digital transformation is all about introducing technology to help your business run more effectively. At Bud, we’ve helped training providers of all shapes and sizes through the digital transformation process.

Implementing a joined-up solution like Bud enables providers to:

• Automate processes for greater efficiency
• Identify and remove blockers, such as pain points in enrolment and onboarding
• Spot learners that are falling behind and take action quickly
• Stay compliant by capturing evidence along the learning journey and automatically submitting it

5. Faster delivery of learning

A strong trend emerging this year is the move towards a shorter programme for learners. This is happening for a number of reasons.

Traditionally, apprenticeships take 18 months to two years to complete. But, with a national labour shortage, many employers want capable people faster than this, so that they can take advantage of their skills quicker.

And for learners, a faster route into a fully paid role means they can improve their earning potential at an earlier stage.

The government recognises these needs and introduced changes this year to make it easier for people to complete apprenticeships faster. The Education Hub states:

“Your training provider will make an assessment based on your previous experience and qualifications and adapt your training. This means that apprentices can spend more time in the workplace and will become fully competent sooner, boosting employer productivity and apprentices’ own earnings potential.”

6. Flexible apprenticeship options in new sectors

Another new introduction from the government is flexible apprenticeships. These allow people to complete short placements across sectors such as construction and media, that often have flexible employment patterns and short-term roles.

Traditionally, these sectors have found it harder to take on an apprentice. But under this new scheme, agencies can act as employers and place apprentices on projects in different companies.

This year, the government awarded £5m to employers like the NHS and the BBC to allow them to offer the flexi-job apprenticeship scheme. It’s a positive move towards creating a new raft of apprenticeship opportunities in different sectors.

7. Increasing pay to help reduce drop-out rates

Pay has been flagged as a key driver for apprenticeship engagement in a new campaign, Back the Future.

The campaign says that poor pay is a leading factor in drop-out rates and wants to see decent and fair pay for all UK apprenticeships. It is encouraging employers to increase wages and training providers to support the rise.

The National Minimum Wage for Apprentices increased from £4.30 to £4.81 per hour in April this year, but campaigners say a decent wage is between £6.25 and £7.70 per hour.

There’s been a lot of noise about increasing apprenticeship pay in 2022. However, we’ll need to see official data before we know if this has translated into more money in apprentices’ pockets and fewer drop-outs going forwards.

Book your free Bud demo now

Bud’s industry-leading platform is built around compliance. We give training providers better visibility over learner progress and help to streamline their processes.

The Bud team has a wide range of experience in the training sector, and understands what challenges you’re facing and how you’re affected by emerging trends.

Read about what to expect in 2023 or book a demo today to find out more about Bud.