In order to successfully adapt to the diverse needs of today's workforce, smart enterprises recognize that they need more than just new technology. They need a enterprises, newer skills within their teams, and a fresh approach.
Most employees do not want to stay in the same position forever, and this works as a good reason for them to want to go back to school, attend conferences, network, work overtime, take on new projects, to advance, and push their careers in new directions. Whilst 97% of the organisations are looking to personalise learning programmes for the individual, the actual results are underwhelming. Only 19% are successful, according to the Towards Maturity 2016 Learner Benchmark Report, Unlocking Potential. Training or education programmes of most companies are thus not aligned to the needs of employees.
Organisations are doing just that - empowering both organisations and individuals to discover, share, and track all learning that is taking shape; irrespective of the source. These are helping companies all across the globe with today's learning and development challenges by empowering learning over the lifetime of the career. But, in order to successfully adapt to the diverse needs of today's workforce, smart enterprises recognize that they need more than just new technology. They need a new strategy, newer skills within their teams, and a fresh approach.
Lack of Employee Engagement
L&D led learning activities are only the tip of the iceberg. While traditional learning is still important, it is episodic and instructor-led. The learning that happens everyday - reading articles and books, watching videos, listening to podcasts, Google and youtube searches- is equally important. While it may not be considered initially as "learning", you are however absorbing newer information. In lieu of hosting massive once-or twice-yearly training events, companies could focus on more regular, incremental offerings-in the same way mobile apps send checkin notifications to their users. Such tweaks would serve to foster employer loyalty, while also providing a genuine benefit to overall company productivity.
New Requirements for Learning Technology
The opportunities to build newer skills, and thereby advancing the career are among the most desired attributes for employees in any organisation. But, it is not possible to meet the newer demands through old technology. And, this is where professionals come to the fore, to provide a comprehensive solution that include:
◆ Employer and self-directed solutions
◆ Formal training and informal learning - (the smaller, bite size chunks) that you know people are already consuming.
◆ Mandatory ("have-to") and voluntary ("want to") - Not just "what I have to do for compliance" but "what do I want to do because I'm curious, and because I want to build a new skill."
◆ Now (job training) and later (career development) - And not just onthe-job functional training that I need to do to be a better bank teller or product designer, but what do I need to do to get the next job I want?
The Content Problem
The explosion of content means no one can manage it all. There are options everywhere - everyone can learn anything they want, anywhere they need. Whatever the tipping point, a dramatic consumerization of the learning content ecosystem continues to take place, creating a dynamic wherein for the first time, the supply of high quality learning content has caught up with the demand for learning. Such an explosion of content has created an environment, where as a learner, I can essentially learn any skill I want to learn on-demand from any device in a format that fits my needs, at lower costs or even free at times. Organisations are no longer restricted to fewer content providers, and have a lot many choices before them.
Get the whole picture
Most L&D leaders struggle to track or measure the value of learning content, or how much learning is happening beyond the instructor-led training and online courses that live in their LMSs. By connecting and tracking all these previously fragmented learning activities, employers have complete, real-time insights into workers' problems, interests, and preferences as well as their emerging skills. It therefore becomes possible to make informed decisions over the ways in which you can invest in your people's learning and career development.
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